I'm going to say it- it's easier to coach someone else than it is to coach yourself. Just think about it, how often do we latch on to giving our two cents when it comes to anything? From giving our friends some advice on a new diet, telling someone how to optimize their workflow, to relationship advice and how to handle conflict at work. All of these things require little or no acceptance or awareness of how we execute any of those things. This distancing is why we prefer to focus on others rather than ourselves- it just feels better. You feel like you're being helpful, you're accomplishing something by giving someone advice or coaching someone, you're fostering a relationship, be it at work or in your personal life. But, when's the last time you asked yourself this question: Did this person really need to hear what I just told them, and why did I feel it was necessary to share that with them?
One of the things that is happened in the training and coaching industry but I think at times has been damaging is the employees perception it's the company's responsibility to train them. There is something so wrong about this perception and understanding by employees. Self-development is a powerful concept but I also think it's one that needs to be taught and facilitated. If people invested in themselves and their own career development along with the services that a company provides in terms of training and learning opportunities this is a powerful combination; nevertheless, many organization's employees assume the training they receive is suffice. In reality the training might be suffice but there is something to be said for the mental commitment to developing oneself as an accelerator.
Self-development can be a frustrating subject for coaches. Ultimately, the amount of self-development that an employee does is up to them. What employees might not know is that any self-development they do benefits the entire company. Your job as a coach is to inspire employees to pursue self-development. This is where WIFT comes in.