Second Crack — The Leadership Podcast

The Inner Development Goals: Building Resilient Leadership for a Complex World

In this episode, we return to the updated Inner Development Goals (IDG), and reflect on what has changed, why it matters and how IDG is now even more relevant for leaders that want to develop resilient leadership.Why IDG mattersToday leaders are not primarily challenged by 'technical problems' where clear solutions exist. Instead they face adaptive challenges in an increasingly complex, interconnected, and fast-moving world.IDG answers: What inner capacities do leaders need in order to lead resilient, human-centered organisations in this complex environment?5 dimensions of IDGBEING – Cultivating Our Inner LifeAt the core is Being, highlighting that leadership starts with who we are. The revised wording emphasizes development as an ongoing practice. Skills such as inner compass, self-awareness, and presence may sound obvious, but require continuous reflection. Without them, leadership easily stays on the surface.THINKING – Understanding Our Complex WorldThinking is no longer framed as cognitive skill alone, but as understanding complexity. The shift towards systems thinking reflects today’s reality: leaders face adaptive challenges. Leadership becomes less about control and more about sense-making and framing the right questions so collective intelligence can emerge.RELATING – Caring for Others and the WorldThis dimension reflects a fundamentally different image of leadership: not dominance or certainty, but care, humanity, and relational maturity. Alongside empathy, humility, and compassion, forgiveness has been added as a key skill.COLLABORATING – Building Trust and Working TogetherThe collaborating dimension has been reframed to place trust at its centre. Trust is no longer treated as a skill in itself, but as an outcome of behaviors such as relationship-building, inclusion, communication, and co-creation.ACTING – Leading and Enabling ChangeThe final dimension focuses on enabling action, not driving it. Skills like courage, hope & optimism, and resilience point to leadership as creating conditions where people can act.A living guide for leadersThe IDG is not a finished model, like leadership itself, it continues to evolve. Used as a self-assessment or reflection tool, it helps leaders identify strengths, development areas, and how leadership can be shared across an organization.Working with Second Crack and IDGWe increasingly use IDG in our work. Its strength lies in its simplicity, shared language, and ability to quickly open deep, meaningful conversations about leadership behavior and culture. Please get in touch if you want to explore how we and IDG can support your organisation.Previous episodesFrom 2022, a 6-part in-depth look at IDG. Link to part 1: https://podcast.secondcrackleadership.com/1659493/episodes/10816920Link to episode on Systems Thinking with Dr. Paul Lawrence: https://podcast.secondcrackleadership.com/1659493/episodes/12056252Find more information related to IDG at innerdevelopmentgoals.orgAbout Second CrackMore information about us and our work is available on our website: secondcrackleadership.com. Contact us now to explore how we can support your leadership development in a company-wide initiative or with individual executive coaching: hello@secondcrackleadership.com. Connect with us on LinkedIn:Martin Aldergård Gerrit Pelzer

The Inner Development Goals 2.0 - Bringing Forgiveness into Leadership

In this episode, we explore forgiveness as an essential yet often overlooked capacity in leadership. Inspired by the updated Inner Development Goals 2.0, which now include forgiveness, we ask what it really means to forgive in a corporate context — and why it might be one of the strongest acts a leader can take.We look at how resentment and hurts drain energy, how unresolved conflicts hold teams back, and how forgiveness can help rebuild trust and release energy for growth and collaboration. And we challenge the idea that forgiveness is a sign of weakness — and rather requires strength, self-awareness, and courage.Key insightsForgiveness is not weakness.It takes strength and courage to face what happened, to let go of anger, and to move forward.Forgiveness and accountability can coexist. You can forgive someone and still hold them accountable — forgiveness doesn’t mean there are no consequences.Healing relationships frees up energy. Letting go of grudges restores focus and vitality — for individuals, teams, and the whole organization.Forgiveness can help make change successful. Acknowledging past disappointments, frustrations and hurts is essential before a team can truly move forward.Reflection questionsWhat makes you feel hurt, what makes you angry, and what creates negative feelings?If you are in the process of forgiving, reflect on what might this be teaching you? And even if you are still feeling hurt, how might you use this pain as a positive force for growth? Where might you still be holding a grudge — maybe over many years — and is it time to forgive? And who do you need to forgive?Is there anybody who you might have hurt? And isn't it time to actively approach that person and reach out?As a leader, how can you be more observant of your team’s emotions and the impact of your own behavior?How can forgiveness become a force for learning and growth in your team?Introduction to The Inner Development Goals (IDG)Our episode introducing the IDG: https://podcast.secondcrackleadership.com/1659493/episodes/10816920More information related to the IDG at innerdevelopmentgoals.orgAbout Second CrackMore information about us and our work is available on our website: secondcrackleadership.com. Contact us now to explore how we can support your leadership development in a company-wide initiative or with individual executive coaching: hello@secondcrackleadership.com. Connect with us on LinkedIn:Martin Aldergård Gerrit Pelzer

Good Leaders in Turbulent Times − with Martin Farrell

In this episode we explore what it means to lead with authenticity, courage, compassion and wisdom when the pressure is on. Our guest, Martin Farrell, author of Good Leaders in Turbulent Times, shares insights from six decades working for and with civil society organizations including the Red Cross and Save the Children.Through the metaphor of coffee roasting—the “second crack” that releases a bean’s full flavor—Martin reminds us that it’s often the heat of turbulence that helps leaders grow, if they have the courage to face it.HighlightsThe heat transforms: Growth happens in challenge, not comfort. Leaders evolve by facing turbulence, not avoiding it.Authenticity matters: Good leadership begins with self-awareness and alignment between inner and outer worlds.Avoidance fuels crisis: Many problems stem from ignoring early signals. Awareness and reflection are the antidotes.Listen to learn: Deep listening and “thinking partners” help leaders see what they can’t see alone.From ego to eco: Real wisdom comes from seeing oneself as part of a larger whole—organization, community, planet.Three enduring qualities: Compassion, courage, and wisdom form the foundation for leading well in uncertain times.Reflection questionsWhen I’m going through turbulent times as a leader, what are the signals I might be missing — or perhaps don’t want to see? How can I stay more open to them?So even if there is a crisis, how can I create space for reflection and ask myself, “What’s really going on here?”And whatever the outcome, success or failure, ask: what can I learn from it, and how can that learning become part of who I am as a leader?How can I turn discomfort or pain from crisis, into fuel for growth, rather than something to resist or suppress?About Martin FarrellHe is an author and long-time international facilitator with over 60 years’ experience in civil society organizations. His book ‘Good Leaders in Turbulent Times’ is available through major booksellers.Learn more at martinfarrell.orgMartin has also published leadership articles on his SubstackAbout Second CrackMore information about us and our work is available on our website: secondcrackleadership.com. Contact us now to explore how we can support your leadership development in a company-wide initiative or with individual executive coaching: hello@secondcrackleadership.com. Connect with us on LinkedIn:Martin Aldergård Gerrit Pelzer

Stop Telling, Start Learning: Five Steps to People-Powered Change

So often leaders tell people what to do, expecting change to follow. But real, lasting change happens when people understand, process, and make sense of change for themselves. In this episode, we dive into the "Power of learning” as a key to leading change and transformation. We share a practical, five-step approach that every leader can use to involve people, spark motivation, and create ownership of change. It’s about moving from telling to engaging, from compliance to commitment — and putting people at the center of transformation.HighlightsWhy traditional “telling” approaches fail to create lasting changeThe tension between speed and engagement — and how to handle itCompliance vs. commitment: the difference between “I do this because I have to” and “I want to”The five steps* leaders can use to enable learning and change:Spark curiosityProvide information and contextCreate opportunities to processEnable “aha” momentsSupport actionHow learning journeys turn communication plans into true change processesWhy shared insights matter more than individual understanding* These steps are what Klas Mellander refers to as "The Power of Learning" and you can read more about them in his book with the same name.Reflection questionsAs always, we wrap up the conversation with a couple of self-reflection prompts:How do you balance the need for speed with the importance of engaging people in a change process?As a leader, where do you get support for your own learning during change?Are you truly interested in what your people have to say — and open to letting their perspectives shape the outcome?What would make the change you are currently leading truly meaningful and relevant for the people you need to get on board?About Second Crack – The Leadership PodcastLearn more about the podcast and our work at secondcrackleadership.com. To explore how we can support leadership development in your organization—whether through company-wide initiatives or individual executive coaching—email: hello@secondcrackleadership.com. Connect on LinkedIn:Martin AldergårdGerrit Pelzer

Executive Coaching Lessons from 15 Years: Who You Are Is How You Lead

As a senior leader, you've achieved significant success. But how do you keep evolving into the best leader you can be—and is executive coaching the right lever?In this special 49th episode of Second Crack, co-hosts Gerrit Pelzer and Martin Aldergård take a candid look at the purpose and value of executive coaching. Marking his 15th anniversary in the field, Gerrit shares his core philosophy: coaching is about helping leaders create the conditions in which people—including the leaders themselves—can be their best, not just do their best. This crucial shift from doing to being  is what unlocks authentic, effective leadership.Gerrit and Martin explore:Common Myths vs. Reality: Coaching isn't a "fix" for underperformers. Like top athletes—and leaders such as Eric Schmidt—high performers rely on coaches to keep their edge.The Value Beyond ROI: The most significant benefits of coaching are often intangible. For senior leaders, a confidential space to think is rare—but vital to gain clarity, reflect without pressure, and navigate the reality that "it can be quite lonely at the top".The Power of Candid Feedback: A coach can be the one person who provides the direct feedback that others may be unwilling to share, breaking through blind spots and making further personal growth possible.Goals and Emergence: Is coaching always about setting SMART goals? Or does the real magic happen when we trust the process and allow new insights to surface? Ultimately, it's about finding the intricate balance between allowing for emergence and delivering tangible results.Reflection Questions for Leaders:What have I invested in my personal development over the past months—and is it enough for the scope I hold?What belief or assumption might be holding me back from working with an executive coach?What might I be failing to see about myself, and what would happen if I continued in the same way for the next few years?Curious whether executive coaching is right for you? Gerrit offers complimentary and obligation-free exploratory conversations to look at your context—and will happily suggest alternatives if coaching isn’t the best path.About Second Crack – The Leadership Podcast: Learn more at secondcrackleadership.com. For leadership development in your organization—or to enquire about executive coaching with Gerrit—email hello@secondcrackleadership.com Connect on LinkedIn: Martin Aldergård • Gerrit Pelzer