Who do you need to add to your team? A consultant or a coach?
Sometimes both!
A few years ago, I wrote a personal article about when a therapist helped me bounce back after a divorce and how a coach helped me navigate being a stepmother. I also shared how, as a consultant, coaching skills were especially helpful. If you are curious, you can read that article here.
Understanding their differences and when to engage each can help leap over all sorts of hurdles - given your specific circumstances. All of which will lead to better results personally and professionally.
Today I’d like to drill down on the differences between Coaching and Consulting and explore how to apply them effectively.
Defining Coaching and Consulting
“Kimberley could you please just tell me what to do?” My clients say that to me a lot. When they ask me this, I make it very clear that they are asking me to stop coaching and to start consulting. Sometimes this is exactly what they need. Most of the time it is not.
Figuring out THEIR way – instead of MY way is often a better solution for them. That can be bloody hard work! For both of us.
At their core, coaching and consulting share a common objective: to improve performance and facilitate growth. Yet, the methods and roles they involve differ significantly.
Coaching is a collaborative process focused on unlocking an individual’s potential. A coach serves as a facilitator, guiding clients to discover their own solutions through active listening, powerful questioning, and reflection. Coaching is person-centered and future-oriented, aiming to enhance skills, confidence, and decision-making abilities.
As your coach I know that you are naturally creative resourceful and whole. You are a smart talented person. You know the direction you want to take and you know the answers to the big questions you are wrestling with. As your coach I help you find them. Together, we unlock your own genius and self-awareness.
In contrast, consulting is more directive. The consultant serves as an expert providing solutions to specific problems. Consultants analyze situations, diagnose issues, and recommend actionable strategies based on their knowledge and experience. Consulting is typically task-focused and outcome-driven, offering organizations and individuals the expertise they may lack internally. It’s frequently used for improving processes, strategic planning, or technical problem-solving with specific things like direct mail campaigns, major donor programs or capital campaigns.
Let’s Dig Deeper
Core Differences Between Coaching and Consulting
Role of the Coach
Coaching helps build internal capacity and a strong leadership team over time. In contrast, consultants are hired for their expertise and are expected to deliver solutions, acting as external problem-solvers for fast results.
Engagement Style
Coaching is typically ongoing, involving regular sessions and a dynamic process of goal-setting, accountability and reflection. Consulting engagements are often project-based, with defined deliverables and timelines.
How to Choose?
Determining whether coaching or consulting is the best fit depends on the context, objectives, and desired outcomes. Here are some guidelines to help make an informed choice:
Choose Coaching When:
The goal is personal or you are transitioning into a leadership role.
You seek to enhance self-awareness, confidence, or decision-making.
You have the knowledge but are spinning your wheels.
Long-term growth and internal capacity building is prioritized over quick fixes.
Opt for Consulting When:
You need specialized expertise or knowledge to address a specific problem.
The situation requires technical or operational recommendations.
Time-sensitive, high-stakes outcomes are a priority.
External objectivity and solutions are needed.
For example, if a team leader wants to improve their ability to manage conflicts, coaching can provide the reflective space and tools to build these skills and level up in their own leadership journey. On the other hand, if an organization needs to overhaul its annual fund, raise more money with less resources, clean up a database, create a new strategic plan, the right consultant can be just the short term fix you need.
Maximizing Impact
Did you know that a coaching culture can improve staff loyalty, revenue and community impact by an average of 25%? Coaching culture also means that you are building internal capacity and that can help with succession planning. One of my clients referred to me as her “secret weapon” as she navigated a new job through her probation period. I quite liked that!
By understanding the unique roles and methods of coaching and consulting, you can make informed decisions about when and how to use each approach. Blending the two methods when appropriate can also be powerful. My clients certainly find my background as a charity executive and consultant helpful when they need a quick hit of direct advice.
Over the past few years as a ICF Certified Co-Active Coach I have come to realize that while the corporate sector understands what a silver bullet a coaching culture can be, the charitable sector still hasn’t figured it. I’d like to help change that.
Whether empowering growth of your own team through coaching or seeking quick fixes with consulting, both tools, when used thoughtfully, can be transformative. The trick is understanding what you need and when you need it.
If you aren’t sure – let’s hop on a call and rumble about with it for a bit.
******************************************************************************************
I’m Kimberley Mackenzie and I work with organizations and businesses to develop strategic direction and help create high performing teams. As a charity executive, consultant and coach I am uniquely positioned to help you overcome the challenge of having to deliver more impact with few resources. I’m currently taking on new clients and would love to chat about what might be helpful for your situation. You can read testimonials from my clients here and then book a meeting so we can chat about how I might be able to help you here.
Comments