This winter, we experimented with something new. We invited our community to explore the Inner Development Goals (IDGs) through a lightly facilitated, self-paced offering we called the Winter Warm-Up. What began as a simple idea to share reflection prompts, micro-practices, and curated tools in Slack became something more meaningful. It gave us a glimpse into what supports people’s inner growth, even in the midst of full schedules, complexity, and change. 

The IDGs were a focus of my sabbatical last fall, but our curiosity about the framework is rooted in a larger question we’ve been living into for years: what kind of support do changemakers need to stay grounded, meet complexity with integrity, and nurture communities that are thriving, equitable, and able to adapt over time?  

We've been listening closely to what changemakers tell us they need. Again and again, we hear that the work isn't just technical or strategic, it's about how we show up, relate with others, and sustain ourselves in the midst of complexity. The IDGs offer a powerful framework for understanding and supporting these inner dimensions of change. 

The five dimensions and 23 capabilities are not abstract ideals. They are familiar capacities that are often embodied by effective changemakers, but they are rarely named or centered as essential to change work. The IDG framework helps bring them into focus and makes them easier to engage with. Truly centering this kind of inner development, however, asks us to invite new rhythms, redefine what counts as work, and embed reflective practice into the architecture of how teams, organizations, and networks operate. 

A Light, Flexible Offering 

Over the course of eleven weeks, we shared weekly canvases in Slack focused on two or three IDGs at a time featuring: 

✨ Reflection prompts for journaling or quiet contemplation
🌀 Micro-practices to strengthen inner capacities in personal or work life 
 🛠️Curated tools and resources for deeper exploration 

Participants were invited to explore the material at their own pace and share insights with others in a conversation thread. Sixty people participated, and nineteen offered thoughtful feedback in an anonymous evaluation at the close of the project. This blog lifts up four insights about the offering itself, and also the broader conditions that might help inner development take root. 

1. Inner work benefits from outer permission and intentional design  

The offering was designed to fit into a busy schedule. No meetings, no deadlines, only invitations and reminders to engage with curated content. Still, only 26% reported regular participation. Most reported “checking in a few times” (56%) or “following from afar” (16%).  

More than half of participants said that time was the biggest barrier to deeper engagement. One person shared, “It was a bit of a challenge for me to engage deeply in the work on top of my workload... generally I used this platform for shorter resets with micro-practices.” Another wrote, “It was excellently organized and presented, it was entirely my own lack of ability to slow down in those moments and engage with the tools and resources for each segment.” 

In a culture wired for urgency, carving out time for reflection and personal growth is counter-cultural. Even for me, during a sabbatical intentionally focused on inner development, it took permission and gentle urging from my boss for me to truly experience inner development work through my revived yoga and meditation practice, rather than just studying it. 

We heard from participants who found creative ways to make space. A few scheduled recurring time on their calendars, treating reflection as they would a meeting. Others paired the content with an existing routine, like journaling or a weekly walk. These small moves speak to a larger invitation: What if reflection wasn’t something we squeezed in, but something we designed for? What if more teams built spaciousness into their rhythm of work, and treated inner development not as an extra, but as essential infrastructure for complexity?  

✨ Reflection: What permissions, or structures, might you or your team need to prioritize inner development? 

2. Quiet engagement is still engagement 

Throughout the experiment we found ourselves looking for evidence of engagement, of learning, and value. This asynchronous format was entirely new for us, and we eagerly watched the conversation thread and asked light questions to prompt discussion. After initial introductions, only about 30% of participants continued to engage in a way that was visible to us.  

However, engagement was happening. Many reported reading canvases and posts (68%), trying a micro-practice (58%), using a tool or resource (56%), or quietly reflecting on a question (47%).  One person shared, “Although I was mostly a quiet observer in the Slack community, I found ways to engage with the IDGs in my workplace and my personal life.” 

Another shared, “Having this platform in the background was a great medium for resetting throughout my week.” 

This reminds us that not all learning looks the same. Engagement isn’t always visible. What if we designed our learning spaces to honor the full spectrum of engagement, from visible contributions to quiet, personal integration? And what if we, as changemakers, gave ourselves more permission to participate in ways that match our energy, capacity, and context? So many people told us they felt they “should” have done more. But what if reading quietly, trying one small practice, or simply holding a new idea was enough?  

🌀 Micro-practice: Presence without Pressure 
Choose one moment today to be fully present without needing to respond. Let yourself witness what’s unfolding without planning your reply, solving a problem, or capturing a takeaway. Afterward, reflect: What did I notice that I might have missed if I had been performing or producing? Presence alone can be a powerful form of engagement. 

3. Belonging accelerates depth 

Some participants longed for more connection. A few wished for small groups, real-time gatherings, or in-person touchpoints. One participant described, “I would love to see more opportunities for real-time connection - maybe a few optional small group discussions or live reflection circles built in along the way. Having space to share thoughts with others in the moment would deepen the learning and help build even stronger connections.”  

Still, there was a quiet sense of community. People noticed that others were reflecting too. One wrote, “It was nice to be in community for many of the things I was focusing on. It made me want to expand and share the ideas with our whole team.” 

These reflections remind us that belonging isn’t just about being in the same space, it’s about feeling invited, seen, and supported in the various ways we show up. How might we invite a deeper sense of connection into everyday spaces? What might it look like to intentionally design learning experiences that hold space for both solitude and solidarity? 

🛠️ Resource: Explore practical tools to help design meetings, spaces, and experiences that foster belonging in this #Design for Belonging Toolkit created by Dr. Susie Wise from the d.school at Standford.   

4. Small practices can create big changes 

Participants described a range of meaningful shifts that point to the subtle power of inner development. Many reported feeling more intentional and reflective, even with light engagement. Several described the experience as grounding, a way to reset in the midst of busy days. Others shared relational impacts, including more honest conversations and mindset shifts sparked by micro-practices like “assuming positive intent.” Even those who engaged less frequently found value in the tools and concepts, expressing curiosity and appreciation. Many planned to return to the materials later, recognizing their own pacing as gradual and noting that the asynchronous format created space for deeper integration over time. 

One story in particular stayed with us. A participant shared that both they and someone they supervise were taking part in the Winter Warm-Up. During weekly check-ins, they began incorporating micro-practices, like “speaking small truths.” Over time, their relationship changed. “This small act has been truly transformational in our working relationship,” they wrote. 

Inner development doesn't stop at self-awareness. It shapes how we relate to others, lead, and collaborate. In that way, it becomes a quiet form of strategy and part of the system and culture change we’re all working toward. 

Looking Ahead 

This offering reminded us that inner development is not a one-size-fits-all process. It’s human and relational. It’s shaped by design, invitation, permission, and presence. Encouragingly, 89% of participants said they would be open to more offerings centered on the IDGs.  

We’re exploring new formats that build on what we learned – experiences that support quieter engagement, foster deeper connection, and help root inner work in the realities of people’s lives. 

If you’re also working at the intersection of inner development and systems change, we’d love to learn with you. Please reach out.