Succession planning for ERG leaders is an important component of ERG governance, and so often overlooked. Not only does proper succession planning help to promote more equitable access to coveted ERG leadership roles, but it also helps manage the risk of ERG leader burnout and ‘quiet quitting’ by setting manageable expectations around leadership term lengths, timelines, and transitions.
Our 1-2-3 Approach provides an actionable framework for ERG leader succession planning that’s accessible, adaptable, and easy to implement.
Understanding our 1-2-3 Approach
Our 1-2-3 Approach to ERG leader succession planning consists of three core components: (1) Identifying one tangible, long-term goal; (2) committing to a two-year leadership term; and (3) identifying three potential successors. Learn more about our 1-2-3 Approach below.
1. Identifying one tangible, long-term goal
2. Committing to a two-year leadership term
3. Identify three potential successors
Applying the 1-2-3 Approach
There is no one-size-fits-all approach to ERG leader succession planning. While our 1-2-3 Approach provides an actionable framework for succession planning, you are encouraged to adapt and amend as needed to meet your unique needs.
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