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Iceberg Model
Why it matters?
Made popular by anthropologist Edward T. Hall in the 1970s, the metaphorical iceberg model has been adapted to various systems thinking scenarios where what is visible in a complex system is only 10% of what’s hidden below the surface.
This model can also be applied to an individual: where how they represent themselves (exposed part of the iceberg), is actually defined more by what is unseen below (motivations as dictated by emotions, definitions, values, and beliefs about one’s place in the world).
It is when we go deeper into the ‘iceberg’ where self-identify in those subconscious parts of self is better understood. Incongruences between what is visible (“what I say I do”) and what is hidden (“how I actually do things”) is where the work lies to build integrity in the system.
The Iceberg Model has four main layers (starting from what is seen at the top): Events (Actions, Behaviors, Results), and what is hidden below the surface: Patterns of Behavior (habits, emotions, attitudes, expectations, thoughts), Systems Structure (motives, values, traits, experiences) and Mental Models (values, identity, beliefs). You get increasing leverage towards things shifting further down the iceberg.
How it works?
1. Investigate all four levels and ask yourself questions at each stage, starting from the top:
Events: what do you see? what is happening now?
Patterns: what are the trends over time? What is your attitude towards these habits? How do you feel about your expectations?
Structures: what is influencing these patterns? What are the connections between them?
Mental Models: what assumptions, values and beliefs drive shape these structures?
2. As you investigate deeper into the model, you shift from what is happening (events / patterns) to why it’s happening (structures / beliefs) until you start seeing a picture of who you are.
3. At the bottom of the iceberg, try and sink deeper into any assumptions you might have that shape the belief that further influence the structure and patterns. Could you release or reshape any of those assumptions to shift beliefs and patterns for a new outcome?
4. Ask a series of “what if my core belief about myself was X” and see how that might change the way structures, patterns and events are shaped.
5. Lock in one new belief by creating a new result to reinforce those new patterns over time. Start with one to reduce complexity (often times this will create a snowball effect across behaviors, especially if it’s a core belief).
Examples
True transformation works at deeper levels of a sense of self — the more we shift these mental models, the more they affect the entire system.
Sources:
Linda Booth Sweeney & Dennis Meadows, “The Systems Thinking Playbook”
Study.com: Cultural Iceberg Model