Rethinking ERG Rotations and Succession Planning

Hello Trailblazers & Changemakers,

We’re nearing the end of the year (I know; I can’t believe it, either), and for many ERGs, that means it’s election season.

Leadership transitions are a natural part of any group’s lifecycle. But it’s critical to approach them thoughtfully in order to avoid burnout, loss of momentum, or vanishing institutional knowledge. If your ERG is preparing to rotate in new leaders or reevaluate its structure, now’s the time to build for sustainability.

Continuity Without Burnout

All too often, ERG leadership feels like a second full-time job. Group leaders not only devote their time beyond normal working hours, but also pour a great deal of emotional energy into furthering their ERG’s mission. So when roles turn over without clear onboarding or support, the cycle of overextension repeats itself.

Instead of waiting until a leader burns out or quietly exits, build systems that make the transition easier for everyone involved. Consider rotating leadership roles on staggered terms to avoid full-team turnover. Build a leadership “bench” by involving more members in initiatives throughout the year, not just when you need replacements. And don’t forget to check in on outgoing leads who may struggle with the transition. Offboarding should include space to reflect, share lessons learned, and leave things better than they found them.

Retaining Institutional Knowledge

One of the major risks associated with ERG leadership transitions is knowledge walking out the door with outgoing leaders. That’s why documenting programs, playbooks, partnership history, and lessons learned is essential.

We recommend creating a simple, evergreen ERG leadership handbook that includes:

• Group mission, vision, and values

• Annual calendar and past event recaps

• Budget tracking and vendor info

• Templates for outreach, programming, and reporting

Creating and maintaining this type of document helps to preserve your group’s identity and impact over time. Additionally, it takes the burden off of outgoing leaders to remember and communicate such critical information in a short period of time, and offers tangible support for incoming leaders to fall back on should they need it.

Empowering the Next Generation of ERG Leaders

Strong ERG succession planning starts with visibility. Who’s consistently showing up? Who’s offering ideas or organizing behind the scenes? Recognize those people, and invite them to grow with your group.

That growth could look like:

• Hosting a lunch & learn on a topic they care about

• Co-leading a project or event with a current lead

• Shadowing leadership team meetings or planning sessions

• Joining a leadership “pipeline” committee or cohort

The same way managers prepare their direct reports for promotions, ERG leaders can prepare members for greater responsibility by getting them more involved in processes and programming. 

And don’t underestimate the power of clarity: spell out roles, expectations, and time commitments early. Clear pathways make leadership more accessible and inclusive.

The most impactful ERGs avoid key person risk by taking succession planning seriously.

How is your group planning for 2026 and beyond?

Onward and upward,

Dumebi

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offer a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Leaders Community: Join discussions with ERG and DEI leaders to share experiences and strategies.

Lastly, connect with me on LinkedIn for more insights and updates.