A peek inside a real ERG
Over the past few weeks, I have been sharing how thoughtful design can support ERG leaders navigating increased pressure. I want to offer an example from an Emerging Leaders ERG in a fully remote organization that was beginning to notice early signs of strain.
Following a recent reduction in workforce, employees were carrying more work and fuller schedules. The ERG leadership team observed that engagement patterns were shifting in ways that suggested risk for burnout. Their culture was strong, and they valued connection, but they recognized that busier employees can quietly drift toward disengagement if connection is not intentionally supported.
They did not describe a crisis. They described a risk.
Rather than waiting for morale to drop further, they chose to bring in the BoredLess Permission to Play workshop as a proactive strategy. Their goal was to strengthen connection and energy in a way that felt natural and sustainable within the flow of work. They were not looking for entertainment. They were looking for something grounded and practical that would respect people’s limited capacity.
The Permission to Play workshop focuses on small, science-backed ways to spark motivation, reinforce connection, and support well-being without adding more tasks to the calendar. It avoids icebreakers and gimmicks and instead offers strategies that participants can immediately integrate into the way they already work.
Here is how the ERG leader described the experience:
Acey's Permission to Play workshop was even better than I imagined. It was a great introduction to how play can benefit both our work and our brains. I especially enjoyed the practical strategies we could apply right away to bring a playful approach to common situations. This was an engaging hour of learning and fun that had something for attendees at every level of our company, and I'm proud that our ERG was able to present this event.
What stood out to me about this engagement was not dramatic transformation. It was intentional timing. They noticed early signals and chose to design for prevention rather than reaction.
Sometimes strong leadership is not about fixing what is broken. It is about reinforcing what is fragile before it cracks.
As you continue building and refining your ERG, if you find yourself in need of programming or facilitation support, I’d be honored to partner with you. The work we do together is energizing, grounded in neuroscience, and designed to actually shift something and not just fill the calendar.
