Create a unit-wide succession plan based on best practices utilized by leaders across the university.

Create a subgroup for an organization that you volunteer with that identifies rising leaders and ways to leverage opportunities and responsibilities to promote their development.

Create a hiring guide for your group. Included DEI related questions during an interview (e.g., "What do you do to ensure that all members of your team feel included and feel their opinions are valued?").

Consult with a mentor about building talent management and pipelines, and request referrals to talk to.

Consider and consult with people with disabilities when developing job postings, programs, services and/or policies.

Consider an upcoming decision your team will address. Select an appropriate team decision making process and try it. Afterward, assess how well that process worked.

Confer with colleagues across the university to learn how they approach succession planning for their units.

Conduct a thorough short and long term needs assessment before reassigning team members or posting a job opening.

Complete a calendar survey to determine meeting availability.

Collaborate with your team to create a guideline for communications that encourages diverse perspectives and maintains confidentiality.