Abstract: Organisations in recent times are characterised by volatility, uncertainty, complexity and ambiguity (VUCA) and given the rapid changes that businesses face, psychological safety is the most important factor for an organisation to have an improved work environment where workers can speak their views and constructively challenge the status quo. To build an optimal organisational environment where employees’ potential can be fully realised for the organisation’s benefit, leaders need to clearly understand the drivers of employees’ psychological safety and, consequently, their efficient performance at the workplace. This research demonstrates how an organisation can achieve psychological safety through inclusive leadership, ethical leadership, high-quality connections, positive organisational climate and work design characteristics. In Nigeria, where hierarchical organisational structures and high power distance preferred relationships are prevalent, this study has provided insight into leadership’s role in building and reinforcing psychological safety at all levels of the organisation to encourage proactive work behaviours. This paper concludes that for organisations to mitigate the negative impact of societal culture on organisational silence, they must embrace ethical and inclusive leadership with the corporate ideology of help, build trust, encourage collaboration, demonstrate openness to constructive criticism, and prioritise a culture of psychological safety to achieve organisational success.

Keywords: Psychological Safety, organisational Success, inclusive Leadership.