As a leader in the organization, you’re probably pretty accustomed to driving the strategy – but as an ERG executive sponsor, your role is to serve more as an advisor– and it can be difficult to find that right balance. Your primary responsibility is to provide enough guidance and autonomy, so ERGs have the tools and direction they need to lead successfully on their own.

Creating an environment where ERG leaders are empowered to make decisions and lead confidently requires the active, empathetic and engaged support of the Executive Sponsor. Here are some tips for empowering ERG leaders.

The ERG Executive Sponsor Roadmap provides a framework for executives to evaluate and prepare for the role of Executive Sponsor.

Executive Sponsors can use this evaluation checklist to help them and their ERG leadership team determine if there is business value associated with the event or program they are evaluating.

Many times we hear from ERG chairs looking for ways to increase engagement of their executive sponsors and best leverage their power and influence in the organization. When asked, we learn that clear expectations have not been communicated with the executive sponsor and they do not realize what their role entails.

The Making it Count for ERG Leaders is a two-hour training designed to help ERG leaders recognize and understand how they are uniquely positioned to support the diversity and inclusion strategy.

The success of any ERG is contingent on its leadership team. The specific leadership team put in place will depend on the goals and in some cases size of the group. At a minimum each ERG should have a chair, cochair and someone in charge of logistics (secretary), programming and communications. Here is a list of the most common ERG leadership positions and the responsibilities associated with each.

A well-known and pervasive reality for ERG leaders is that they generally do not lead from a position of direct authority but rather indirectly through influence. So while the ERG leader is responsible for the performance of the ERG and delivering results, he or she has no real power or direct authority for getting things done.

ERGs are just like any other team and ERG leaders can benefit from applying the concepts of Tuckman’s Team Development Model and the four-stages teams will experience on their way to high-performance: Forming, Storming, Norming and Performing.

Leading an ERG can be a challenging undertaking as most ERG leaders need to be adept at leading through influence and getting things done with limited resources. Like with any leadership role, a bit of proper planning, good people skills and creative problem solving can instrumental in your success. Here are a few tips for effectively leading your ERG.

A budget template will help an ERG Leader keep tracking of spending throughout the year.  It is important to stay fiscally organized and with that, have a tool that can be efficiently analyzed. Provided here is a template that allows you to categorize expenses in a way that makes sense to your organization.

Core to the success of any ERG is its ability to effectively design and run events that are well aligned with business objectives and the development needs of its members. The Event Planning Process is a step-by- step set of guidelines for designing a well-constructed event.

Updated: The Inclusion Learning Loop™ Heritage Month Celebration Ideas is a companion piece to the Multicultural Calendar. It provides ERG leaders and members with ideas for recognizing and celebrating the various heritage months.

The Inclusion Learning Loop™ Inclusive Meeting Guidelines is a set of tips and techniques for running effective and productive meetings designed to include the voice and perspective of all participants.

An organization should never lose sight of the original purpose of the ERG – to serve its employees. Above all the ERGs should provide resources to the employees they represent including a rich and inclusive network, access to coaching and networking, and opportunities for career advancement. We share five tips for enhancing the effectiveness of your ERG member engagement strategy.

There is no denying that accepting the role to lead an ERG comes with an abundance of work outside your day-to-day responsibilities. Often times ERG chairs can feel as though they are drowning in the work to be done, and do not have a clear understanding of the benefit of taking on such a role.  In order to fully maximize your role as an ERG chair it is important to first understand the typical roles and responsibilities of the chair and co-chair positions.