How ERG Leadership Can Drive Career Advancement
Chelsea C. Williams, Founder & CEO, Reimagine Talent Company.
Employee resource groups (ERGs) have significantly evolved and expanded since they were first introduced to the workplace. Xerox’s National Black Employee Caucus, formed in 1970 to address racial tensions in the wake of the Civil Rights Movement, is considered the first ERG to exist. Eventually, ERGs became places where workers with similar backgrounds and interests could convene and positively impact their communities. These groups can also provide support during challenging times.
Today, many companies use their ERGs as strategic opportunities to develop the next cohort of people leaders. As CEO of Reimagine Talent Co., I understand firsthand how being an ERG leader can enhance workers’ skills and accelerate their career journeys. I’ve supported ERGs by training leaders, supporting members-at-large and creating infrastructure resources like charters and goal-setting maps.
Recently, I had the opportunity to empower 400 ERG leaders during the Seramount EmERGe Conference. In my session, we focused on three areas where employees can thoughtfully leverage ERG leadership skills: exploring intrapreneurial opportunities, developing people leadership and building a career board of directors.
Create Intrapreneurial Opportunities
An intrapreneur is someone who develops new ideas within the framework of an existing company. Key characteristics of these employees include the willingness to take risks and innovate independently. They can leverage company resources effectively and share the rewards of their risk with the organization.
ERG leadership can foster core competencies that are easily transferable to intrapreneurial roles, such as communication, resiliency and innovative problem-solving. These are fundamental skills that help drive innovation. These competencies enable ERG leaders to influence others, enhance their functional skills and passionately pursue their vision.
Amplify People Leadership Skills
Supervising an ERG provides a unique opportunity to develop and amplify crucial leadership skills. Three key areas are emotional intelligence, coaching ability and inclusiveness.
Emotional intelligence is the ability to understand and manage one’s own emotions and recognize and influence the emotions of others. For ERG leaders, this is essential for creating a supportive, inclusive environment.
Employees who run resource groups often develop coaching skills. This is because they typically support members’ professional development by guiding them to achieve their full potential with empathy, curiosity and positivity.
Inclusiveness is the practice of creating environments where all people feel respected, accepted and valued. ERGs play a critical role in fostering an inclusive culture. Group leaders’ responsibilities include ensuring diverse voices are heard and that everyone has equal access to opportunities.
Build A Career Board Of Directors
I firmly believe that relationships are the greatest currency in today’s world of work, which is why a valuable resource for professionals is a career board of directors—a network of individuals who act as independent advisors, offering guidance and support. ERG involvement can facilitate the creation of crucial relationships like these that can significantly impact career trajectories.
There are three types of people needed for an effective career board of directors. First are career or executive coaches, who can provide expertise and developmental feedback. Then sponsors can offer advocacy and an expanded network. Finally, mentors provide social support and career advice. ERG leaders have the opportunity to form these relationships within the group, at ERG events or through external connections with nonprofits or other community-focused organizations.
ERG Leadership Is A Meaningful Opportunity
One truth I’ve learned about ERG leaders is that they’re among the most selfless people in workplaces. Beyond managing their full-time job responsibilities, they strive to ensure diversity, equity and inclusion progress from the inside out. While some organizations compensate these leaders for their time, many are essentially working for free. That’s why I believe ERG leadership isn’t just about fulfilling a role. Taking on this responsibility is a way for workers to step into a position where they can truly make a difference in an organization.
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