In the late session GPN on Dec. 3 we dug into a few very juicy questions. 1. If this polarity were trying to teach you something about how you show up in your life, what might that lesson be? 2. Where do you have agency to influence this polarity — in yourself, your relationships, or your system? 3. What’s one small shift that could change your relationship with this polarity by just a degree or two?  Would you be interested in continuing the conversation in our Hangout? Drop a 😀 in the comments if you can be there. p.s. The questions were created by @Marie Hernandez @Daria Larsson Vella and iterated for the late session by @Etrit Shkreli

Hello dear friends, 🤗 I’d love to briefly introduce myself, as recommended by @Nadene Canning A friend from the IDG Summit, @Etrit Shkreli , encouraged me to join this community, and I’m truly grateful for the invitation. I already see many familiar names and faces from past IDG events, which feels wonderful. The reason I engage so deeply with the IDG movement is simple: I’m most passionate about empowering people to master the “game of life” and realize their full potential. I genuinely believe that supporting people on their inner development journey — helping them become more conscious, self-aware, and aligned — has a profound impact on creating a sustainable world. Fully awake individuals don’t make short-sighted decisions that prioritize quick wins over long-term wellbeing for humanity and the planet. By background, I’m an IT engineer and a long-time enthusiast of blockchain and AI technologies. I’m currently studying sustainable financial systems and macroeconomics, and I’m focused on projects that merge these domains with inner development. Throughout my career, I’ve helped build and scale companies and participated in the creation of dozens of startup products. I’ve co-founded four startups so far, including HTEC Group, which today brings together more than 2,300 engineers worldwide. I value clear and efficient communication, so much so that I’ve developed two innovative communication frameworks: Non-Linear Chat and Conclusion-Driven Communication. In different contexts I also step into roles as a speaker, coach, and mentor — all with the intention of helping people grow from the inside out. Looking forward to connecting, learning, and co-creating meaningful impact with all of you ✨

Hello All, I am working with a client on their talent development needs and am exploring using the IDG Guide to do a 360 degree style survey for the stream leadership teams. Looking forward to any best practices I can emulate. Thanks in advance.

Great conversation today. Here are some insights shared: Core IDG Concept (unchanged): - The sustainability crisis is fundamentally a behavioral crisis, not just a technical problem - Inner development is essential for outer change - values, perspectives, relationships need to evolve - This core mission remains the same for the next 50 years What's Changing - Organizational Structure: - Moving away from centralized startup mentality with big summits and central control - Transitioning to a distributed movement model - Central node should focus on narrative and integrity rather than operations - Suggested that leadership should be elected by the community, not controlled by founders Survey Insights (50 responses): - Strong grassroots energy with decentralized involvement - Participants across multiple roles in hubs, centers, and ambassador networks - Missing voices: strategic stakeholders, business/academic partners, co-founders Key Themes from Survey: - What brings aliveness: Human connection, local trust, small circles, clear roles, readiness for local action - What enables progress: Clear decision-making agreements, better two-way communication, cross-collaborations between communities, trust in community-led action - IDG Foundation's role: Hold integrity of IDG essence but not manage operations Here are two documents for you too look at: https://docs.google.com/document/d/1f3k_2awsQR5vsuieONW-fD9Fr4KxjdQAgvB-GHkFWHc/edit?tab=t.0 https://docs.google.com/presentation/d/16MhWjtjmCNqgF7mOZnX02UCwPNehNqfs4hkO8SiHlMU/edit?slide=id.g3ac78849a87_0_11#slide=id.g3ac78849a87_0_11

Yesterday we talked about the Thinking dimension and what the 'painpoints' are for organizations in this dimension. As a reminder of what we're trying to do: speak the same language of our potential clients so that we can open a conversation, get invited, and then slowly introduce the IDG language. This is not always needed. Some organizations already understand our language. We just need to pick people up where they're at. The conversation mainly revolved around 'Perspective Thinking'. The result of not giving space to different perspectives in company culture may lead to: - 'mono culture' (especially in very diverse cities that's a big problem, people disengage as shared by @Michele Manocchi) - Silos - Low engagement - Negative employer branding and no attraction of best candidates Out of those 4 pain points, organizations might only have awareness of the last two (engagement and hiring problems). So we reverse-engineered 'Perspective Thinking' which is our IDG language, into 'Low Engagement' and 'We Can't Find Good Candidates' which is an expression of the organizational pain points. My perspective is that if we are good bridge-makers between these languages, we increase our chances of getting invited to the table. And then we can slowly introduce the IDG language and skills. Thank you @Marvin Maneve, @Erhovwo Josiah, @Michele Manocchi and @Paolo Nicora for sharing your perspectives and ideas!