Play as One: Mediation and Psychological Safety at Work
- Sponsored
- Oct 10
- 3 min read
By Dr Marli Jooste (CSIP associate) and Caren Swanepoel, Managing Director of CSIP (Caren Swanepoel Industrial Psychologists). CSIP may be contacted on 067 930 5709 or admin@csip.co.za.
Visit our website: https://csip.co.za/.
In South Africa, sport isn’t just a pastime—it’s part of our identity. Whether we're rallying behind the Springboks, celebrating a Proteas victory, or standing proud as Banyana Banyana step onto the pitch, sport has a unique power to unite. It cuts across race, language, and background, reminding us of what we can achieve when we come together.
At its heart, South African sport is a living example of Ubuntu—the belief that “I am because we are.” On the field, this plays out in every scrum, pass, and goal. No player wins alone. Success depends on connection, trust, and shared purpose. The strength of the team lies in how well its members support and elevate each other.
This same spirit is what underpins psychological safety in the workplace. Coined by Harvard professor Amy Edmondson, psychological safety refers to a climate where people feel safe to speak up, ask questions, take risks, or admit mistakes without fear of punishment or humiliation. It’s what makes teams not just functional, but exceptional—on the pitch or in the boardroom.
And just as in sport, where teams need leadership and tactics to navigate pressure and setbacks, the workplace needs a way to handle friction and conflict. That’s where mediation comes in—not as punishment, but as a timeout, a space to regroup, refocus, and rebuild.
Psychological Safety: Creating a Locker Room Culture of Trust
Think of the locker room before a big game—a space of honesty and vulnerability. Players openly admit nervousness, own up to mistakes, ask for clarity, and trust they won’t be mocked or punished. This sense of psychological safety allows them to be authentic and focused, knowing the environment supports them fully.
The same principle applies at work. When people feel safe, they stop wasting energy on self-protection and instead channel their efforts toward the mission. They collaborate, innovate, and take responsibility openly. Mistakes become opportunities to learn, and feedback is seen as growth rather than a threat. This culture doesn’t erase conflict but transforms it—disagreements turn constructive, and speaking up becomes a sign of engagement. South African sports teams exemplify this powerful dynamic, winning as underdogs through unity and unwavering belief in one another.
Mediation: The Coach’s Timeout
Every great team faces setbacks. A misstep, a miscommunication, or misaligned expectations can disrupt cohesion, whether on the field or in the workplace. That’s where mediation functions like a coach’s timeout: a moment to pause, reflect, and reset the game plan. It’s not about discipline—it’s about restoration. Just as a coach might gather players to regroup after a tough half, a mediator creates a guided space where honesty, listening, and collaborative problem-solving can take place.
Mediation recognises the emotional stakes involved—pride, frustration, uncertainty, or the fear of being misunderstood or excluded. It doesn’t just address what happened; it explores why it mattered. And its power lies in restoring more than just agreement—it rebuilds connection and commitment. Imagine two colleagues clashing: one feels undermined, the other feels micromanaged. Instead of letting tension escalate, they’re given the space to talk it through, supported by someone who helps them express their views and truly hear each other. That’s a turning point. That’s a game-changer.
The Common Goal: Playing as One
In sport, every player needs to know their role, trust their teammates, and believe in the vision—and the same is true at work. When people feel respected, informed, trusted, and treated fairly, they give their best—not out of fear, but from a deep sense of belonging. In the South African context, this goes beyond performance; it speaks to dignity, connection, and shared purpose. It’s Ubuntu in action, reflected in everyday interactions. When mediation and psychological safety become part of how we work, conflict no longer feels like a threat—it becomes an opportunity to realign, to grow, and to deepen trust. Just like a halftime talk can turn a match around, a well-facilitated conversation can transform a team.
Conclusion: The Workplace as Our Team
South Africans know what it means to stand together—on the sports field and beyond. We understand the strength of community, of rallying behind one another, of being part of something greater than ourselves. By building psychological safety and approaching mediation not as a last resort but as a proactive strategy, we create workplaces that echo the best of our sporting spirit—teams that lead with courage, communicate with honesty, and overcome with unity. Whether we wear a green and gold jersey or a name badge, we’re all playing for the same outcome: to grow, to belong, and to thrive together.
The opinions expressed in this article are the author’s own and do not necessarily reflect the view of Lexinfo CC.
Posted: 10 October 2025