ZANU PF Enter The Dragon Exit The Politics

By Dr Masimba Mavaza

The highly distorted Conference came to an end without much of the distortion coming out. It was headlined to be a game changer in ZANU PF and many theories were put up. Disinformation and misinformation was the main source of this Conference. But as we kept saying ZANU PF has no foundation in lies. So the lies exposed themselves but a lot happened in this conference. Seeds of disunity were planted and if not careful they will germinate.

In this world of confusion there is one thing which is certain and that is change. Today, with older generations in leadership positions looking toward retirement, it is becoming essential for government managers not only to find the best candidates to fill those roles, but also an ideal method to do so.

Succession must never be left to rumour and gossip.
It’s important to remember that succession planning is not just the process of finding someone capable to take over a position in the short term, but also of finding practical, efficient ways to continue the process over the long term. This part seemed to have been solved by the Constitution.

Sadly there are people who got so much blinded by power that they started persuading the President to breach the very constitution he created. Thanks to the principled leader the profanity of soiling the constitution was evaded.

The party must realise that while looking externally is often a government entity’s initial action when it needs to find new leaders, the first place that members should seek heirs is its own talent pool. If those currently in leadership positions identify candidates capable of taking the helm, programs can be crafted to develop their leadership potential.

Such training can come internally through grooming. We can not be able to groom a leader if we are not looking beyond the incumbent. Establishing a mentoring program that fosters the professional development and growth of younger or inexperienced leaders would also be helpful in this regard.

Conversely, if an entity believes its members are not equipped to move into leadership positions or are too one-dimensional, it should reshape and revamp the mindset. The goal may not be a change in the Constitution but streamlining might be required to produce the right skill sets and talent.

Current government leader should look to create a culture where possible heirs are well rounded, experienced in different responsibilities, and comfortable changing tasks and roles. It has been shown that politicians often do not develop professionally because they continuously perform the same job and make a Demi god out of one leader.

Internal job rotation may not only spawn future leaders by placing some members on a path to leadership positions, but also help the entity find new ways to better perform its tasks.

Some of the key elements to incorporate into an effective, formal succession planning process include:
Understanding the current state of the entity and when action regarding leadership is required. The party must always remember that no one person can be the only one fit to run the country. We must never think that there will be no development outside the incumbent.

Doing this amounts to hero worshiping.
Knowing how to fill the gap in talent – Potential successors may already be available to your entity, but require further development, or they may need to be pecked from within or from elsewhere. It is a great insult to say only one person is able to improve the nation.
Initiating a process for leadership development – This should incorporate a qualitative approach explaining how it will be done and a quantitative approach pointing to metrics and results.Tracking the talent within the entity –After finding those capable of filling leadership positions, it is important to track their professional development and training and not destroying them in their leadership infancy.

Identifying leadership positions and adding resources to support the entity.
The party must be able to identify good leaders. Some departments within government entities lack titles identifying their leaders, despite having them. Giving titles to those presently in these roles will enable all members to better understand everyone’s positions along the path to leadership.
Effective succession planning is an integral part of a political party and government’s plan for sustainability and unhindered continuity. While some entities’ leadership positions may not be at risk for turnover, forward thinking by all governments about implementing effective succession plans, both short- and long-term, can make the transition into this role easier on both today’s and tomorrow’s leaders.

We as Zimbabwe might want to take a leaf from how succession is played out in some countries led by revolutionary parties. Alienating the sercurity service from the party is wrong, we must not allow a situation that disturbs the legacy of the president.

The behaviour towards the conference was immature and dangerous. It is foolish for anyone who calls himself a politician to demonise the army for his own selfish end. The army, if it starts to be provoked it will be dangerous they will retaliate. There will be fertile grounds if the external forces start to sow seeds of division.

The President must not abandon his comrades who put him up to his position. He must move on leaving no one behind. It must be made clear that NOBODY owns the party. The president was saying do not make me a god i am your humble servant. The party is bigger than all. There was no consensus on the issue of the term of the President. Responsible people must deal with this case of the 2030 factions.

This year’s conference was themed “Industrialise and Modernise Towards the Attainment of Vision 2030,” reflecting the revolutionary party’s commitment to economic transformation and sustainable development. The 2030 was not the misconceived term expansion by the other faction but it was a year pf achieving the economic growth and status.

The recently concluded ZANU-PF conference has unveiled deepening rifts within the ruling party, with factions positioning themselves for the succession battle of President Emmerson Mnangagwa.

President Emmerson Mnangagwa’s rejection of ZANU PF’s resolution to extend his leadership until 2030 sends a powerful message, underscoring his commitment to constitutional principles over party-driven ambitions. Despite vocal support from some factions within ZANU PF, President Mnangagwa has refused to pursue the extension, proving himself as a “constitutionalist” dedicated to Zimbabwe’s democratic institutions.

President Mnangagwa’s stance as a constitutionalist is significant, especially in the context of Zimbabwe’s historical political climate. For years, Zimbabwe faced scrutiny over extended presidencies and perceived manipulations of power. His decision to limit himself to two terms reflects a critical departure from past leadership styles and positions him as a leader respectful of democratic norms and constitutional limitations.

His rejection of the proposal serves as an implicit reminder of the constitutional reforms enacted following the power transition in 2017, which were aimed at ensuring checks on executive power.

His decision to abide by constitutional limits is also a powerful signal to the citizens of Zimbabwe, suggesting that Mnangagwa prioritises national legal frameworks over personal political gain. This stance supports his narrative of a “New Dispensation,” where the country is positioned as moving away from any semblance of a personal rule and toward a governance style grounded in legal restraint.

Instead of fanning discourse the 2030ist must think Zimbabwe first.