High impact disability ERG/Network leaders are usually driven by purpose. They identify strategic priorities, envision positive outcomes and agitate for bold change.

They most likely have personal motivation for advocating for disability inclusion. Leading an ERG/Network is not just something they do, it is part of who they are.

When something is so ingrained in identity, it can be hard to see when the time has come to step back and hand over. Succession may not be on the ERG/Network leader’s radar, or it may be on their ‘too hard’ pile.

Given that many organisations mandate a maximum ERG/Network leader’s tenure, the decision about when is often out of the ERG/Network leader’s hands, so their minds will turn to the other big questions:

• Who will take over?

• Will they lead the way I have?

• (And the really big one) …What about me?

Succession planning isn’t just for the planned end. Part of leading a resilient team or operation is to ensure that you, as the leader, are not an indispensable dependency.

Imagine a situation where you were unable to work for three months, or six months; how well would the ERG/Network function in your absence?

Much better for you, imagine you won the lottery and chose not to come back to work; what then? Is there a plan in place or would the ERG/Network falter without you?

Whichever the scenario – planned or unplanned, voluntary or mandatory, years away or imminent – an ERG/Network leader can work with foresight to prepare the way. That should include how the ERG/Network will thrive beyond their tenure as leader, and how they can continue to make a meaningful contribution, so that their wealth of experience is not lost.

This month we invite you to consider:

• How resilient is your ERG/Network, should the worst (or the best) happen?

• How can you prepare your ERG/Network, and yourself, for a happy ending?

• Which new or aspiring disability ERG/Network leader should you nominate for the 2026/27 cohort of the PurpleSpace FutureMaker programme?

Masterclasses

At PurpleSpace, we know that ERG/Network leaders are leaders. This is a role that requires strategic thinking, engagement of stakeholders, influencing without ‘positional power’, mobilising a team and much more.

During this one-hour, virtual masterclass, disability ERG/Network leaders will hear about research and practice relevant to succession planning. You will have the opportunity to develop your understanding of, and capability in, the leadership skill of succession management.

We will explore the psychology of ‘letting go’, of why this can be hard and why humans have a tendency to recruit in their own image.

We will support you in reflecting on your existing strengths and areas for development, to keep stretching yourself and increasing your impact as an ERG/Network leader.

We will also share details of how you can nominate colleagues to join the 2026/27 FutureMaker programme for new and aspiring disability ERG/Network leaders.

In May, we have two Masterclasses to choose from to help you develop your leadership capability in succession planning for your ERG/Network:

• 26 May 16:00 – 17:00 BST

• 27 May 10:00 – 11:00 BST