The Need for ERG and Diversity Council Succession Planning: Where Do You Begin?

Most organizations have succession plans in place for their key executives and leaders in case one leaves a critical position suddenly. ERGs and Diversity Councils have critical positions also, yet many do not have succession plans in place for their groups.

I have often heard stories of once strong and successful ERGs or Councils often finding themselves struggling and some even going dormant when they suddenly lose key group leadership. A good succession plan ensures the availability of competent members to take over an ERG or Council position when the incumbent leaves to ensure continuity in key to ensure that operations continue without disruption.

An effective succession-planning process should be completed and a plan adopted in advance of any departures. This will help create a strong foundation and conditions for a successful leadership transition. Furthermore, success depends on defined responsibilities among the ERG or Council positions. Properly outlining responsibilities and communicating them prior to the planning process will help alleviate concerns among those involved.

Succession-Planning Readiness Questions

The following questions should act as the first step in measuring your group’s readiness for succession planning.

1. If your group leader is suddenly unable to serve, or retires, have you identified candidates for the position?
   • If the answer is yes, is that member or employee prepared? Do they have the required leadership style, financial knowledge, contacts and necessary experience to lead the group and continue to provide members and the organization uninterrupted services?
   • If the answer is no, what is your plan for bringing a new leader who understands how to lead your group and continue to provide uninterrupted service to members and the organization?
2. Does everyone within the ERG or Council know who will be the group’s acting leader until a new successor can be officially appointed?
3. Does the organization trust that the ERG or Council can continue and succeed without the current leader or is she/he too identified or associated with the group that without that person the group will lose credibility?
4. Will the group lose institutional knowledge and contacts if your leaders were to suddenly leave?
5. Is the current group leader’s current level of responsibility realistic, or has the leader, in good faith, taken on too much responsibility at the expense of other member development? (Trying to do everything themselves). What skills need to be replicated in the new leader versus those that could be developed among members?
6. Are there other positions besides the group lead that would leave the ERG or Council vulnerable should they depart? If so, what plans are in place to address their departure?

Once you have answered these questions you can move to tactics that will help with the succession process.

To read more about succession planning become a member of the Association of ERGs & Councils.