In Part 1 of this series, the TWLDA Identity Mode Framework was introduced as a reflective practice tool, showing how its five modes — Thinker, Watcher, Learner, Decider, and Actor — support self-actualisation, enrich executive function, and promote systemic identity coherence. We also explored its applications in individual reflection and governance contexts, with charts illustrating its dynamic, process-based nature.

This second part extends that foundation by exploring various identity concepts, and examining how TWLDA can be combined with other developmental and reflective models. Used in this way, the framework not only stands on its own but also serves as a flexible companion to theories of consciousness, identity, and practice — expanding the possibilities for mentors, leaders, and reflective practitioners.

‘I’-dentity and Identification

There may be no ‘I’ in team, but there’s more than one in ‘I’-dentity.

The TWLDA framework emphasises that identity is not a single, static self but a constellation of five modes that interact dynamically. These modes reflect the many ways in which the ‘I’ is experienced and expressed, highlighting that identity is always multi-faceted, evolving, and processual.

To understand this more clearly, it helps to distinguish between identity and identification. Identity is the current sense of self, a composite of beliefs, personality, and roles. Identification, by contrast, is the ongoing process of aligning with certain characteristics or groups—the mechanism through which identity is continually constructed, modified, and reinforced.

The chart below captures this distinction, positioning identification as the foundation for the shaping of identity over time. Within the TWLDA framework, each identity mode can be seen as a different way of engaging in that process of identification, contributing to the evolving whole of identity.

Identity Work Strategies and the TWLDA

Research in sociology and organisational studies highlights the identity work strategies people use to construct, defend, and adapt their sense of self. These are often grouped into four categories: defensive (protecting against threat), aspirational (reaching toward desired selves), narrative (authoring coherent stories), and legitimating (securing recognition).

The following table maps these strategies across the five TWLDA identity modes. This shows not only what identity work is being done but also how it is processed — whether through cognitive reframing by the Thinker, role experimentation by the Learner, or embodied credibility by the Actor.

For reflective practice, the integration adds value by helping individuals identify which strategies they unconsciously rely on, where imbalances occur, and how to bring greater alignment across contexts. In this way, identity work is grounded in the lived interplay of modes, strategies, and environments.

Your Inner Voice: Self-Talk and the TWLDA

The inner voice (self-talk) can either hinder or help identity development. Negative patterns reinforce rumination and self-doubt, while affirming dialogue supports resilience, growth, and authenticity.

The next chart aligns this phenomenon with the five TWLDA modes. The Thinker generates narratives; the Watcher notices them with or without attachment; the Learner reframes them into meaning; the Decider commits to aligned action; and the Actor embodies the voice through behaviour and tone. Each mode can manifest in limiting or affirming forms — for instance, “I can’t do this” versus “I’m doing my best.”

By mapping self-talk across the modes, practitioners can spot which voice is dominant, interrupt cycles of limitation, and shift toward constructive alternatives. The inner voice thus becomes not just background chatter but a conscious source of reflection and growth.

Identity Mode Bypassing

While each identity mode adds value, reflective practice can break down if one or more modes are neglected or bypassed. This leads to distortions such as imbalance, loop disruption, or fragmentation. In governance settings, it can even cause systemic dysfunction. This table outlines some of these consequences, along with remedies for restoring balance, flow, and integration.

TWLDA in Conversation with Other Identity Frameworks

Identity is both personal and social, and no single model captures its full complexity. While TWLDA highlights intrapersonal processing, it becomes more powerful when paired with frameworks that emphasise social and structural dynamics.

The chart below illustrates three such intersections: Social Identity Theory (identity through group affiliation and comparison), Role Identity Theory (identity shaped by roles and transitions), and Intersectionality (how overlapping social categories structure lived experience and inequality). TWLDA complements these models by enabling internal reflection, adaptation, and agency in the face of external pressures.

Together, they show how identity is simultaneously dynamic and structured, personal and collective—linking inner processing with external realities.

Integrating TWLDA and the Meta-Taxonomy of Foundational Thinking

The Meta-Taxonomy of Foundational Thinking (MTFT) categorises the types of questions that shape thought and action, from ultimate purpose and non-negotiable constraints to methods, priorities, and outcomes. TWLDA complements this by offering the modes through which those questions are processed.

As shown in the next chart, each TWLDA mode aligns with aspects of the MTFT: the Thinker with structuring principles, the Watcher with context and priorities, the Learner with outcomes and feedback, the Decider with evaluative choices, and the Actor with implementation.

Together, they form a reflective resource that ensures inquiry covers the full spectrum of concerns while also being embodied in identity work and lived action.

Leadership Roles & Identities: A Three-Dimensional Perspective

The cube visualisation in the header image combines three influential frameworks: the TWLDA Identity Mode Framework, Mintzberg’s Five Minds of the Manager, and Hersey–Blanchard’s Situational Leadership Roles.

Like a puzzle cube, the model invites us to imagine not only the visible faces but also the hidden intersections. Each crossing of a TWLDA mode, a managerial mindset, and a situational leadership role generates a distinctive leadership stance e.g., a Thinker in Reflective mind adopting a Coaching role versus an Actor in Action mind delegating.

This integration underscores that leadership identity is multidimensional, situationally responsive, and open to reflective recalibration.

Leadership Consciousness & Identities: A Three-Way Integration

A second cube brings together the TWLDA Identity Mode Framework, Barrett’s Seven Levels of Consciousness, and Beckwith’s Four Stages of Awakening.

Each intersection reveals a unique position for reflection e.g., a Decider operating in the Self-Esteem level from the stance of “life happens to me” contrasts sharply with an Actor at the Service level acting from “life happens through me.”

Here TWLDA provides the process of identity work, Barrett charts developmental depth, and Beckwith frames existential orientation. Used together, they open pathways toward conscious, values-driven, and transformative leadership.

Aligning the TWLDA Framework with Richard Barrett’s Levels of Consciousness, the table below suggests ways in which you could reflect on the levels of consciousness you have been expressing in various situations, and whether you might elevate your approach by shifting to higher levels.

Using the Identity Concept Glossary for Reflective Practice

Because terms such as identity roles, states, narratives, and social identity are used differently across disciplines, the two-part Identity Concept Glossary was created as a clarifying resource.

• Part 1 covers individual identity concepts, including modes, roles, states, and narratives.
• Part 2 turns to group identity concepts, including social identity, collective identity, politics, and cohesion.

The glossary supports reflective practice by clarifying frameworks, prompting reflection, supporting integration, and providing shared language. It is more than a set of definitions — it is a practical tool for dialogue and development.

Conclusion: Extending the Practice

The TWLDA Identity Mode Framework is most powerful when paired with other models. Each framework brings a different angle on identity and growth, and combinations generate fresh perspectives for reflection.

Possible paired combinations:

• TWLDA + Johari Window — connecting self-processing with known/hidden identity aspects.
• TWLDA + Mezirow’s Transformative Learning Theory — navigating disorienting dilemmas and reframing meaning.
• TWLDA + Goleman’s Emotional Intelligence — aligning modes with emotional and relational competencies.

Possible three-way combinations:

• TWLDA + Wilber’s AQAL Integral Model + Adult Attachment Theory — integrating modes with quadrants of reality and relational styles.
• TWLDA + Appreciative Inquiry + Senge’s Learning Organization — linking reflective processing with strengths-based and systemic learning.
• TWLDA + Dialogical Self Theory + Polarity Management — working with inner dialogues and polar tensions through identity modes.

The invitation is simple: experiment.

Use TWLDA with models that resonate in your field—whether in leadership, mentoring, governance, education, or personal growth. Each combination adds depth and flexibility, helping you see yourself, your decisions, and your actions through a more integrated and dynamic lens.

See also:

Reflective Practice using Identity Mode Processing – Part 1
Foundational Thinking for Nonprofit Leaders
Regret: Your Improvement Catalyst
X Marks the Spot for Reflexive Practice
Temporal Sensemaking and Reflective Governance