The Layers of Identity: What Our Early Selves Can Teach Us Today

Most of us had a clear idea of who we wanted to become when we were younger. Childhood photos remind me of the identities I once imagined for myself: singer, architect, biologist.

Those paths didn’t become my profession, but they never truly disappeared. They continued to show up in my interests, in the questions I explored during my PhD, and eventually in the work I do today.

This isn’t unusual. Research on identity development shows that our early interests often carry forward as subtle but powerful traces. They inform how we think, decide, lead, and relate to others — even if our professional path looks entirely different from what we once envisioned.

From both research and my own journey, three core insights stand out.

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1. Identity Has Many Layers

Identity is not a single definition or a job title.It’s composed of multiple layers that shape how we understand ourselves:

• our professional and private roles

• the groups and communities we identify with

• cultures and formative places

• family narratives and inherited stories

• personal values, interests, and traits

These layers interact and shift in different contexts. Together, they influence how we show up as leaders, especially under pressure, during transitions, or when we face role conflicts.

2. Identity Is Fluid Across Life Stages

Some parts of our identity change frequently — roles, interests, or the environments we move through.Other parts remain remarkably stable, especially our core values and deep motivations.

Understanding this fluidity helps leaders navigate transitions with clarity.It makes questions like“Am I growing in the right direction?”“Which part of myself is evolving — and which part needs anchoring?” not only manageable, but meaningful.

In leadership contexts, this awareness strengthens confidence and reduces the discomfort that often comes with stepping into new roles.

3. We Are the Stewards of Our Own Identity

Identity is not something that simply happens to us. It is something we can influence through:

• the narratives we choose to reinforce

• the roles and environments we say yes (or no) to

• the habits and relationships we cultivate

• the parts of ourselves we decide to bring forward or let go

Leaders who understand this take a more intentional approach to their development. They don’t wait for clarity to arrive — they create it.

Identity is flexible, but never random. Paying attention to it can be a powerful source of direction, confidence, and resilience.

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Why This Matters for Leadership and Organizations

In my work with managers, entrepreneurs, and academics, one theme consistently emerges: identity work strengthens leadership.

When leaders understand the layers that shape who they are and who they’re becoming, they make clearer decisions, communicate more authentically, and navigate complexity with greater stability.

At The Identity Institute, we help leaders and organizations explore these layers with a scientific and structured approach, grounded in research and tailored for real-world application.

A Question to Reflect On

What part of your childhood self — a passion, a value, a way of seeing the world — still shapes who you are today?

Sometimes, this is where the most meaningful identity work begins.