In this episode, we return to the updated Inner Development Goals (IDG), and reflect on what has changed, why it matters and how IDG is now even more relevant for leaders that want to develop resilient leadership.

Why IDG matters

Today leaders are not primarily challenged by 'technical problems' where clear solutions exist. Instead they face adaptive challenges in an increasingly complex, interconnected, and fast-moving world.

IDG answers: What inner capacities do leaders need in order to lead resilient, human-centered organisations in this complex environment?

5 dimensions of IDG

BEING – Cultivating Our Inner Life

At the core is Being, highlighting that leadership starts with who we are. The revised wording emphasizes development as an ongoing practice. Skills such as inner compass, self-awareness, and presence may sound obvious, but require continuous reflection. Without them, leadership easily stays on the surface.

THINKING – Understanding Our Complex World

Thinking is no longer framed as cognitive skill alone, but as understanding complexity. The shift towards systems thinking reflects today’s reality: leaders face adaptive challenges. Leadership becomes less about control and more about sense-making and framing the right questions so collective intelligence can emerge.

RELATING – Caring for Others and the World

This dimension reflects a fundamentally different image of leadership: not dominance or certainty, but care, humanity, and relational maturity. Alongside empathy, humility, and compassion, forgiveness has been added as a key skill.

COLLABORATING – Building Trust and Working Together

The collaborating dimension has been reframed to place trust at its centre. Trust is no longer treated as a skill in itself, but as an outcome of behaviors such as relationship-building, inclusion, communication, and co-creation.

ACTING – Leading and Enabling Change

The final dimension focuses on enabling action, not driving it. Skills like courage, hope & optimism, and resilience point to leadership as creating conditions where people can act.

A living guide for leaders

The IDG is not a finished model, like leadership itself, it continues to evolve. Used as a self-assessment or reflection tool, it helps leaders identify strengths, development areas, and how leadership can be shared across an organization.

Working with Second Crack and IDG

We increasingly use IDG in our work. Its strength lies in its simplicity, shared language, and ability to quickly open deep, meaningful conversations about leadership behavior and culture. Please get in touch if you want to explore how we and IDG can support your organisation.

Previous episodes

• From 2022, a 6-part in-depth look at IDG. Link to part 1: https://podcast.secondcrackleadership.com/1659493/episodes/10816920
• Link to episode on Systems Thinking with Dr. Paul Lawrence: https://podcast.secondcrackleadership.com/1659493/episodes/12056252
• Find more information related to IDG at innerdevelopmentgoals.org

About Second Crack
More information about us and our work is available on our website: secondcrackleadership.com. Contact us now to explore how we can support your leadership development in a company-wide initiative or with individual executive coaching: hello@secondcrackleadership.com.
 
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Martin Aldergård
Gerrit Pelzer