Centre for Organization Leadership & Development -COLD

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/

Rejuicing Intimacy with Self - The Secret Fuel of the Female Leader

In leadership, we are often taught that success is a product of external output: more meetings, more strategy, more oversight. But for the woman leading within complex systems, there is a quieter, more potent mechanical necessity that is frequently overlooked - Intimacy with Self.

At the Centre for Organization Leadership and Development (COLD), we call this "rejuicing" - the process of returning to your Inner Anchor to ensure that your leadership is not just a performance of decorated dysfunction, but an expression of regenerative stewardship.

Some women in leadership operate behind a "mask" designed to survive systemic noise and cultural biases. While this mask may provide temporary protection, it creates a dangerous distance between the leader and her own vitality. When we lose intimacy with ourselves, we lose our most critical leadership tool - Strategic Discernment.

"Rejuicing" is the intentional act of stripping away the institutional labels to reconnect with your inherent values. It is about ending the internal war to achieve an inner truce.

Intimacy with self is not a soft luxury; it is a foundational pillar of Dr. Chinoperekweyi's PEP Framework (Pillars, Essences, Pathways). Here is why it matters for the system:
- A leader who is intimate with her own triggers and invisible scars can navigate a crisis with a Sanctuary of Stability rather than reactive anxiety.
- You cannot speak truth to power if you are a stranger to your own truth. Self-intimacy fuels the courage to advocate for gender equity and institutional reform.
- Many leaders face burnout not because of the work they do, but because of the "masks" they wear. Rejuicing restores the energy needed for personal effectiveness.

3 Ways to Rejuice Your Leadership This Week:
- Audit Your Inner Dialogue: Are you leading from a place of defensive advocacy or regenerative stewardship? Listen to the tone of your internal voice.
- Dismantle One "Mask": Identify a professional setting where you feel forced to perform. What would happen if you brought 10% more of your authentic essence into that room?
- Create a Safe Container: Dedicate 15 minutes a day to silence. No reports, no emails - just a return to the Pillar of Self.

The Brilliance in Bloom (BiBS) Perspective
As we design Women in Leadership Programs (WiLP) we are learning that empowerment is no longer just about gaining a seat at the table; it is about the quality of the soul sitting in that seat.

When a woman leader is "rejuiced" - full of self-intimacy and inner strength - she doesn't just manage a system; she transforms it.

How are you rejuicing your leadership today?

Organization Development (OD) is our area of focus.

We are actively involved in supporting organizations to embed an OD process in their organizational routines.

What is OD? What makes OD unique?

Are you a brilliant OD practitioner who struggles to win the contract?

There is a gap in our field. Too many Organization Development (OD) practitioners are masters of diagnosis and transformation, yet we often falter when it comes to the commercial bridge - the technical proposal, the value-based pricing, and the ethical navigating of a complex market.

We can have the best methodology in the world, but if we cannot articulate our value in a way that resonates with procurement and leadership, our impact stays on the shelf.

On April 24, we are launching an intensive, full-day Consultant’s Edge Lab in Harare. We are bringing together a tight-knit, curated cohort of 15–20 OD professionals.

Our mission? To move from "good ideas" to "signed contracts" without compromising our ethical soul. What we are tackling:
✅ The Winning Bid: How to deconstruct RFPs and write technical proposals that actually solve systemic problems.
✅ Value-Based Pricing: How to stop discounting and start communicating true organizational ROI.
✅ The PAEG Framework: Navigating the Gilded Cage - identifying pitfalls, antidotes, and ethical guardrails to maintain our integrity.
✅ Strategic Volunteering: How to use our expertise to open the right doors.

This session is designed as a practical, hands-on workshop for our current consortium members. We are keeping the cohort intimate to ensure every participant walks away with a concrete, actionable roadmap for their own practice.

Interested in joining this movement?

If you want to sharpen your commercial edge, collaborate on bigger mandates, and join a community that values both impact and sustainability, let’s connect.
📩 Email [email protected], and let’s discuss how we can strengthen your practice and our collective OD ecosystem.

Ascend Leadership Development Program (ALDP) is one of our signature programs.

We are currently facilitating four distinct programs particularly in the Female Leadership space.

Be part of our transformation agenda!

FOR IMMEDIATE RELEASE

A New Dawn for Regenerative Leadership: Centre for Organization Leadership & Development (COLD) and Women's University in Africa (WUA) Forge Strategic Partnership to Empower the Next Generation of African Leaders

HARARE, ZIMBABWE – In a vibrant step toward systemic transformation and the holistic empowerment of women, the Centre for Organization Leadership and Development (COLD) and the Women’s University in Africa (WUA) are proud to announce the formal signing of a Memorandum of Understanding (MOU). This life-affirming partnership marks the beginning of a journey designed to harmonize academic excellence with "inside-out" leadership development.

At the heart of this collaboration is the integration of COLD’s distinguished Ascend Leadership Development Program (ALDP) into the rich academic fabric of WUA. This initiative is not merely about professional engagement; it is a commitment to fostering "Whole-Person" development among students, the Student Representative Council (SRC), faculty members, and administrative staff. By focusing on Inner Development Goals and the philosophy of Inner Regeneration, Inner Truce and Ubuntu, the partnership seeks to dismantle the psychological and cultural barriers that often constrain female and youth leadership performance.

"We are entering a season of blossoming," said COLD. "Our partnership with WUA is dedicated to reclaiming the innate brilliance of our leaders and the youth. We aren't just modelling management; we are cultivating a regenerative leadership culture that prioritizes inner stability as the foundation for outward systemic impact".

A cornerstone of this MOU is a bold commitment to drive internationalization. COLD will leverage its extensive global network to facilitate strategic engagements between WUA and leading regional and international universities. These connections will open doors for collaborative research, faculty exchange programs, Online Student Exchanges, and international learning labs, ensuring that the WUA community is globally competitive and locally resonant.

Key Highlights of the Partnership:
- Equipping students with "Ubuntu Leadership" and employability skills to ignite a fire of confidence as they enter the professional world.
- Supporting female lecturers through Regenerative Champion training and social impact research initiatives.
- COLD has committed to providing nursing lounges at multiple WUA campuses and sourcing resources for the Gender and Diversity Department to support student-mothers and persons with disabilities.

This partnership stands as a beacon of hope and a testament to the power of collaboration. Together, we are actively building a sustainable, restorative leadership ecosystem that will empower the next generation of African women to lead with integrity, vitality, and global vision.

Coordinators: Rumbidzai Pamela Fate (COLDC) (ALDP) (MBA Candidate), Musa Gumede (CODP, COLDC, Pro-Dir), Justine Chinoperekweyi, Ph.D., RODC, COLDC