In the initial study, two focus groups (n=11) scrutinized the five domains within the Inner Development Goals (IDG) framework, examining the essential skills for tackling challenging goals. They collaboratively crafted a streamlined 29-item measure (IDG-A), incorporating a novel sixth domain: organizational belonging. The second study assessed the IDG-A among employees from four organizations (n=39), exploring correlations between the 29 items, six domains, and overall scores. Significantly, many items, nearly all domains, and all domains in relation to the composite score exhibited meaningful correlations, suggesting strong single conceptual alignment. The third study employed findings from the first, leveraging the conceptual congruence of these domains, and motivational theories to shape the Meaning, Awareness, Purpose (MAP) model, designed to activate individuals for climate change goals by taking up climate action, and improving well-being. To assess MAP's effectiveness, two global organizations recruited employees interested in climate change, who underwent IDG-A assessments and were divided into a Carbon Literacy Training (CLT) group (n=10) who dissected strategies for climate action and created a project, or the MAP condition (n=6) emphasizing intrinsic motivation and merging individual and team climate actions to enhance well-being and communication. CLT involved a 15-hour course over 10 weeks, while MAP spanned 9 hours over 10 weeks. Post-intervention, both groups underwent IDG-A re-evaluation and interviews to gauge climate action engagement. Baseline IDG-A scores showed no group differences, with CLT showing no significant improvement. Conversely, MAP significantly improved (p=.004) and outperformed CLT (p=0.03). Interviews indicated personal changes for all, but uniquely, MAP reported enhanced team cohesion and improved well-being. In conclusion, this study proposes future research directions and practical applications