How a 15-Minute Call Changed Everything: Lessons in ERG Leader Onboarding

This week, I had a moment that really made my week. During a quick onboarding call with an ERG leader, something magical happened that left us both smiling. Here’s how it went:

Through The ERG Fresh Start Program, I wrap up every engagement by onboarding each ERG leader one-on-one. Not in a group, not via a template or a video. Just 15 minutes of individual time—focused, personal, and intentional. It’s my not-so-secret hack for building confidence and ensuring alignment.

On this particular call, the leader showed up hesitant. She said, “I volunteered, but honestly, I’m not sure where to start and I’m feeling a little in over my head.” (Side note: I’m actively working on ways to help ERG leaders feel more confident before they even reach this stage. One step at a time, though!)

I reassured her:

“No worries! It’s okay to feel this way—actually, it’s totally normal. My goal is to make this as simple and easy as possible for you.”

Then, we walked through her onboarding process step by step. By the time we finished—right at the 14-minute mark—she said something that completely made my week:

“You get the award—the fastest call to actually change my perception on something.”

That one comment filled me with so much pride and joy. This is what I strive for: onboarding that leaves ERG leaders feeling excited, prepared, and thinking, “I can do this!”

Sadly, this level of clarity and ease doesn’t exist for most ERG programs—but it can. If you’re ready to make 2025 the year your ERG program becomes the simplest and most effective it’s ever been, here are seven actionable tips to take into your program (all tips I’ve learned from trial and error….hoping to save you some hard lessons 😅):

1️⃣ Prioritize Individual Connections

What I did: Every ERG leader gets a one-on-one onboarding call, not a group session. This allowed for tailored guidance and a personal connection.

What you can do: Invest time in individual touchpoints with leaders, whether through onboarding calls, one-on-one check-ins, or even tailored follow-ups. Personalized attention builds trust and accountability.

2️⃣ Keep It Simple

What I did: The onboarding process was broken into clear, actionable steps, free from unnecessary jargon or overcomplication.

What you can do: Your expertise shows in your ability to simplify. Strip away buzzwords and make your program’s structure, goals, and leader roles so clear that leaders can confidently take action without second-guessing themselves.

3️⃣ Reassure ERG Leaders

What I did: I normalized her uncertainty and reassured her that it was completely okay to feel that way.

What you can do: Anticipate that ERG leaders might feel overwhelmed, especially if this is their first leadership role. Meet them where they are. Remind them that it’s okay to learn as they go and that you’re there to support them.

4️⃣ Build Momentum Early

What I did: I focused on making onboarding quick and easy, so the leader left the call energized and ready to contribute.

What you can do: Create a system that delivers quick wins for leaders right out of the gate. When leaders feel capable and see progress early, they’re more likely to stay engaged and committed.

5️⃣ Deliver on Promises

What I did: The leader came to the call knowing it would be 15 minutes—and it was 15 minutes. No bait-and-switch. No running over.

What you can do: Consistency matters. When you deliver on promises, you model the kind of follow-through you want from your leaders. It shows respect for their time and sets a standard for mutual accountability.

6️⃣ Build Confidence Through Clarity

What I did: By the end of the call, the leader felt that the role wasn’t just manageable but exciting.

What you can do: Make ERG leadership roles crystal clear. Define expectations, metric goals, and available resources in simple terms. Confidence grows when people feel they understand exactly what’s expected—and why it matters.

7️⃣ Focus on Alignment

What I did: Individual calls allowed me to align each leader’s understanding with the program’s purpose and strategy.

What you can do: Take time to align leaders with the program’s bigger vision. Reinforce how their roles contribute to the greater program mission, so they feel part of something meaningful and impactful.

I know it’s the end of the year, and many folks are winding down—but for those of you still here, still tuned in, I want you to know: 2025 can be your year. The year it all clicks. The year it all becomes SO SIMPLE. That’s my wish for you.✨

Catch you next week,

The ERG Homegirl✌🏿

P.S. Our community relaunch is happening on Monday, January 6th. It’s gonna be epic. If you haven’t completed an application, you’re going to want to do it now.

P.P.S. RSVP for the first of our monthly ERG Champs calls as part of our 🆕 partnership with EQImindset 🎉 on Friday, January 3rd.