Senior leaders face challenges that require both clarity and decisive action. When looking for outside expertise, executives often weigh two options: coaching vs. consulting. While the terms are sometimes used interchangeably, they represent very different approaches to leadership development.
If you’re evaluating how best to support your executive team, understanding the distinctions between coaching and consulting is essential for making the right investment.
For many executive teams, the decision comes down to what you want to achieve:
In some cases, organizations invest in both coaching and consulting—leveraging consulting for business issues while using coaching to strengthen the leaders who must carry those strategies forward.
Can consultants also act as coaches?
Sometimes, but the skill sets differ. A consultant may provide advice and later coach leaders on implementation, but true coaching requires a distinct, non-directive approach.
Is coaching measurable like consulting?
Yes. Executive coaching outcomes can be tracked through behavioral assessments, leadership 360s, retention rates, and organizational performance metrics.
Which has higher ROI?
Both can deliver strong ROI, but coaching builds lasting leadership capacity, while consulting often delivers immediate but project-specific results.
The choice between coaching and consulting isn’t about one being better than the other—it’s about alignment with your goals. If your priority is developing stronger leaders who can sustain organizational success, executive coaching provides the long-term return that consulting alone cannot deliver.
At Robertson Lowstuter, we’ve coached thousands of senior leaders to achieve breakthrough results. Now, we’ve built a guide to help you understand how executive coaching delivers measurable value.
📥 Download your copy of The Executive’s Guide to Leadership Coaching today.