The Connection Collective | The Overlooked Leadership Pipeline

The Connection Collective | The Overlooked Leadership Pipeline

Hello Trailblazers & Changemakers,

Welcome back! As we continue 2025 with renewed energy and focus, I want to take a moment to reflect on the incredible momentum we’ve built together. This community is full of passionate, driven individuals who are shaping the future of DEI, one initiative at a time. And that’s exactly why we’re here—to make sure you have the insights, strategies, and tools to keep driving impact.

This week, we’re diving into an often overlooked topic: the untapped leadership potential of ERG leaders. They’re not just organizing events or writing newsletters —they’re building critical leadership skills that could be the key to filling your next big management role.

Let’s explore how ERG leaders are already shaping the future—and how your organization can tap into this powerful talent pipeline.

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ERG leaders aren’t just passionate volunteers. They’re honing critical leadership competencies every day. From communication to conflict resolution, strategic thinking to project management, these individuals are gaining hands-on training in essential leadership skills. And they’re doing it in real time, often with limited resources and across diverse teams.

These leaders are also experts in cross-functional collaboration, resource advocacy, and driving impactful initiatives that align with company goals. They excel at navigating organizational dynamics, building trust, and broadening inclusion. Despite these valuable experiences, ERG leadership often goes unnoticed in conversations about leadership development—a missed opportunity for both the leaders and the organizations they serve.

The Business Case for ERG Leaders as Managers

Recognizing ERG leadership as a talent pipeline is more than just a nice-to-have; it’s a strategic move that benefits everyone. ERG leaders are deeply connected to your organization’s culture, values, and goals. They’ve encouraged belonging, inspired teams, and delivered results—proven skills that translate seamlessly into management roles.

Organizations that elevate ERG leaders often see improvements in retention, employee engagement, and organizational culture. By acknowledging and leveraging the talent already driving impact, companies can fill leadership gaps while strengthening their internal pipeline.

Consider the numbers: A recent study found that companies with strong DEI initiatives, including robust ERG programs, experience 22% higher employee retention and a 28% increase in innovation outcomes. The link is clear—when ERG leaders are empowered, their influence extends beyond their immediate networks, driving broader organizational success.

Tapping Into Hidden Potential

To unlock the leadership potential of ERG leaders, companies should take the following steps:

• Elevate ERG leadership in talent reviews by including their experience as a key consideration in performance evaluations and succession planning.

• Provide leadership development opportunities tailored to ERG leaders to help them transition into management roles.

• Create pathways to growth through mentorship pairings, stretch assignments, or rotational roles that connect ERG leadership to broader organizational responsibilities.

• Encourage cross-departmental projects that allow ERG leaders to showcase their skills in a broader context, proving their readiness for elevated responsibilities.

Practical Tips for ERG Leaders Ready to Take the Next Step

If you’re an ERG leader aspiring to move into management, consider these strategies to position yourself for growth:

• Document Your Impact: Keep a record of your accomplishments, including metrics like engagement growth, event attendance, and tangible outcomes from your initiatives.

• Network Strategically: Build relationships across departments and connect with potential mentors who can advocate for your development.

• Seek Continuous Feedback: Regularly request input on your leadership style and areas for improvement to refine your approach.

• Translate Skills Effectively: Be prepared to articulate how your ERG experience aligns with broader organizational goals and management responsibilities.

The Big Picture

By recognizing ERG leadership as a stepping stone to management, companies can build a future-ready workforce while enhancing innovation and resilience across teams. Investing in ERG leaders doesn’t just benefit the individuals stepping into new roles; it strengthens the organization’s overall ability to adapt and thrive.

Moreover, integrating ERG leaders into formal leadership pathways sends a powerful message about the value of diversity and inclusion. It demonstrates a tangible commitment to developing talent from within and reinforces the importance of employee-driven initiatives.

The Time to Act Is Now

As we navigate an increasingly competitive talent landscape, organizations that proactively invest in ERG leadership development will gain a distinct advantage. The talent is already within your walls—it’s time to recognize it, nurture it, and watch it flourish.

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 offers 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.