The Role of the IDGs for HR
Unleashing Regenerative Organizational Potential: The Role of Inner Development Goals in HR Development
Originally published in German on Haufe’s Sustainability Blog.
In today's rapidly evolving business environment, success hinges on both external innovation and internal evolution. The Inner Development Goals (IDGs) is on a mission to foster inner development as a catalyst for achieving the UN Sustainable Development Goals (SDGs) by 2030 and creating a sustainable future. The IDG framework is a global initiative co-created by over 1,000 scientists, experts, and professionals in human resources and sustainability. This not-for-profit, open-source initiative began in 2021 and has grown rapidly.
This article explores the benefits of IDGs for HR and offers guidance on implementing them effectively. As companies shift to sustainable and regenerative business models and practices, the IDGs facilitate more efficient and systemic progress, drawing on insights from institutions like MIT and Harvard and collaborations with organizations such as Google and Ikea. The IDGs provide HR with a meaningful tool for personal and collective development, positioning organizational development for a more desirable and impactful future.
The Benefits of IDGs in HR Development
The Inner Development Goals (IDGs) represent a critical framework for cultivating the inner qualities needed to navigate complex and adaptive challenges. Organizations face unique pressures such as sustainability requirements, business performance, and maintaining a thriving culture amidst rapid change. The IDGs help build skills for co-creating solutions by focusing on five key dimensions: Being, Thinking, Relating, Collaborating, and Acting. Organizations such as Google, IKEA, Icebug, Ericsson and Stena are among the companies that have implemented the IDG framework, with their outcomes documented in the IDG White Paper with a focus on corporates, “Orienting Inner Development in Organisations”.
Building Adaptive Leadership and Future-Ready Skills: Employees engaging with the IDG framework develop stronger emotional intelligence, resilience, and collaboration skills. These skills directly contribute to environments where creativity can thrive. HR departments can leverage the IDGs to ensure that leaders not only excel in their roles but also model the values of integrity, inclusiveness, and compassion.
Aligning Purpose-Driven Work with Organizational Goals: A growing number of employees, particularly from younger generations, seek purpose-driven work aligned with their values. Organizations that prioritize inner development can better attract and retain top talent by demonstrating genuine care for both individual growth and social impact. By incorporating the IDG framework into HR development, companies can create purpose-oriented career paths that align with broader organizational goals, leading to increased employee engagement and satisfaction.
Creating a Common Language: Integrating the IDG framework creates a shared language and values that strengthen organizational culture by fostering communication, collaboration, and alignment across departments. This shared language fosters team development by encouraging risk-taking, idea-sharing, and honest conversations—key behaviors for innovation. Adopting the IDGs often leads to a cultural shift toward openness, curiosity, and stronger team cohesion.
How to Implement the IDG Framework in Organizations
Start with Leadership Engagement: Introducing the IDGs requires leadership buy-in. Leaders must understand the value of inner development and its alignment with long-term strategic goals. This can be achieved through workshops, leadership programs, and discussions on how the IDGs address the company’s key challenges. IKEA’s Co-worker Engagement Leader and Talent and Development Manager demonstrate how leadership engagement can drive broader IDG adoption, beginning with self-assessment and then developing learning objectives in their flagship leadership programme that speak to the IDG transformative skills model.
Adopt an Organic, Incremental Approach: Success in implementing the IDGs often comes from an organic approach that builds on existing strengths. Stena’s Director of People & Organizational Excellence and Head of Learning Experience first secured internal buy-in through the IDG Summit and gradually introduced the framework across teams, starting with finance and expanding to leadership and sustainability networks. After building support, they launched the IDGs company-wide, fostering a growing community to evolve their culture.
Create Space for Experimentation and Reflection: Fostering a culture of experimentation is key to implementing IDGs. Google’s Vice President of Global Workplace Programs organized an 'IDG Lab' with experts to explore how to implement the IDGs in their large, complex organization. They decided to select specific competencies which are seen as business critical, creating a tailored approach and are working towards implementing IDG related goals for leaders and teams. Icebug used a phased approach, focusing on different IDG dimensions in 100-day cycles, with experimentation and reflection spaces to support scaling across the organization.
Ensure Relevance to Organizational Goals: IDGs should align with the organization's specific needs, connecting inner development to business and sustainability goals. HR can embed the IDGs into key processes like recruitment, performance management, and leadership development, ensuring the framework becomes a sustainable part of the organization. Ericsson’s Global Head of Talent integrated the IDGs as the "engine under the hood" into their ongoing cultural transformation by aligning the IDGs with their pre-established five culture focus areas, ensuring relevance to their strategy, industry, and organizational context.
Below are some further examples of how HR and capacity-building organizations are partnering to implement the IDGs across Germany:
RegenBeings: By applying the IDG framework, RegenBeings enables organizations to implement regenerative innovation projects and build co-creative coalitions and ecosystems. This collective inner growth leads to a deeper systemic understanding of the needs of people and the planet, ensuring that initiatives not only aim for sustainability but also for regeneration and resilience.
Unity Effect: Anchored in their regenerative approach to measurement and evaluation, Unity Effect provides concrete tools and methodologies to track IDG implementation and link it to organizational goals.This helps reveal hidden strengths and opportunities, approaching measurement as a practice that strengthens collaboration and teamwork.
Inner Green Deal: The IDG framework is the basis for the capacity building programmes that the Inner Green Deal facilitates for organizations such as the European Commission and UNDP but also for companies. The programmes help organizations accelerate change by overcoming biases and other inner obstacles for change and by cultivating qualities that facilitate collaboration and a “can-do” mentality.
WalkAboutYou: Walkaboutyou integrates the IDGs into science-based outdoor workshops for teams and leaders. These experiences enhance nature connection which results in more sustainable behavior and culture as well as better collaboration, focus, creativity and resilience.
Conclusion:
For HR departments, the Inner Development Goals represent an opportunity to integrate inner development into every aspect of the employee experience, from recruitment and leadership development to performance management and team dynamics. The benefits of embracing inner development are profound, offering a pathway toward more sustainable, regenerative, innovative, and resilient organizations. As organizations continue to face unprecedented challenges in the 21st century, the IDG framework offers a much-needed tool for developing the inner qualities that will drive future success.
Want to learn more about the Inner Development Goals? Head on over to innerdevelopmentgoals.org to learn all the IDG Framework, events and Hubs.
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Laila Martins and Liane Stephan (CEO & Co-founder at Awaris and Inner Green Deal) will speak at the Impact Festival on October 30th 2024 on how to implement the Inner Development Goals.
*A special thank you to Jannik Kaiser (Co-founder at Unity Effect), Jeroen Janss (Co-founder at Inner Green Deal), and Kamil Barbarski (Co-founder at WalkAboutYou) for their review and contributions to this article.
