Consensus leadership approach and the insufficiency of team members to cohesion have led to a high turnover rate of personnel in the public work space has led to the discourse of consensus based leadership practices in public organizations, thus, this study examined consensus based leadership practices and organizational performance of public establishments in Delta State. The specific objectives of the study determined the effect of open dialogue, knowledge sharing, stakeholders’ involvement and group cohesiveness on organizational performance of public establishments in Delta State. The study adopted a cross-sectional survey research design method, which aid the researcher to collect quantitative data used to address the relationship between the dependent and independent variable. Primary data was sourced through the administration of structured questionnaire on the employees of selected public establishments in Delta State, while secondary data was gotten through the review of related literature on the subject matter. A total of two hundred and forty six (246) copies of questionnaire were administered on the respondents adopting stratified random sampling techniques, and only two hundred and one (201) copies were properly filled and returned with was used for the study’s analysis. Data collected were analyzed using the pearson’s correlation co-efficient and hypothesis were tested using multiple regression statistical approach. The findings revealed that there is a significant effect on consensus based leadership practices (open dialogue has significant effect on organizational performance (0.019<0.05), knowledge sharing has significant effect on organizational performance (0.024<0.05), stakeholders’ involvement has significant effect on organizational performance (0.009<0.05), and group cohesiveness has significant effect on organizational performance (0.001<0.05). The study concluded that consensus based leadership measures are key indicators to enhance organizational performance in public establishments. It is recommended that public establishments ought to have clear knowledge flow paths across all departments, establish a culture that promotes sharing of knowledge and encourage teamwork among employees, as well as share new developments. State Corporations should also need to have programs, mentorship of junior employees and approve secondment of employees to other departments. Regular meetings should also be organized.