When leaders don’t listen: The contagion of poor consultation and the cure from the MBCM model

By Dr Philimon Chitagu, PhD

In today’s complex business environment, collaboration isn’t a luxury—it’s a necessity. Yet, far too many leaders still operate under a command-and-control mindset, making decisions in isolation, without consulting their teams. While this may seem efficient on the surface, it often triggers a toxic ripple effect across the organization, draining morale, productivity, and ultimately, profitability.

But there’s a remedy—the Mhofu Bonding Culture Model, rooted in communal trust, inclusion, and shared leadership. This African-inspired model provides a powerful framework for reversing the damage caused by poor consultation practices and restoring collective performance.

The Hidden Costs of Autocratic Leadership

Leaders who ignore their teams may believe they’re streamlining decision-making, but in reality, they’re sowing seeds of disconnection and dysfunction. When employees are excluded from key decisions, they often:

•Feel undervalued, leading to emotional disengagement.

•Withhold ideas, limiting innovation and problem-solving.

•Lose trust in leadership, creating resistance and slow execution.

•Mirror the behavior, forming a chain of poor leadership through middle management.

This style of leadership doesn’t just affect team morale—it hurts the bottom line. Studies show that organizations with high employee engagement outperform others by up to 21% in profitability and 17% in productivity (Gallup, 2023). Conversely, when communication breaks down, so does operational efficiency.

The Contagion Effect: Toxic Silence Across Teams

One of the most dangerous aspects of non-consultative leadership is its contagious nature. When a CEO, director, or senior manager makes decisions unilaterally, lower-tier leaders often follow suit. This creates a cultural pattern where:

•Employees stop offering ideas because they believe they won’t be heard.

•Silos deepen, as departments focus only on their own survival.

•Blame culture replaces accountability.

•Psychological safety erodes, making teams afraid to speak up or challenge flawed strategies.

This contagion becomes self-reinforcing—productivity drops, leaders become more controlling to “fix” the problem, and the downward spiral continues.

Learning from the Mhofu Bonding Culture Model

To reverse this trend, leaders can turn to the Mhofu Bonding Culture Model—a leadership and organizational philosophy inspired by traditional African community values, particularly those associated with the mhofu (eland), an animal symbolizing unity, alertness, and peaceful strength.

Here are the key principles of the Mhofu model and what modern leaders can learn from them:

1. Communal Wisdom Over Individual Control

Mhofu Principle: Decisions are made through collective dialogue, with respect for all voices in the community.

Leadership Lesson: Involve your team—early and often. Leaders must recognize that their role is not to have all the answers, but to guide the group toward shared insight. True strength comes from distributed intelligence, not centralized power.

2. Listening as Leadership

Mhofu Principle: Elders and leaders earn respect through their ability to listen and reflect, not dominate.

Leadership Lesson: Leadership today requires active listening. It builds trust, deepens understanding, and unlocks hidden knowledge within the team. By listening, leaders model humility and create a culture of openness and feedback.

3. Bonding Before Building

Mhofu Principle: Relationship-building precedes action. Community cohesion is the foundation of progress.

Leadership Lesson: Trust is the currency of high-performance teams. Leaders must invest time in relationship-building before imposing change. Psychological safety—knowing you can speak without punishment—is a direct driver of innovation and performance.

4. Shared Ownership, Shared Accountability

Mhofu Principle: Everyone has a role, and everyone is accountable to the collective.

Leadership Lesson: When employees are part of the decision-making process, they take greater ownership of the outcomes. This shifts accountability from fear-based compliance to pride-driven performance.

5. Harmony Over Hierarchy

Mhofu Principle: While roles are respected, collaboration is prioritized over rigid hierarchy.

Leadership Lesson: Modern businesses must shift from hierarchical chains to collaborative webs. Leaders should empower teams to co-create strategies, flatten decision-making, and reduce internal friction.

The Business Case for Bonding Culture

Adopting Mhofu-inspired leadership principles isn’t just a philosophical shift—it’s a strategic advantage.

•Improved Engagement: Employees involved in decision-making are more committed and enthusiastic.

•Greater Innovation: Psychological safety and inclusion spark more diverse ideas.

•Resilient Teams: Bonded teams adapt faster under pressure.

•Sustainable Profitability: A cohesive, high-trust culture consistently outperforms fragmented, top-down environments.

Conclusion: Consult to Empower, Lead to Bond

The failure to consult teams is more than a leadership flaw—it’s a cultural virus that spreads, stagnates performance, and undermines profitability. But leaders can change course by embracing the Mhofu Bonding Culture Model, which teaches us that strength lies in unity, wisdom in listening, and power in shared purpose.

In a world where businesses are struggling to retain talent and remain agile, the leaders who will thrive are those who bond before they build, listen before they lead, and consult before they command.

Dr Phil Chitagu is an accomplished Executive and Team Coach (MGSCC-USA), Global  Leadeship Assessment Coach (GLA MGSCC-USA), Gallup Strengths Coach (Uk), Labour Expert, Chartered HR Practitioner (IPMZ), Strategy Facilitator, Leadership Coach and mentor, Author of HR and Leadership Books, Keynote Speaker, Past IPMZ President.