Moffat Mungazi
Rodgers Irimayi
Cultural Perspectives
MANY families fight for traditional leadership posts because of disagreements on who should be appointed next after the death of a leader.
The causes for disagreements vary, but might be a result of distorted genealogical and historical backgrounds, personal interests, unclear inheritance procedures and political interference among other factors.
This discussion will focus mainly on the traditional leaders’ selection, appointment and installation procedures that are followed in Zimbabwe.
The traditional leadership structure in Zimbabwe has three levels, with the chief being the occupant of the highest traditional leadership office in an area.
The second level is occupied by the headman who is a subordinate traditional leader under a chief, and there may be several of them under one chief.
The last is the village head who leads a village and there may be several of them under a headman.
In selecting a traditional leader, the first crucial step is that of identifying a successor within a clan or family.
When a chief or headman passes away or vacates their position, the family and community identify a suitable successor.
It is important during this stage to consult with elders in the family and community. The identified successor is presented to the community, and their acceptance is sought.
In the case of a chief, the successor’s name is forwarded to the provincial Assembly of Chiefs for approval.
The Ministry of Local Government and Public Works through the District Development Coordinator verifies the successor’s genealogy to ensure that they are a legitimate heir.
The Minister of Local Government and Public Works then gazettes the successor’s appointment in the case of a chief.
In all the cases, after the selection and appointment, a traditional installation ceremony is organised.
During the ceremony, the new chief, headman or village head is presented with symbols of office, such as a sceptre which is the emblem of authority, power and sovereignty.
The sceptre becomes part of the traditional leader’s paraphernalia. Depending on some cultures, headdress, drums, swords and robes are handed to the new chief. Some cultural artefacts used during the installation hold cultural and historical significance to the tribe or clan.
For the installation of a chief, the ceremony is presided over by an official from the Government.
Ordinarily, it is the Minister of Local Government and Public Works or an official he delegates the authority to represent him.
However, the President might decide in his own right to be present and preside over the important ceremony.
As for the installation of a headman, the District Development Coordinator or an assigned Government official presides over the installation, while that of a village head is presided over by a headman.
Other existing traditional leaders, such as chiefs, headmen, and village heads participate in the installation ceremony and provide guidance to the new leader.
Sometimes these selection and appointment procedures go through challenges and controversies such as disputes over succession which may arise from the question ‘who is next’ in line to the throne.
Such challenges lead to conflicts within families and communities.
Political interference may also influence the selection process by diverting considerations from the rightful candidate, leading to the appointment of a chief or headman who is not the family or community’s preferred choice.
Lack of transparency may also cause serious problems. If the installation process lacks transparency, it leads to concerns over the legitimacy of the new leader.
In order to solve conflicts when selecting a traditional leader, here are some key considerations which provide guidance.
There is need to adhere to genealogical eligibility whenever a new candidate had to be considered.
Verify the candidate’s genealogical eligibility and ensure one is the legitimate heir to the throne or position.
If the candidate does not originate from the bloodline, clan or family, there is bound to be resistance from those who might claim to be eligible.
Community acceptance is paramount, otherwise the leader will not have followers. Assess the candidate’s level of acceptance within the community, considering factors like popularity, respect, and trust.
Traditional knowledge and interest should also be an important factor. Evaluate the candidate’s understanding of traditional customs, practices, and values to ensure they can effectively lead and make informed decisions.
The candidate should have leadership skills in order to lead others. Determine the candidate’s leadership skills, including their ability to communicate, problem-solve, and make decisions.
The importance of integrity and character cannot be over emphasized. Evaluate the candidate’s integrity, honesty, and moral character to ensure they possess the necessary qualities to lead with dignity and respect.
Many ignore the importance of education and training in selecting traditional leaders. Consider the candidate’s level of education and training, ensuring they possess the necessary skills and knowledge to effectively lead and manage the community.
It is also vital to ensure that the selection process takes into account the health and well-being of the new leader. Assess the candidate’s physical and mental health, ensuring they are capable of fulfilling the demands of the role.
The candidate requires to have respect for tradition.
Evaluate the candidate’s respect for tradition, customs, and cultural heritage to ensure they will uphold and promote the community’s values. It is also essential for a leader to have vision and strategy therefore one can also be assessed on that basis for the community, ensuring they have a clear understanding of the community’s needs and goals.
Accountability is key since the candidate’s willingness to be accountable to the community ensures they will be responsive and able to fulfil the community’s needs and concerns.
These factors can ensure the selection of a chief, headman or village head is done in a transparent and fair process for a well-suited candidate who will contribute towards the development of the community.
Readers Feedback:
Reader 1: The selection of the Danha village head was done amicably among the Danha family members after they resolved and found each other.
Reader 2: Highlights of the roles of traditional leaders provided guidance. Maita zvenyu mukoma nekubudisa zvatinofanirwa kuita semadzishe. Tajekerwa chaizvo.
Reader 3: Mwabaandoti bvoo, but masiirira pekuti masabhuku arikuba pakudhurisira anhu kutenga nzvimbo yekuviga munhu anenge afa. Vaudzei varikunyaanya.
Reader 4: Mamwe madzishe madofo and havadi kubatsirwa pavanokorerwa kufunga.
Rodgers Irimayi is the Ministry of Information, Publicity and Broadcasting Services Masvingo Provincial Information Officer. He writes in his personal capacity and can be contacted on +263778246098 or [email protected]
