Becoming the Change: How Inner Development Goals Could Shape the Future

The United Nations adopted the Sustainable Development Goals (SDGs) in 2015 as a part of the 2030 Agenda for Sustainable Development. They are a shared blueprint for peace, prosperity, people, and the planet, aiming to end poverty, protect the environment, and ensure all people enjoy peace and prosperity by 2030. They are intended to give our global society a clear roadmap for what humanity must achieve, but reaching those daunting goals requires more than policies and technology; it requires a transformation in who we are, how we think, and how we work together.

That is where the Inner Development Goals (IDGs) come in. The IDGs were launched in 2020 as a non-profit initiative with researchers, practitioners, and organizations worldwide contributing. They highlight the inner skills, mindsets, and qualities we must cultivate to turn the promise of the SDGs into reality. The idea is that we can’t solve global challenges with the same mindsets that created them. Nor can we solve complex problems if we can't collaborate. We need inner growth to drive outer change. It’s important to understand that “Inner” in this context refers to both individual and collective development.

• The SDGs are the destination — 17 global goals for peace, prosperity, people, and the planet.

• The IDGs are the journey within — 23 transformational skills across five dimensions (Being, Thinking, Relating, Collaborating, Acting) that empower individuals, organizations, and societies to deliver on the SDGs.

Together, they form a two-sided framework for sustainable transformation: the SDGs give us the what, the IDGs give us the how.

The Inner Development Goals are grouped into five dimensions with 23 transformational skills & qualities:

https://innerdevelopmentgoals.org

Why inner development matters

Richard Barrett’s decades of research highlight that societal transformation begins with the transformation of consciousness. He defines consciousness as the way we make meaning in the world or the lens through which we perceive reality and shape our thoughts, emotions, and actions.

Barrett describes it as a spectrum of awareness and motivation, evolving from self-interest to concern for the well-being of others and the planet. As consciousness expands, people shift from fear-based motivations (safety, security, status) to love-based motivations (trust, empathy, collaboration, purpose). For Barrett, consciousness is not just awareness, it is a developmental journey of values, moving from ego-centric to soul-centric, from “me” to “we” to “all of us.”

Peter Senge, author of The Fifth Discipline,  extends this by showing that systemic change is only possible when individuals expand their capacity to see wholes, interconnections, and long-term consequences. Without cultivating awareness, empathy, and systems thinking, organizations fall into short-term, fragmented solutions that fail to address root causes.

In fact, Senge’s concept of the “learning organization” aligns with the IDG framework:

• Personal mastery aligns with Being.

• Shared vision aligns with Thinking.

• Team learning aligns with Collaborating.

• Systems thinking aligns with Relating and Acting.

  
  

He reminds us that systemic change requires collective learning, and learning happens best in community. This means organizations must not only function as efficient systems, they must become living communities where growth is shared.

What if Organizations Thought of Themselves as Communities?

What if organizations weren’t just places where people worked but communities where people belonged, grew, and thrived?

Organizations are often designed around efficiency, productivity, and control. Structure, hierarchy, and performance dominate the culture. Communities, however, are built on belonging, mutual care, and shared purpose. One is about output, the other about connection. But what if the two came together?

An organization is a formal structure created to achieve specific goals such as delivering products, services, or impact. A community is a group of people connected by shared values, identity, or purpose. When organizations see themselves only as machines for output, they risk burnout, disconnection, and short-term thinking. But when they also see themselves as communities, something shifts:

• Belonging strengthens. People feel part of something larger than themselves.

• Trust grows. Relationships deepen when care and empathy are part of the culture.

• Innovation flourishes. Collective wisdom emerges when diverse voices are heard.

• Resilience builds. Communities support members through uncertainty and change.

  
  

This isn’t about abandoning organizational goals; it’s about achieving them more sustainably by weaving in the fabric of community.

• The SDGs define the what — the global goals humanity must achieve.

• The IDGs define the how — the inner skills and capacities that make change possible.

• Communities could define the where — the spaces where individuals come together, practice these capacities, and translate goals into lived action.

  

  
  

If organizations saw  themselves as communities:

• Would workplaces feel more human?

• Would success mean both impact and belonging?

• Would growth be measured not just in profits, but in trust, resilience, and contribution to the greater good?

• Would they become the fertile ground where inner development and outer goals meet?

  
  

As communities, organizations could embody the inner development we need, contribute to the sustainable development the world requires, and become the places where shared transformation truly happens.

Putting the IDGs into practice

Leaders who clarify their inner compass and act with integrity create organizations where trust and alignment thrive, the fertile ground for innovation and resilience. Here are some ways individuals and organizations can integrate the IDGs:

1. Start with self-awareness. Clarify your values and inner compass — the foundation of integrity and trust.

2. Develop collective capacity. Create safe spaces for dialogue, empathy, and co-creation across teams and cultures.

3. Create community. Foster belonging, trust, and connection. 

4. Cultivate a learning culture. Model curiosity, make learning safe, and encourage knowledge sharing. 

5. Think in systems. Train teams to map interdependencies and anticipate unintended consequences.

6. Design for long-term impact. Align strategy with future generations, not just quarterly results.

7. Model values-driven leadership. Demonstrate courage, compassion, and resilience in navigating complexity.

   
   

Being the change the world needs

The SDGs give us global direction. The IDGs remind us of the human transformation required to reach that destination. Together, their wisdom points to a powerful truth: sustainable development is not only about solving external problems,  it's also about expanding human consciousness, cultivating wisdom, and leading from the inside out. If we unite around the outer SDG goals and align our inner development with them, we can create the conditions for true sustainability, a world where humanity thrives in harmony with itself and the planet.