Solutions
Your ERGs are already developing leaders. We make that deliberate.
Global ERG Network partners with HR and L&D teams to make ERG and Council leadership a managed, measurable part of your talent pipeline and employee experience strategy. From a four-week health check, to full program design, to fractional program leadership—we equip you to accelerate your ERG and Council impact.
Start Where You Are
“I need to know where our program stands.”
“Our leaders need development, and our program needs consistency.”
“We need a strategy. Or we need hands. Possibly both.”
ERG Program Health Check
ERG Program Health Check
Know where your program actually stands.
Every ERG program produces signals: leaders who stay or step down, members who show up or drift, sponsors who engage or disappear. The Health Check turns that information into a scored picture of program health.
It runs on two instruments. A survey of your ERG leaders measures the leadership experience itself: how prepared they feel, how their relationship with company leadership is working, and how their groups connect to organizational goals. A survey of your members measures what membership changes: inclusion, career growth, and loyalty to the company.
In four weeks, you get a scored report and a live briefing: where leader capacity is strong, where sponsorship is thin, and where effort is not converting into retention. It is a readout you can hand your CHRO without translation.
Answers your executives can act on, in your hands within four weeks. $6,500, fixed.
Already have an ERG strategy in place? The Health Check is how you test it. Your plan outlines what should be happening. Your leaders and members report what is. The gap between those two is the most useful page in the report.
Where it points
Most Health Checks surface one of two gaps. When the gap is leader capability, Co//Lab is the next step, and your report already speaks its language: its themes map to the four Co//Lab pathways. When the gap is structural (sponsorship, resourcing, how the program connects to business goals), that is territory for the ERG & Council Operating Model, the engagement the Health Check is phase one of, and your results become its starting dataset.
Co//Lab
Co//Lab
Leadership development for the people already leading.
Your ERG and Council leaders are managing teams, budgets, executive relationships, and company-wide programs, many of them for the first time and on top of their day jobs. That is management experience your organization is producing whether or not anyone develops it. Co//Lab develops it.
Members get quarterly releases of expert content with something live to join every month, office hours for ERG leaders and consulting hours for Program Managers, on-demand micro-learnings, planning templates and tools, and a library of 30+ hours of recorded sessions. The design blends learning and doing: leaders bring what is live in their groups and leave with something they can use that week.
The people you develop here are the same people showing up in your succession conversations two years from now. That is the return, and it is why Co//Lab fits a learning and development budget.
Four ways in
Launching
Running
resetting
Something specific is not working: a group that stalled after a strong start, a council that meets but does not move, sponsorship that went quiet. Name the issue, work it with people who have seen it before, and leave with a fix your leaders carry out.
Proving
The program works; the business cannot see it yet. This is measurement, reporting, and the language that turns what your groups already do into terms executives recognize and fund.
Each category is available on its own. The bundle covers all four and lets you place each leader in the pathway they need.
Where it points
Not sure which category fits? The Health Check will tell you. And when the same structural issues keep resurfacing no matter how strong your leaders get, that is the signal for the ERG & Council Program Design.
ERG & Council Operating Model
ERG & Council Operating Model
The operating plan underneath your strategy.
Plenty of organizations already have an ERG strategy: a three-year plan, a strategy document from a broader culture engagement, or a framework inherited from a previous leader. The pattern we see is that these name the destination and skip the operating detail: who develops the leaders, how sponsorship holds when an executive leaves, what gets measured each quarter, and what happens when a group’s energy outgrows its structure.
The Program Design builds that layer, in three phases across roughly a quarter. It begins from your ERG Program Health Check, then adds what a survey cannot reach: live interviews with your executive sponsors, inclusion team, and organizational partners, and focus groups with the people doing the work. Then we co-create the model with your people and hand over a multi-year plan with the work divided honestly: run internally with time estimates, outsourced, or a hybrid of the two.
No generic recommendations. The plan is built from your data, for your structure, and it works with the strategy you already have rather than asking you to start over. And where no strategy exists yet, the Operating Model becomes one.
Pricing is scoped in a conversation, because the engagement is shaped by your program’s size and structure. The conversation itself is free, and most take thirty minutes.
Where it points
The Health Check is where every ERG & Council Program Design begins: already run in the last twelve months, your data is our starting point and the engagement never charges you for diagnostic work already done; not yet run, it is the four-week first phase. Every Program Design also names who does the work it prescribes. When that reveals a capacity gap, GEN Embedded fills it.
GEN Embedded
GEN Embedded
Fractional program leadership for your ERG ecosystem.
Plenty of companies never had a dedicated ERG program manager, and some that did lost the role in the last two years. The work stayed: someone still coaches the leaders, manages sponsor relationships, runs the planning cycles, and keeps the councils moving.
Embedded fills that role fractionally: practitioners who have run these programs inside large organizations, working a defined number of hours per week on a monthly retainer. Your leaders get a partner. Your program gets continuity. You get program leadership sized to what the work requires, without a requisition.
Engagements start at five hours per week, with a three-month minimum. Most grow from there as the work reveals itself.
Where it points
Embedded pairs naturally with Co//Lab: the membership develops your leaders while Embedded runs the program around them. ERG & Council Program Design clients receive preferred Embedded rates, because the Program Design has already mapped the work. And when an Embedded engagement surfaces structural questions, the Program Design is where they get answered.
Engagements often identify the need for specific builds along the way: leader handbooks, executive sponsor onboarding plans, mentoring program design, event support. We build those too, inside an engagement or on request.
And once a year, the whole ecosystem gets in one room. Meet us at the GEN Annual Conference and IMPACT Awards.
Not sure where to start? Most conversations begin with the Health Check or a 30-minute call. Either way, you will leave knowing more about your program than you did before.