This paper explores the possibilities of achieving a new difference in relation to personal identity through group relations conferences. It gives a theoretical exposition of a group relations conference as an empty organisational structure with the primary task of reflection. Three routes for achieving a new sense of personal identity are described. One is the self-challenge of trying out new roles; the second is through assimilating a diversity of ‘big pictures’; the third is by creating new models of working in response to negative feedback. A critique of the traditional Leicester model in relation to contemporary organisations identifies two missing elements, leading to two new events that explore the dynamics of delegated authority and on-task competition. The link with a new training group is described.