Centre for Organization Leadership & Development -COLD

As part of the 4-month Coaching & Mentoring Program for Senior Managers, today we facilitated a session on 'Building Relational Intelligence for Leadership Impact' in Harare, Zimabwe. In line with our COLDC continuous development, the session was led by Shereen Francis from Cohort 15 with support from Justine Chinoperekweyi, Ph.D., RODC, COLDC and Rumbidzai Pamela Fate (COLDC) (ALDP) (MBA Candidate). Other program facilitators are Dorothy Rudo Nyagumbo and PAUL NYAUSARU (FIPMZ).

In workplace coaching and mentoring, the relationship is never a mere tool for extraction; it is both the sacred bridge we cross and the ultimate destination we seek - the very soil in which human potential discovers its true colors and rises into its sovereign destiny.

Relational intelligence transforms leadership from transactional to transformational

“To support deep self-introspection, story-sharing, and transformative reflection, we need spaces that feel safe: non-hierarchical, non-judgmental, and designed to foster trust and openness. In this light, the creation of such spaces is a systemic intervention in itself, establishing the conditions for shifts in how we think and relate.” – Laura Meng

Laura Meng your framework on Shifting systems by revealing the invisible through relational engagement was a useful resource. Thanks for the work you do.

As Centre for Organization Leadership & Development (COLD) we support organizations through customized leadership development - all premised on the principles and practices of OD. We are a consortium of practitioners.

Talk to us through [email protected]

Mend the Leader, Heal the System: Moving from Inner Truce to Relational Stewardship

We have just concluded an extraordinary milestone in our 4-month Senior Managers Coaching & Mentoring Programme.

For the past month, our focus during Phase 1 was entirely inward - guiding leaders to find their Inner Truce. Today, we officially transitioned into a powerful new dimension of growth. Dorothy Rudo Nyagumbo masterfully led our Phase 1 closing session under the evocative theme -The Leader as the Environment.

The environment dictates the behavior. We anchored our dialogue in Kurt Lewin’s timeless psychological formula:

B=f(p,e)

(Behavior is a function of the Person and their Environment).

As senior managers, we often complain about team behavior, performance gaps, or silos. But as healer-architects of our organizational culture, we had to confront a sobering reality: Leaders do not just manage the environment; the leader is the environment.

Supported by the facilitation ecosystem of Dr. Justine Chinoperekweyi, Paul Nyausaru, and Rumbidzai Pamela Fate, our interactive session delved deeply into the mastery of self.

We challenged the managers to examine the architecture of inscription — the institutional imprints, past organizational traumas, and systemic scars they have unconsciously absorbed over the years. If a leader leaves these imprints unexamined, they will inevitably pass them down to their teams as invisible cages of fear, urgency culture, or defensive habits.

To break the cycle, the leader must step into a deep Thinking Environment and consciously choose what energy they project onto the shop floor.

As we cross the bridge into Phase 2, our focus shifts from internal alignment to Relational Stewardship. Over the coming weeks, these leaders will focus on:
- Building deep, unshakeable psychological safety and trust.
- Moving from title-based authority to heart-centered empowerment.
- Driving authentic, sustainable systemic change across functional boundaries.

The core philosophy of this 4-month journey remains absolute: Mend the leader, and the system begins to heal itself. When a leader shifts their "Being," the entire ecosystem transforms.

‎The agenda of the 2026 insurance emerging practitioners mentorship summit focuses on pioneering inclusive insurance innovation.
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‎Here’s what you can’t afford to miss:
‎✅Keynote: The $100 billion protection gap
‎✅Deep dive: Parametric magic
‎✅Workshop: The "trust audit"
‎✅The innovation lab: The village as a sandbox: developing micro-solutions for specific niches
‎✅Panel: Regulation for the future: dialogue with regulators on sandbox environments that allow for flexible micro-product testing.
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‎Be part of the conversation on May 28 and 29, 2026 at Golden Conifer in Harare.
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The COLDC Forge continues to sharpen our collective practice as we mobilize the OD Army for this decade of impact.

Following our powerful sessions on resilience and governance, we shift our focus inward. On May 14th, we are honored to welcome Michael Moyo to the Forge to explore a theme central to our mission: Embracing IDGs: A Call for Inner Regeneration.

Why Inner Regeneration?
As Organization Development practitioners, we often focus on changing external systems, structures, and policies. However, the 2026–2035 era of Regeneration demands that we first cultivate our inner capacities.

True sustainable transformation is not merely a technical shift; it is a human one. To manifest the unique value of OD in boardrooms and nations, we must embody the Inner Development Goals (IDGs) —cultivating the "Being" that powers our "Doing".

What You Will Gain:
➡️ The Intelligence Briefing: Aligning inner growth with regional leadership trends.
➡️ The IDG Framework: Understanding how inner development acts as the foundation for sustainable organizational and national prosperity.
➡️ The Challenge Grind: Discussing the "grit" and "iron" required to lead when systems are in flux.
➡️ Collaborative Deployment: Identifying how to integrate inner regeneration into our collective tender responses and partnerships.

"Iron sharpens iron". We are 113 strong, but our impact is measured by the clarity and strength of the leaders we become.

🗓️ Event Details:

➡️ Topic: Embracing IDGs: A Call for Inner Regeneration
➡️ Speaker: Michael Moyo
➡️ Date: May 14th
➡️ Time: 18:00 hrs (CAT)

Secure your place in the Forge and register here:
🔗 [https://us02web.zoom.us/meeting/register/3AjEbWM8TKuaYbE_lpZadw](https://us02web.zoom.us/meeting/register/3AjEbWM8TKuaYbE_lpZadw)

Be part of our transformation agenda!

We are thrilled to be part of a 12-month Retirement Planning Mentoring Programme for the staff of Emerald Hill School for the Deaf.

In line with the Ascend Leadership Development Program (ALDP), this initiative supports over 70 academic and ancillary staff members as they navigate one of life’s most significant transitions.

Most retirement programmes stop at financial planning - savings, pensions, and projects. While important, the psycho-social dimension is often ignored. It is worth appreciating that a staff member who feels mentally and physically supported is better equipped to enhance student learning.

This journey isn't just about "leaving" a job; it’s about a healthy, purposeful transition into a new chapter.

This volunteer-led journey is headed by Musa Gumede, with the expert support of:
- ALDP (Ascend Leadership Development Program)
- COLD (Centre for Organization Leadership and Development)
OLDN (Organization Learning and Development Network) members

💡 Powered by Partnership:
- GEMS Consultancy
- Centre for Organization Leadership and Development (COLD)
- Fate Consultancy

Organization Development (OD) is at its best when it prioritizes the human element. We invite you to partner with us as we advance OD practices that honor the full lifecycle of a professional career.

How is your organization supporting the "human side" of retirement?

You too can partner with us, write to [email protected]

Mending the Leader to Heal the System

Our team concluded an impactful Day 1 of our 2-day workshop focused on Transformational Coaching Skills & Inner Regeneration. This journey, which began in April and continues through July, brings together 22 dedicated managers to navigate the complexities of coaching and mentoring in high-pressure, performance-oriented environments.

Our foundational premise echoes W. Edwards Deming’s submission: 94% of organizational problems are management issues. Therefore, we facilitate from a position of 'mending the leader' to effectively address systemic challenges.

A central theme of our dialogues was the powerful shift referenced by Mercedes Martin: moving from viewing organizations as mere "workplaces" to recognizing them as "life spaces." This shift demands a radical humanism that honors the whole person - Mind, Heart, and Energy.

Today’s sessions, co-facilitated by Dr. Justine Chinoperekweyi and Paul Nyausaru, amplified the transformative power of feedback and peer reviews.

The team explored:
➡️ The Thinking Environment: Creating the Invisible Architecture of ease and attention where brilliance can surface. We borrow this from the work of Nancy Kline.
➡️ Listening Labs: Moving beyond the mechanic who listens to fix, toward the healer-architect who listens to ignite thinking.
➡️ Knowing-Doing-Being: Distinguishing between the accumulation of facts (Knowing), the ex*****on of tasks (Doing), and the presence of character (Being).
➡️ Leading from Our Scars: Understanding how our past experiences can either become cages or catalysts for regenerative leadership.
➡️ Inner Development Goals (IDGs): Mapping the internal capabilities required to achieve external sustainability and regenerative legacies.

This journey is a collective effort that also includes expert facilitation from COLDCs Rumbidzai Pamela Fate and Dorothy Rudo Nyagumbo, as we support these managers in manifesting their enduring capabilities and that of their teams.

The facilitators adopt gadfly orientation - challenging traditional norms to advocate for deeper, human-centered transformations.

Dr. Justine Chinoperekweyi was one of the Expert Speakers at the 2-day Future-Oriented Leadership summit that was held in Harare for Town Clerks and CEOs. This is part of the Good Governance in Local Authorities Project being implemented by GIZ Zimbabwe and GFA Consulting Group.
Dr. JC led sessions on Internal Management in Local Authorities and Leadership Support Systems.
Other speakers were Dr. Stephen Chakaipa and Wadzanai Chiuriri.

THE Ministry of Skills, Audit and Development has positioned skills development and human capital planning as a cornerstone of Zimbabwe’s push towards attaining upper-middle-income economy status by 2030, with a new national policy currently undergoing stakeholder validation.

Readmore: https://www.heraldonline.co.zw/new-skills-audit-policy-to-align-education-with-industry-needs/