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Safety CoachingAn interactivelearning guide

Click on the page number to go to listedcontent. The symbol will bring youback to the homepageDeveloping Safety Academy overview Safety Engagement and InfluenceStart building your learning journeyWhere am I now?FoundationalCompetent05060708091011131415OverviewAchieving 'Developing' level proficiencyLearning resourcesExpert21 2223ContentsAdvanced17 1819OverviewAchieving 'Advanced' level proficiencyLearning resourcesOverviewAchieving 'Competent' level proficiencyLearning resourcesOverviewAchieving 'Expert' level proficiencyLearning resources | 02

FoundationallearningUsing this Learning Guide In this guide you will see a range of symbols which are links to arange of resources such as:VideosVideos PodcastsRecommendedbooks Articles Ted Talks

At Anglo American, we believe that our people are our mostprecious resource. Their safety remains our top priority. Wewant to know that ALL our colleagues, everywhere, at alltimes, are safe. Always safe.Taking care of our people lies at the core of everything thatwe do. But we don’t just say it; we act on it, and we invest in it.Our aim is to shape a new reality where it’s impossible foranyone to get hurt while working with us. We want tocontinually raise the bar in our industry, making the companynot only a leader in mining but an industrial leader. One of thesafest in the world.We never stop searching and thinking of innovative ways tokeep our people safe and enable extraordinary safetyperformance by everyone, everywhere, every day.Driven by this purpose, we have created the Safety Academy.It is an industry first: a ground-breaking, multi-channelresource to help us develop safety professionals today and inthe future. People who can drive safety operationalexcellence through insight, influence and impactacross ourglobal operations.Safety Academy overviewUse our confidential self-insighttool on Learn+ to gauge howconfident you are in yourabilities to inspire insight,increase influence and improveimpact, and see where to focusyour development efforts.Three principles for safety professionals of the future to live byInspire insightIncrease influenceImprove impactAlways, awaysask, ‘Why?’Bravelychallenge thestatus quoExploreinformationfrom a range ofsourcesOffer credible insightand demonstrateknowledge on how touse itBuild trust throughconsistentperformance andstrong workingrelationshipsIdentify and deliverthe right outcomesthrough othersHelp others to buildtheir knowledgeandskills where neededANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED.| 04

One of the ways we are developing safety professionals of thefuture is by defining the set of Technical Skills that will enableyou to achieve extraordinary safety performance, and toinspire others to do so too. A technical skill Is a proficiency in the practical application ofknowledge; the ability to carry out specific activities usingappropriate tools and processes to achieve businessoutcomes. It encompasses discipline-specific and commercialskills. The Safety Academy team, in collaboration with our TechnicalAcademy and Global Learning partners, has identified 14technical skills that are vital to your success as a safetyprofessional of the future. These skills are divided into twogroups: Safety-Specific Technical Skills and Anglo AmericanCore Technical Skills. This learning guide can support your development in SafetyEngagement and Influence as one of Anglo American’s SafetySpecific Technical Skills.14 Safety Technical skillsSafety Coaching is theability to coach linemanagers to reachinformed decisions andidentify solutions for safetychallenges now and in thefuture; in doing so usecoaching expertise togrow the safetyprofessional of the future. Safety CoachingANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 05

Self-assessMake a realistic planCreate opportunitiesUse the proficiency levels outlined in this guide toassess your capability, identify gaps in yourknowledge and behaviours and use therecommendations as the basis for creating yourbespoke learning plan tailored to yourdevelopment needsYour learning journey should be planned with a range of activities and reflective exercises. This well help toensure that learning is turned into action with the desired outcomes. For each proficiency level there is aminimum mandate to help kick start your plan with activity structured around Safety Academy Insight(Know) Influence (Do) Impact (Review) model. For each proficiency level you should also complete thefoundation level Know Do Review for previous competency levels.As well as accessing resources, be creativeabout how you develop skills and behaviours.Try things out and reflect on whether it worked ornot; discuss topics with others or ask forfeedback when you are implementing aparticular learning; observe how others useparticular skills and behaviours.When it comes to making a plan less is more. Ahighly ambitious plan will be almost impossibleto deliver given time constraints! Think abouthow you learn best, what fits into your time andwhat is your learning style. All resources in thisguide have a time reference so you know thatyou can fit in short bursts of learning even whileyou are waiting for transport or a meeting tostart!Start building your personal learning journey123ANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 06

Where am I now?Actively seek learning opportunities to enhance your skills.This could involve taking courses, attending workshops orseminars, reading books or articles, practicing withexercises or projects, or seeking mentorship or coaching.Continual learning and practice are essential for skilldevelopment.Do you have examples ofhow you havedemonstrated these skillsand behaviours ?Which of the skills haveyou yet to develop?When preparing your learning journey assess where you are against each of the corresponding skills to identifywhere you should focus your development.What resources will youuse to develop your skillsand knowledge?Reflect on your experiences and evaluate yourperformance in relation to the skill you're assessing.Consider specific projects, tasks, or situations whereyou've applied the skill and assess your effectiveness. Behonest and objective in your evaluation.Compare your self-assessment and any feedback youhave had in the past against the proficiency levelsoutlined in this guide. Identify the level that aligns mostclosely with your current skill level. Consider both yourstrengths and areas for improvement.5 MINUTE READ123ANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 07'10 daily habits to boostpersonal growth’

Developing level skillsActively listen to line managers to gather information and,afterward, filter and clarify it for the line manager Ask open-ended questions Take the time to share experiences and lessons learnedwith line managers and colleagues Explain coaching ethics and standards as identified byleading coaching organisations like the EMCC Actively develop coaching skills by attending AngloAmerican webinars and coaching skills programmes Build a track record of safety performance throughvarious job experiences

Achieving 'Developing' level proficiency10 MINUTE READDeveloping agrowth mindsetONLINE COURSEIntroduction tocoachingInsightBuild your foundation knowledgewith these resourcesInfluenceApply learning and knowledge tolearn by doingImpactReview the impact of your actions by reflecting on outcomesANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 09Start your plan by doing the generic activities and using the general resources below. Then build upon it using the resources onthe following pages and planning other opportunities to implement actions and reflect on outcomes.GENERIC ACTIVITIES AND RESOURCESConsider theinteractions you aregoing to have over thenext 7 days where youcould start to use acoaching approach.Consider:How you will open theinteractionHow you will use acollaborative approachto problem-solvingAfter the interactionsdescribed aboveconsider:How natural theinteraction feltHow the coacheerespondedWhether yousuccessfully workedtogether to problemsolveTake some time to thinkabout you own beliefsregarding a growthmindset:How do YOU feel whenyou receive feedback?Do you believe thateverybody has thepotential for growth? Think about why youhave responded in thisway.In your next interactionswhere a coachingapproach can beapplied consider howyou are able to adaptyour approach in anopen-minded wayconsider how you willapproach theinteraction from thestart point of believingthat there is thepotential for growth.

5 MINUTE READ5 MINUTE READ5 MINUTE READCoaching involves a close and influential relationship between the coach and the coachee. It istherefore essential for coaches to adhere to certain ethics and standards to ensure the safety, well-being, and growth of their coachees. Here are some key aspects of coaching ethics and standards:Confidentiality: Coaches must keep all client communications private unless given explicitpermission to share. This fosters trust and allows the coachee to be open during sessions.1.Competence: Coaches should only operate within their area of expertise. If a client's needs areoutside the coach's competency, the coach should refer them to another professional.2.Integrity: Coaches should be honest, transparent, and straightforward with their coachees.3.Respect: Coaches should honour the coachee's autonomy and respect their right to makedecisions for themselves. The coach's role is to guide and facilitate, not to control or prescribe.4.No Harm: Coaches must ensure that they do no harm. They should be sensitive to the potentialfor misuse of their influence and always act in ways that ensure the safety and well-being of thecoachee.5.Take a look at the link opposite to understand more about professional coaching standards.Active listening is a communication technique that involves fully concentrating,understanding, responding, and remembering what the other person is saying. It'smore than just hearing the spoken words; it's about understanding andinterpreting those words and the context in which they're delivered. In coaching,active listening is essential in building rapport, understanding others, and fosteringpositive relationships.Open and closed questions serve different purposes in communication, and understandingwhen to use each type can significantly enhance interactions during coaching. Open questions:Nature: These are questions that cannot be answered with a simple "yes" or "no". They requiremore thought and often lead to more extended, elaborate answers.1.Purpose: They encourage exploration, discussion, and elaboration. They are valuable forgaining insight into someone's feelings, opinions, or thoughts on a topic.2.Examples:3."How did you feel about that experience?""What are your thoughts on the new policy?""Can you describe your relationship with your teammates?"Scope: Responses to open questions can be broad and varied, offering depth and detail.4.Usage: They're useful in scenarios like coaching, therapy, interviews, and any situation wherein-depth understanding or discussion is desired.5.ACTIVE LISTENINGUSING OPEN QUESTIONSCOACHING ETHICS AND STANDARDSANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 11Safety Coaching

15 MINUTE READ5 MINUTE WATCHThe psychology of behavior change delves into the cognitive, emotional, and social factorsthat influence an individual's ability and willingness to alter their behaviors. Several models andtheories aim to explain and facilitate behavior change. Here's a look at some foundationalconcepts and theories:Stages of Change Model (Transtheoretical Model):Developed by Prochaska and DiClemente, this model outlines six stages people move throughwhen changing behavior:Precontemplation: Not yet acknowledging a problem.i.Contemplation: Recognizing the problem but not yet committed to action.ii.Preparation: Getting ready to change.iii.Action: Making the change.iv.Maintenance: Sustaining the change over time.v.Termination: No longer tempted by the old behavior; the new behavior is ingrained.vi.A growth mindset is a concept developed by psychologist Carol Dweck throughdecades of research on achievement and success. It represents a belief thatabilities and intelligence can be developed through dedication, hard work, andthe right kind of training. This contrasts with a "fixed mindset," where individualsbelieve their basic abilities, talents, and intelligence are static or unchangeabletraits.BEHAVIOUR CHANGEGROWTH MINDSETANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 12Safety Coaching

Competent level skillsActively develop coaching skills through a variety ofmeans like attending a short leadership coachingprogramme accredited by one of the leading coachingorganisations (ICF, AC, EMCC, ILM, ECA, DVTC) Partner with line managers to transform learning andinsights into actions Adopt a coaching style to ensure line managers reachthe right safety decisions Create relationships based on trust Show curiosity, keep judgement at bay, and encourageconsideration and inclusion Apply a coaching mindset that is open, flexible, andhuman-centred Build credibility with line managers through personaldelivery and experience of meeting safety performancegoals

Achieving 'Competent' level proficiency10 MINUTE READLearning into Action10 MINUTE READCoachingmindsetInsightBuild your foundation knowledgewith these resourcesInfluenceApply learning and knowledge tolearn by doingImpactReview the impact of your actions by reflecting on outcomesANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 14Start your plan by doing the generic activities and using the general resources below. Then build upon it using the resources onthe following pages and planning other opportunities to implement actions and reflect on outcomes.GENERIC ACTIVITIES AND RESOURCESConsider the types ofbehaviour change youare looking for when youare coaching. How can you articulatethe required change soit is clear and concise?How can you adapt yourapproach in order tomake the changecompelling for therecipient?Before you go into thenext situation where youwill be having acoaching conversationtake time to think abouthow you are feeling andwhat other pressuresyou have which mayprevent you from being‘present’ during theconversation.Reflect on the activityabove and consider thedifference this made toyour conversation. Whatwent well in theconversation? Whatwould you do differentnext time? What sort ofpressures do you thinkusually affect you you? Use your thoughtsabove to adapt yourapproach for the nextcoaching conversation.Consider how well itworked? What will youdo to reinforce thebehaviour change andmake it sustainable?

10 MINUTE READ5 MINUTE READ30 MINUTE READTrust is a foundational element in the coaching relationship. Without it, theeffectiveness of coaching is significantly compromised, as the coachee may not beopen, honest, or receptive to guidanceOpen Dialogue: Trust enables the coachee to openly discuss challenges, fears,aspirations, and uncertainties. Without trust, many of these issues might remainhidden and unaddressed.1.Vulnerability: Trust allows both the coach and coachee to be vulnerable, whichcan lead to deeper insights and breakthroughs.2.Effective Feedback: Trust ensures that feedback, even when it's challenging, isreceived in the spirit it's given — as constructive guidance rather than criticism.3.Commitment: When trust is established, the coachee is more likely to commit toaction plans and follow through on agreed-upon tasks4.Safety coaching plays a pivotal role in ensuring that safety becomes an ingrainedpart of Anglo American’s culture, rather than just a compliance checkbox. By focusingon behaviour, empowerment, and continuous improvement, safety coaching helpsreduce risks and enhance the overall well-being of all. Developing yourself as a coachbegins with developing a coaching mindset. A coaching mindset is an approach orattitude that emphasises the facilitation of another person's thinking, development,and self-directed learning. Unlike traditional models of teaching or directing, acoaching mindset is about asking rather than telling, guiding rather than instructing,and unlocking potential rather than providing solutions.
TRUST IN COACHINGCOACHING MINDSETCoaching styles refer to the distinct approaches and techniques coaches use tofacilitate learning, growth, and change. The best coaching style often depends on theindividual being coached, the situation at hand, and the objectives of the coachingsession. There are two broad coaching styles:Directive Coaching:1.The coach provides clear guidance, instructions, and feedback.Best suited for situations that require quick decisions or when the individuallacks knowledge or experience.Non-directive (or Facilitative) Coaching:2.The coach asks open-ended questions and facilitates self-discovery.Helps the coachee find solutions independently.COACHING STYLESANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED.| 16Safety Coaching

3 MINUTE WATCH5 MINUTE READREADTranslating learning into action is a fundamental aspect of coaching. It's one thingfor a coachee to gain insights, awareness, or knowledge during a coaching session;it's another to implement that understanding in real-world situations effectively.Developing Cues:1.Habit formation often relies on triggers or cues. For example, brushing teethis often cued by finishing a meal.Determine what the cue will be for the new habit. This can be a time of day,an event, or even another habit.Practice and Repetition:2.Repetition is the mother of skill. The more one practices a new behavior, themore ingrained it becomes.A coach can help by setting up practice sessions or reminders.Inclusive coaching embodies the principles of openness, respect, andappreciation for individual differences. At its core, inclusive coaching is non-judgmental, ensuring every individual feels valued, understood, andaccepted. This approach enhances coaching effectiveness and fosters atrusting relationship between coach and coachee.Recognize and appreciate the diverse backgrounds, experiences, andperspectives of coachees. Understand that each person's journey is unique.LEARNING INTO ACTIONINCLUSIVE COACHINGANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED.| 17Safety Coaching

Advanced level skillsStudy towards a formal coaching certification from one ofthe leading coaching associations (ICF, AC, EMCC, ILM,ECA, DVTC) Bring six years of experience as a people leader and seniorsafety professional Demonstrate a highly developed sense of ethicalbehaviour, integrity, and confidentiality Communicate with line managers with a resource-activating and solution-oriented attitude. Teach others how to apply a coaching mindset that isopen, curious, flexible, and human-centred Leverage extensive safety technical or behaviouralexperience to support line managers

Achieving 'Advanced' level proficiency10 MINUTE READMotivationStart your plan by doing the generic activities and using the general resources below. Then build upon it using the resources onthe following pages and planning other opportunities to implement actions and reflect on outcomes.10 MINUTE READCoach the coachInsightBuild your foundation knowledgewith these resourcesInfluenceApply learning and knowledge tolearn by doingImpactReview the impact of your actions by reflecting on outcomesANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 19GENERIC ACTIVITIES AND RESOURCESReflecting on the aboveconversation consider:Did you feel that yourole-modelled coachingbehaviours effectively?Did you build rapportduring theconversation? How willyou ensure thisapproach becomes ahabit in subsequentconversations? Considering the abovehave a look at this article. CLICK HEREWhich of these motivatorsmay be most important foryou? How would you recognisethe key motivators inothers? What questionscould you ask?When you are coachingother coaches you mustconsider how yourapproach will influencethe learning of thecoachee. What are thekey aspects for you torole model in yourinteractions? Writedown 3 key behavioursto help structure yournext conversation.Take some time to thinkabout your ownpersonal motivators:What is your mainmotivator in work rightnow? Do you feel the workyou do is valued?How do you feel aboutcoming to work eachday?Do you enjoy your work?

10 MINUTE READSolution-oriented coaching, often referred to as solution-focused coaching, is an approachthat centers on what clients want to achieve in the future rather than focusing on problemsor issues from the past. This method is rooted in solution-focused brief therapy (SFBT),which emphasizes positive change and the client's inherent strengths and resources. Here'san overview:Key Principles:Future-Oriented: Rather than analyzing problems or their origins, solution-orientedcoaching is primarily concerned with the desired outcome or vision for the future.1.Strengths-Based: The approach emphasizes the coachee's existing strengths, skills,and resources, believing they already have the tools needed to create solutions.2.Collaborative: The coach and coachee work collaboratively. The coach's role is to askpowerful questions that guide the coachee to their own solutions.3.Small Steps: Progress is often achieved through small, manageable steps that leadtowards the desired outcome.4.Positive Feedback: Celebrating small wins and providing positive feedback is integral,helping build the coachee's confidence and motivation.5.10 MINUTE READ10 MINUTE READ"Coach the Coach" refers to a system or process where coaches receive coachingthemselves, typically aimed at improving their coaching skills and efficacy. The premiseis straightforward: just as athletes, executives, and various professionals benefit fromcoaching, so too can coaches. During the practice of counselling and therapy, it is common practice for therapists toseek the service of other therapists – in fact, it is highly recommended for them to do so,as the nature of their job often ends up placing them at a possibly higher risk ofemotional distress than an average individual. There is an overlap in this sense withcoaching.SOLUTION-FOCUSED COACHINGCOACHING THE COACHProfessional credibility in coaching is a multifaceted concept that encompassesthe trustworthiness, expertise, and reliability a coach brings to their practice. It'sabout being recognized both by clients and peers as knowledgeable, competent,and ethical in the field of coaching. This credibility is built over time and involvesseveral key elements.Personal qualities like empathy, patience, strongcommunication skills, and the ability to build rapport quickly also contribute to acoach's credibility. These traits help in creating a safe and supportive environmentwhere clients feel heard, understood, and motivated to engage in the coachingprocess.PROFESSIONAL CREDIBILITYANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 21Safety Coaching

17 MINUTE WATCH5 MINUTE READREADAdvanced coaching skills go beyond the basic competencies and involve a deeperlevel of expertise, intuition, and sophistication in coaching practice. These skills enablea coach to work more effectively with clients, particularly in complex or challengingsituations. Some key advanced coaching skills include deep listening and EmotionalIntelligence.Coaching and motivation are intrinsically linked. A core objective of coaching is toinspire and motivate individuals to realise their potential, overcome obstacles, andachieve their goals. The following are a few motivation theories to explore as a coach.Self-Determination Theory (SDT): Proposed by Deci and Ryan, SDT suggests thatmotivation is strongest when individuals feel autonomous (control over theiractions), competent (skilful), and related (connected to others).1.Extrinsic vs. Intrinsic Motivation: Extrinsic motivation is driven by external rewards orpunishments, whereas intrinsic motivation arises from genuine interest orenjoyment in the task itself.2.Drive Theory: Proposed by Daniel Pink, this theory postulates that autonomy(desire to direct our lives), mastery (desire to excel), and purpose (desire to serve agreater cause) are fundamental to high levels of motivation.3.Expectancy Theory: This theory suggests that motivation is influenced by theexpectation of the outcome. If a person believes their effort will lead to success,and that success will lead to a desired reward, they'll be more motivated4.ADVANCED COACHING SKILLSCOACHING AND MOTIVATIONANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 22Safety Coaching

Expert level skillsDocument certification from one of the leading coachingassociations (ICF, AC, EMCC, ILM, ECA, DVTC) Bring 10+ years of experience as a people leader andsenior safety professional Demonstrate being psychologically informed with strongintellect, gravitas, and self-awareness Demonstrate coaching expertise with at least 100coaching hours Be active in Continuous Professional Development (CPD)and supervisory groups Champion a coaching culture from a safety, technical, orbehavioural perspective

Achieving 'Expert' level proficiency10 MINUTE READPerformance10 MINUTE READPsychology ofcoaching InsightBuild your foundation knowledgewith these resourcesInfluenceApply learning and knowledge tolearn by doingImpactReview the impact of your actions by reflecting on outcomesANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 24Start your plan by doing the generic activities and using the general resources below. Then build upon it using the resources onthe following pages and planning other opportunities to implement actions and reflect on outcomes.GENERIC ACTIVITIES AND RESOURCESCreate a detailedpersonal developmentplan based on theabove. How are you going tomake the time to dothis? Is it realistic?Who might you needhelp from?How are you going tomonitor, reflect uponand measure yourprogress?Reflect uponconversations you haveusing the approachabove. Were you able toidentify the key driver ofperformance? Howmight you adapt yourapproach in the futuretdepending on whetherperformance isconfidence orcompetence driven?Make a list of the thingsyou intend to do todevelop yourselfprofessionally in thisarea. Then considerwhat is driving you towant to pursue thisdevelopment plan?What future outcomesdo you hope to achieve?Two of the key variablesin performance areconfidence versuscompetence. Considersome recent coachingconversations you havehad. Was performanceimpacted most byconfidence orcompetence? Thinkabout how you mightadapt your approach infuture conversations.

5 MINUTE READ12 MINUTE WATCHContinuing Professional Development (CPD) refers to the process of tracking and documentingthe skills, knowledge, and experience that you gain both formally and informally as you work,beyond any initial training. It's a record of what you experience, learn, and then apply. The keyaspects of CPD include:Lifelong Learning: CPD is an ongoing process that continues throughout a professional’scareer. It emphasizes the importance of continuous improvement and keeping skills andknowledge up to date.1.Diverse Learning Activities: CPD can involve various forms of learning such as workshops,conferences, classes, e-learning courses, and informal learning opportunities situated inpractice.2.Self-directed: Much of CPD is self-directed, meaning professionals take responsibility fortheir own development, identifying learning needs, and seeking appropriate opportunities.3.Career Development: CPD helps individuals manage their own learning and growth. It isessential for career progression and maintaining professional standards in many fields.4.Professional Standards Compliance: In many professions, CPD is a requirement to maintainmembership in professional bodies or licenses to practice, ensuring that standards acrossthe profession are high and consistent.5.5 MINUTE READThe psychology of coaching delves into understanding the human mind and behavior, aiming toapply these insights to the coaching process. By blending principles from psychology withcoaching practices, coaches can more effectively facilitate personal and professional growth.At the core of coaching psychology is the belief in human potential and the ability to change.While coaching is not therapy, many foundational psychological theories and tools have beenintegrated into coaching practices to enhance their effectiveness.PSYCHOLOGY OF COACHINGCONTINUING PROFESSIONAL DEVELOPMENTCoaching supervision is a distinct and essential aspect of the professional development ofcoaches. It involves a collaborative, reflective process where a supervisor, typically a moreexperienced coach or a professional specializing in supervision, supports the coach in theirpractice. The key elements and objectives of coaching supervision include:Reflective practice1.Ethical guidance2.Emotional support3.Quality assurance4.COACHING SUPERVISIONSafety CoachingANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 26

10 MINUTE READ11 MINUTE WATCHThe psychology of performance explores how psychological factors influence one's abilityto perform at their best, particularly in high-pressure situations. This field delves into themental, emotional, and cognitive processes underlying performance, from athletescompeting in sports to professionals in the workplace. Key areas of focus includemotivation, self-confidence, concentration, and anxiety management. Understanding andharnessing these factors can lead to enhanced performance, resilience, and consistencyin various domains of life.A coaching culture refers to an organizational culture where coaching practices are embedded asa primary approach to development, communication, and performance management. In suchcultures, coaching is not just a tool used by leaders or HR but is integrated into day-to-dayinteractions and workflows, empowering all members to take an active role in their personal andprofessional growth.Characteristics of a Coaching Culture:Continuous Learning: There's a strong emphasis on ongoing development, with employees atall levels encouraged to learn, grow, and refine their skills.1.Open Communication: Dialogues are two-way, with employees feeling they can voiceconcerns, ask questions, and offer feedback without fear of reprisal.2.Collaborative Atmosphere: Team members collaborate, share insights, and work together tosolve problems or achieve goals.3.Employee Empowerment: Employees are encouraged to take ownership of their roles, makedecisions, and approach challenges proactively.4.Solution-focused Approach: Instead of dwelling on problems, the emphasis is on findingsolutions and learning from challenges.5.COACHING CULTURES PSYCHOLOGY OF PERFORMANCE Safety CoachingANGLO AMERICAN SAFETY ACADEMY 2023. ALL RIGHTS RESERVED. | 27