In these cases, the consultant is looked at as an expert.
The career coach seems to expand the role of the career counselor by combining several types of consulting processes. Career coaches put themselves in mentoring roles with their clients and they seem to be more business oriented. Some of the things that career coaches do is guide a client towards making better career goals, help them create strategies to make more money and make them more valuable to their boss (Simpson, 2006).
In using these models with clients, I would concentrate on helping my clients identify their strengths and weaknesses using career coaching. This would help the client take more control of their own career needs. As a consultant, I would work with groups rather than individuals because it seems that groups and organizations are more conducive to consulting.
When comparing the roles of a career counselor in consulting, coaching, and supervision, there are many distinctive similarities and differences. The focus of these three is similar in that they all work with people. With consulting and coaching, the client is more important. In supervision, the focus is on the counselor and their performance. In consulting, the focus is on developing a plan that will help the clients personal functioning. Coaching is more action oriented than the other two and is focused on specific interventions for specific clients.
The goals of the three roles are to provide feedback in some way. As a consultant, the role is to "advise and educate" (Simpson, 2006, p. 247) the consultee. In coaching, the coach engages actively with the client to identify their skills, goals, and talents to show them how to maximize their potential. In supervision, the supervisor provides feedback to the counselor to help them improve their skills to better serve their clients (Simpson, 2006).
When looking at the examples, both consulting and coaching worked directly with professional clients who wanted to