Executive Coaching vs Leadership Coaching: What’s the Difference?

Imagine you’re a senior manager feeling overwhelmed by a new leadership role. You’re dealing with team dynamics, expectations from the C-suite, and the internal pressure to prove yourself. You know you need support. So you Google: “coaching for leaders” and boom—you’re hit with two popular options: Executive Coaching and Leadership Coaching.

What’s the difference? Does it even matter? And how do you pick the right one?

This article breaks it all down in a clear and relatable way. Whether you’re an emerging leader, a seasoned executive, or an HR leader trying to invest wisely in coaching, this guide will help you understand what each coaching style offers and what to look for when choosing.

Let’s Begin With a Story: Meet Natalia and Jason

Natalia just got promoted to the role of Regional Sales Director. She’s brilliant with clients, but now she’s managing managers, and she’s unsure how to lead without micromanaging. She signs up for leadership coaching to build her confidence and shift her mindset from “doer” to “leader.”

Meanwhile, Jason is the CFO of a multinational company navigating post-merger integration. His executive presence is strong, but he’s struggling to manage board-level politics and stakeholder alignment. He hires an executive coach to sharpen his strategic thinking, communication, and influence.

Two professionals. Two different challenges. Two types of coaching.

Now let’s break it down.

What Is Executive Coaching?

Executive coaching is a high-level, personalised development process designed for senior leaders—typically in director, VP, or C-suite roles.

It focuses on:

Strategic decision-making
Leading large teams or departments
Stakeholder and board engagement
Vision setting and long-term goals
Managing change and complexity

Executive coaching is often confidential, intensive, and designed to support transformation at the highest levels. It’s about helping influential leaders manage pressure, enhance performance, and increase their impact across the organisation.

Think of it as having a sounding board who doesn’t just cheer you on—they challenge your thinking, ask uncomfortable questions, and hold space for big-picture reflection.

What Is Leadership Coaching?

Leadership coaching is more accessible and relevant across all management levels—from first-time team leads to mid-level managers preparing for promotion.

It focuses on:

Building leadership identity and confidence
Strengthening communication and feedback skills
Developing emotional intelligence
Navigating team dynamics
Influencing without authority

Leadership coaching often supports career transitions, personal growth, and skill-building. It helps individuals lead with more clarity, authenticity, and purpose—whether they’re managing five people or fifty.

It’s not just for those at the top—it’s for anyone looking to become a more effective, self-aware leader.

How They Overlap: Common Ground Between the Two

While executive coaching and leadership coaching may differ in scope and audience, they still share a powerful common thread: transformation from the inside out. At their core, both types of coaching are about unlocking a leader’s potential—not just to lead others more effectively, but to lead themselves with clarity, confidence, and purpose.

Let’s break down where they overlap:

1. Self-Awareness: Understanding the Inner Landscape

Whether you’re a C-suite executive managing global operations or a newly promoted team lead navigating your first major project, both coaching approaches start in the same place—self-awareness.

Why? Because without self-awareness, it’s nearly impossible to lead others well.

Both executive and leadership coaching help you reflect on:

What motivates you?
What derails you under stress?
How do others perceive your communication style?
Where are your unconscious biases showing up in decision-making?

You begin to see patterns in your behaviour, emotional triggers, and blind spots that might have previously gone unnoticed. This shift in self-perception is often the catalyst for long-term growth—regardless of your title or tenure.

2. Performance: Not Just About Being Busy—But Being Effective

Leadership isn’t just about doing more—it’s about doing the right things, in the right way, with the right mindset. And that’s where both coaching styles shine.

Whether you’re trying to:

Hit performance KPIs,
Lead high-stakes negotiations,
Improve team morale,
Or pivot your career direction…

Both executive and leadership coaching are focused on tangible performance outcomes. The coach works with you to align your mindset, behaviours, and goals so you’re not just working hard—you’re working smart and leading impactfully.

Think of it this way: Executive coaching might focus more on the strategic business performance layer (like navigating complex boardroom politics), while leadership coaching might lean into the people performance layer (like leading with empathy or managing a difficult direct report). But at the end of the day, both aim to create sustainable success.

3. Accountability: Coaching as a Leadership Mirror

Here’s something many leaders rarely get: honest feedback.

Inside organisations, it can be difficult for peers, subordinates, or even managers to offer unfiltered observations. But coaching offers a structured space where you’re not only encouraged to reflect—you’re held accountable to your own goals and values.

Both executive and leadership coaching sessions often include:

Tracking progress over time
Revisiting agreed action steps
Naming internal resistance or avoidance patterns
Celebrating wins (no matter how small)

You don’t just talk about growth—you live it. That accountability loop, even when uncomfortable, is what turns insight into action.

4. Confidential Space: The Power of Psychological Safety

Leadership can be lonely.

Even in the busiest workplaces, many leaders feel like they’re carrying the emotional weight of an entire team or company without a place to unpack their own struggles. That’s where both coaching types offer one of the most underrated benefits: a safe, confidential space.

Whether you’re wrestling with imposter syndrome, difficult conversations, or self-doubt, coaching creates a neutral zone. It’s not therapy, and it’s not your boss’s feedback—it’s a place where you can say the hard things aloud, brainstorm honestly, and think through complexity without fear of being judged or misunderstood.

This psychological safety accelerates growth because it invites truth-telling and all transformation begins with telling the truth to yourself first.

A Shared Goal, Different Lenses

While executive and leadership coaching share these core elements, the lens, tone, and depth often vary:

Executive coaching may be more focused on high-stakes decisions, board-level influence, or macro-level business strategy. It often has a sharper focus on results, reputation, and influence.
Leadership coaching, on the other hand, may zoom in on team dynamics, communication, and emotional intelligence. It’s often about cultivating presence, trust, and resilience as you grow into a leadership identity.

But both share the same heartbeat: helping you become a more conscious, confident, and effective version of yourself.

And that’s where the magic of coaching lives—not in the labels, but in the transformation it ignites.

Real-World Examples: Executive Coaching vs Leadership Coaching in Action

Let’s revisit Natalia and Jason to understand how these two coaching styles show up in real life:

Natalia’s Journey with a Leadership Coach

Natalia is a mid-level manager recently promoted to lead a team in a fast-growing tech company. Her leadership coach helps her:

Understand her leadership style using tools like DiSC or MBTI, so she can lead with authenticity and align her approach with her strengths.
Set healthy boundaries with direct reports especially challenging since some were once her peers without feeling guilty or “bossy.”
Strengthen her delegation skills so she no longer feels the need to do everything herself and can empower her team instead.
Improve how she gives feedback, making it clearer, more constructive, and growth-oriented—reducing conflict and building trust.
Lead team meetings with more confidence by learning how to stay composed, speak with clarity, and handle pushback effectively.
Build her presence and influence without striving for perfection—learning that vulnerability and authenticity can be powerful leadership traits.

Jason’s Journey with an Executive Coach

Jason is a C-suite leader at a multinational corporation, navigating complex challenges at the top. His executive coach helps him:

Build political intelligence to navigate boardroom dynamics, manage upward, and influence key stakeholders effectively.
Prioritise during high-stakes negotiations by staying focused on long-term goals while balancing short-term pressures.
Refine his communication strategy to align global teams around a shared vision and values, especially during change initiatives.
Handle power dynamics post-merger, including restructuring decisions, leadership transitions, and maintaining team morale.
Reflect on his long-term career path, succession planning, and legacy—shifting from operational to visionary thinking.

In short:

Leadership coaching focuses on building capability, confidence, and communication in emerging and mid-level leaders like Natalia.
Executive coaching helps senior leaders like Jason navigate complex strategy, influence at the highest level, and lead through uncertainty.

✅ Who Should Consider Executive Coaching?

Executive coaching isn’t just for people with “Chief” in their title—it’s for any senior leader making high-stakes decisions, managing complexity, or shaping the direction of an organisation. If you find yourself in any of the situations below, executive coaching might be your missing piece:

You’re in a senior leadership role with strategic responsibility
You’re not just managing people—you’re managing priorities, business units, budgets, and change. Executive coaching can help you think more strategically, align decisions with long-term goals, and lead with clarity under pressure.
You’re navigating complexity, crisis, or major transitions
Whether it’s a merger, sudden restructuring, or an economic downturn, big changes often bring isolation and stress. An executive coach becomes your thinking partner—someone who’s objective, skilled, and not emotionally entangled in the business.
You report to or are part of a board
Board dynamics require a different kind of finesse—balancing transparency, confidence, and influence. Coaching helps you manage up, communicate your vision more effectively, and build trust with key stakeholders.
You feel isolated in your role and need a sounding board
At the top, it gets lonely. You may not be able to talk openly with your peers, team, or even family. A coach provides a confidential, judgment-free space to think out loud, test ideas, and reflect without filters.
You want to refine your executive presence
Maybe your ideas are solid, but they’re not landing the way you want. Executive presence is about how you show up in rooms where decisions are made. A coach can help you elevate your communication, influence, and gravitas so that your presence matches your position.

💼 Executive coaching is often initiated or sponsored by organisations as part of:

Succession planning
CEO transitions
Leadership development programs
Retention strategies for high-potential talent

It’s not just about getting “better” at your job—it’s about expanding who you are as a leader so your impact becomes exponential.

✅ Who Should Consider Leadership Coaching?

Leadership coaching is for anyone stepping into or currently navigating the challenges of leading people. It’s especially powerful for individuals who are growing into their leadership identity or want to deepen their emotional intelligence, communication, and impact.

Here’s when leadership coaching might be right for you:

You’re new to managing people or teams
The leap from individual contributor to manager is one of the hardest in any career. A coach can help you learn how to set expectations, give feedback, manage conflict, and lead with empathy—skills that aren’t always taught but are critical for success.
You’re preparing for a promotion or role expansion
Growth brings new challenges. Maybe you’ll be leading a larger team, managing managers, or stepping into a cross-functional role. Coaching helps you build the mindset and muscle to lead at the next level with confidence and clarity.
You’ve received feedback about your communication or leadership style
Maybe your team feels you’re too hands-off—or too involved. Maybe peers see you as reactive under pressure. Instead of viewing feedback as criticism, coaching turns it into a growth opportunity, helping you lead more effectively without changing who you are.
You want to increase your influence, empathy, or resilience
Strong leadership today isn’t just about authority—it’s about connection, trust, and adaptability. Leadership coaching supports you in cultivating these “soft” skills, which often make the biggest difference in team engagement and performance.
You’re motivated to grow but feel stuck
You’re ambitious. You want to lead better. But you’re spinning in circles, second-guessing yourself, or dealing with imposter syndrome. A coach helps you untangle the mental blocks so you can move forward with purpose and clarity.

Leadership coaching is typically a proactive investment—it’s not about fixing a “problem.”
It’s about:

Strengthening your foundation as a leader
Building habits that support long-term success
Developing a leadership style that’s authentic and sustainable

Whether you’re early in your leadership journey or somewhere in the messy middle, coaching meets you where you are and helps you lead with more heart, skill, and vision.

Which Coaching Style Delivers Better Results?

Let’s be honest—this is the question most people ask. And we get it. If you’re investing time, energy, and money into coaching, you want to know what actually works.

But here’s the truth: there’s no universal winner.

It’s not about whether executive coaching is “better” than leadership coaching, or vice versa. It’s about choosing the right support for the right season of your professional life.

Let’s break this down.

It’s All About Context

The kind of coaching that delivers the most impact depends on:

Your current role and responsibilities
The challenges you’re facing
Your goals—both short-term and long-term
The culture of your organisation
And most importantly, your readiness to grow

Let’s say you’re a new VP struggling to lead a diverse team across regions. Leadership coaching might help you strengthen your emotional intelligence, improve your communication style, and establish trust with your direct reports.

Now imagine you’re the COO of a company about to go public. You’re in rooms where board dynamics, shareholder expectations, and strategic vision all collide. In this case, executive coaching becomes critical to sharpen your decision-making, elevate your executive presence, and help you hold your own under pressure.

So really, the “better results” come when the coaching aligns with your unique career stage and current challenges.

High Stakes vs High Potential

Here’s another way to think about it:

Executive coaching is like having a trusted advisor when the stakes are sky-high. You’re already at the top, and every decision has a ripple effect across the business. You need strategic thinking, clarity under pressure, and the ability to lead through complexity.
Leadership coaching, on the other hand, is like having a personal trainer for your leadership muscles. You’re building habits, confidence, and self-awareness. You’re preparing for bigger roles, and you want to lead in a way that feels authentic—not just competent.

Both can be transformational but only if they’re applied at the right moment.

Coaching Isn’t Magic—It’s a Partnership

This is where many people go wrong. They expect coaching to deliver results just because the coach is “good” or the framework is solid.

But the real power of coaching lies in the relationship. It’s a partnership built on:

Mutual trust
Honest reflection
Willingness to be challenged
Commitment to take action

Whether you’re working with a leadership coach or an executive coach, the outcomes depend heavily on your own commitment to change.

You can have the most brilliant coach in the world—but if you’re not open to feedback, not showing up fully, or not applying what you discuss in real life, progress will stall.

Both Styles Work—If You Do

So, which coaching style delivers better results?

Both do.
But only if:

The coach is skilled and understands your world
You’re fully engaged in the process
There’s a strong foundation of trust
The coaching aligns with your needs and goals

In the end, coaching isn’t about fixing you. It’s about unlocking the version of you that’s ready to rise whether that’s as a grounded, empathetic leader or a visionary executive steering the ship.

How to Choose the Right Coach

Here are a few things to look for when choosing a coach, no matter the label:

Experience and background: Have they coached professionals like you?
Approach and methodology: Do they use tools, assessments, or models?
Chemistry: Do you feel safe, heard, and challenged?
Clarity of goals: Are they helping you define clear objectives?
Ethics and confidentiality: Do they operate with integrity?

Pro tip: Always book a chemistry call before committing.

Final Thoughts: It’s Not Either-Or, It’s When

The truth is, many successful leaders benefit from both types of coaching at different stages.

Leadership coaching may help you rise, while executive coaching helps you stay grounded when you arrive at the top.

So the question isn’t just which one? It’s which one is right for me right now?

Whether you’re climbing the ladder or already at the top, the right coaching partnership can help you:

Lead with confidence
Communicate with clarity
Navigate with resilience
And most importantly, grow from the inside out

Ready to Start Your Coaching Journey?

We offer personalised leadership and executive coaching tailored to your goals, growth stage, and challenges. Whether you’re navigating your first team or the boardroom, our coaching approach meets you where you are.

Book an appointment today and start leading with purpose, not pressure.

Research & References:

Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change.
Ely, K., Boyce, L. A., Nelson, J. K., Zaccaro, S. J., Hernez-Broome, G., & Whyman, W. (2010). Evaluating leadership coaching: A review and integrated framework.
International Coaching Federation (ICF). (2021). Global Coaching Study.