BEH/General/TBT-BEH-011

Peer-to-Peer Safety Coaching

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Peer-to-Peer Safety Coaching

Toolbox Talk Record

Ref: TBT-BEH-011  |  Issue: 1  |  Date: March 2026
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What?

  • Peer-to-peer safety coaching means workers helping each other to work safely through respectful conversation.
  • It is not about reporting or disciplining; it is about looking out for your colleagues on site.
  • Research shows that workers respond better to safety advice from their peers than from managers.
  • Effective coaching uses open questions: ask why someone is doing something a certain way before suggesting changes.
  • Positive coaching recognises good practice as well as addressing unsafe actions constructively.
  • Everyone on site has the right and responsibility to coach others on safety, regardless of trade or seniority.
  • Timing matters; coaching immediately after observing a behaviour is more effective than raising it later.
  • A coaching conversation should be private and respectful, not a public confrontation in front of others.
  • Peer coaching builds trust between teams and creates a culture where safety conversations are normal.
  • CDM 2015 places duties on every worker to cooperate on health and safety, which includes helping each other.

Why?

Prevent injuriesA respectful word from a colleague stops unsafe behaviour faster and more effectively than a written warning.
Build trustPeer coaching creates a team environment where everyone looks out for each other, strengthening site safety culture.
Worker influenceWorkers are more likely to change behaviour when a respected colleague explains the risk than when a manager issues an order.
Do Don't
  • Speak up respectfully if you see a colleague doing something unsafe.
  • Start with a positive comment before raising a safety concern.
  • Ask open questions to understand why the person chose that approach.
  • Offer a safer alternative rather than just criticising what you see.
  • Recognise and praise good safety practice when you observe it on site.
  • Have coaching conversations privately, not in front of an audience.
  • Accept coaching from others without becoming defensive or dismissive.
  • Act on coaching immediately where the risk is imminent and serious.
  • Share what you learn from coaching conversations with the wider team.
  • Lead by example; your own safe behaviour is the strongest coaching tool.
  • DON'T ignore unsafe behaviour because you think it is not your business.
  • DON'T shout at or embarrass a colleague in front of others about safety.
  • DON'T assume you know everything; be open to learning from your peers too.
  • DON'T use coaching as a way to settle personal grudges or score points.
  • DON'T wait until after an incident to say you noticed something unsafe.
  • DON'T only focus on negatives; recognise good safety practice equally.
  • DON'T dismiss feedback from less experienced workers; fresh eyes spot risks.
  • DON'T become defensive when a colleague coaches you about a safer method.
  • DON'T replace peer coaching with formal discipline for genuine mistakes.
  • DON'T give up if your first coaching conversation is not well received.

See also: Challenging Unsafe Behaviour | Safety Observations and Conversations
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