The moment I first learned about the Inner Development Goals (IDGs) from my colleague Kayta, I felt an immediate connection. My resonance sustainability led me to complete a two-year program on Sustainable Resource Management during my post graduate studies. This is an official project of the UN Decade “Education for Sustainable Development” where I deepened my understanding and awareness of climate change and sustainable development. However, it was during COP15 in Copenhagen that a profound realization hit me—external actions, no matter how significant, are not enough on their own. This insight marked the beginning of a new phase in my personal journey, where I recognized the need for inner growth alongside outward efforts.
In a world grappling with complex challenges, the Inner Development Goals (IDGs) emerge, bridging the gap between personal growth and global change. Born from the realization that achieving the UN’s Sustainable Development Goals requires more than external action, the IDGs focus on cultivating the inner skills essential for transformative leadership and societal progress. As we stand in ‘The Space in Between’ – a realm of unlimited potential – the IDG Summit 2024 in Stockholm invites leaders across sectors to explore how inner development can catalyze outer change, fostering a more sustainable and flourishing future for all.
Although I could only join part of the IDG Summit virtually this year, several aspects deeply resonated with me and sparked some reflections.
About “othering”
In the journey of personal and organisational development, we often encounter a paradox: the very pursuit of growth can lead us to judge others as less developed, creating an invisible hierarchy. This tendency to “other” those we perceive as less advanced contradicts the core principles of inclusive growth and learning.
The key to breaking this cycle lies in cultivating self-awareness and empathy compassion. By recognizing our own moments of judgment and choosing to respond with care instead, we open doors to genuine connection and mutual understanding.
To foster true inner development that leads to positive outer change, let’s embrace our own incompleteness and fallibility. This approach not only enhances our personal growth but also creates more inclusive and effective communities. Interestingly, this principle extends beyond human interactions – even our relationship with technology could benefit from a more inclusive, less “othering” approach.
As we navigate the complexities of organisational development, these insights remind us of the importance of self-reflection, empathy, and inclusive thinking. They challenge us to create environments where growth is not about surpassing others, but about lifting each other up in our shared journey of development.
About “transformative resilient leadership”
The world is grappling with short-term crises driven by mega trends, creating instability and vulnerability. Recent research shows that organizations are facing increasing disruption, with employee burnout soaring from 8% to 53% last year. In the past year, 4 out of 10 employees report feeling overwhelmed by heavier workloads, constant reorganisations, and rapid changes in roles and tools. This highlights key themes around organizational change, well-being, and resilient leadership in complex systems.
What’s encouraging is that resilience isn’t some fixed trait—it’s a skill we can all develop and strengthen over time. Neuroscience shows us that our brains are incredibly adaptable, or “plastic,” which means they can change and grow with the right habits and mental practices.
For me, building resilience starts with mindfulness and emotional intelligence. When we’re overwhelmed, it’s easy to let stress take control, clouding our judgment and affecting our well-being. But simple practices like meditation can shift that dynamic. By slowing down, we create space to think clearly, manage our emotions, and lead with compassion—not just for others, but for ourselves too.
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