ON a bustling Monday morning in Harare, Chidamba, a popular entrepreneur, walked into his office to find his team demoralised and unsettled.
They had just lost a major client — one they had worked tirelessly to secure and retain.
The air was thick with disappointment, frustration and the sting of rejection.
The setback was significant, and the team’s spirit was visibly fractured.
At that moment, Chidamba had a choice. He could jump straight into problem-solving mode, hammering out a new strategy and assigning tasks to mitigate the loss. But instead, he paused.
He recognised the weight of the blow and decided to address the fallout first.
He gathered his team, acknowledging the effort each of them had put in and allowing them space to voice their disappointment.
One by one, they shared their frustrations, their fears and their feelings of defeat.
- Will artificial intelligent replace all HR functions.
- E-learning and e-motion
- Emotional intelligence imperative in supply chain management (II)
- Using emotional intelligence in the workplace
Keep Reading
Chidamba listened intently, nodding, showing empathy without rushing anyone.
Then, with quiet confidence, he spoke.
He reminded them of their shared successes, of their strength as a team and of his unwavering belief in their abilities.
He acknowledged the sting of the setback but assured them that it was a temporary chapter in their journey. They would rebuild, he said, together and find more new clients.
His words weren’t a generic pep talk but a genuine reflection of his confidence in them.
That meeting transformed the atmosphere. The team left feeling understood, respected and recharged.
Over the following weeks, driven by this renewed sense of purpose and loyalty, they worked harder than ever, tapping into creativity.
Before long, the company was not only back on its feet but had attracted several new clients.
The team, motivated by a deep sense of commitment, had come together with more strength and unity than before.
Chidamba’s response is a powerful example of emotional intelligence in leadership.
In the face of adversity, he didn’t just focus on damage control; he recognised the importance of morale and connection.
His empathy and authenticity reminded the team that they weren’t just employees scrambling for solutions — they were valued individuals working towards a common vision.
This story demonstrates how emotional intelligence can be the defining quality of effective leadership.
In a world where economic challenges are inevitable, leaders who embody self-awareness, empathy and resilience inspire others to push beyond setbacks.
Through their example, they create workplaces where people feel noticed, motivated and empowered to overcome even the toughest challenges.
Emotional intelligence is no longer just a nice-to-have for leaders — it is the very hallmark of effective leadership.
Leaders with emotional intelligence build trust, foster resilience and inspire commitment, turning setbacks into powerful opportunities for growth.
Psychologist Daniel Goleman popularised the concept of emotional intelligence.
He defined it through five key components: self-awareness, self-regulation, motivation, empathy and social skills.
In leadership, these qualities are essential for navigating challenges and inspiring teams.
Self-awareness allows leaders to understand their strengths and weaknesses, preventing knee-jerk reactions in stressful times.
Self-regulation ensures that they remain composed and thoughtful, even when facing tough situations.
Empathy connects leaders with their teams, creating a foundation of mutual respect and support.
In today’s fast-paced work environments, self-aware leaders are grounded and authentic.
This awareness helps them to recognise how their emotions might affect their decisions and interactions.
In Harare’s competitive entrepreneurial circles, a leader who is self-aware and genuine stands out, fostering a stronger and more cohesive team.
Modern workplaces are undergoing rapid change; they are replete with high-pressure situations.
Emotionally intelligent leaders know how to regulate their responses, which allows them to manage conflicts constructively.
For instance, when faced with tight deadlines, self-regulated leaders stay composed and solution-oriented, setting a positive tone for the entire team.
In Zimbabwe, where economic sanctions and financial strain have placed immense pressure on companies, businesses often have to make tough decisions to survive.
This environment creates stress not only for employees but also for leaders who must make critical decisions under pressure.
Leaders, who can maintain composure in such turbulent times, are invaluable.
Their calm approach allows them to think clearly, make sound decisions and inspire confidence within their teams.
Additionally, emotionally intelligent leaders are better equipped to support their employees, helping to manage stress levels and fostering a resilient workplace culture.
Empathy is a particularly powerful trait in emotionally intelligent leaders.
When Chidamba gathered his team after they lost a major client, he didn’t just focus on solutions.
Instead, he listened to their frustrations and acknowledged their hard work.
This show of empathy lifted spirits and strengthened team bonds.
Leaders, who prioritise empathy create an environment of trust and open communication, which is especially important in diverse societies where understanding different perspectives enhances workplace cohesion.
Emotionally intelligent leaders are not only self-motivated, but also skilled at inspiring their teams.
In Zimbabwe’s competitive job market, where companies vie for skilled professionals, leaders who demonstrate genuine enthusiasm and a growth vision attract and retain top talent.
With strong social skills, these leaders can communicate their vision, align teams around shared goals and navigate complex social dynamics.
They effectively mediate conflicts and ensure that each team member feels valued and motivated.
By fostering a sense of purpose and community, they build lasting loyalty.
Today’s leaders face unprecedented challenges, from technological disruptions to economic uncertainties and cultural shifts.
Leaders with high emotional intelligence have the unique ability to connect with their teams, understand diverse perspectives and create an atmosphere where everyone feels valued and inspired to contribute.
In a fast-changing world, emotional intelligence is a necessity.
Leaders like Chidamba, who demonstrate empathy, resilience and self-awareness, create workplaces where people can thrive, even amid adversity.
Ultimately, emotional intelligence is the defining trait of modern leadership, equipping leaders to navigate the demands of today’s world with compassion, clarity and vision.
By blending emotional insight with strategic thinking, they build not only successful teams but also sustainable, positive workplaces.
- Cliff Chiduku is the director of marketing, information and public relations at Manicaland State University of Applied Sciences in Mutare. He writes here in his personal capacity. He can be contacted on [email protected] or call/app +263775716517.
