Iceberg Model

In Short

Look below events to patterns, structures and mental models
Best for: Systems thinking iceberg for diagnosis
Iceberg Model is a structured tool for coaching and facilitation. Look below events to patterns, structures and mental models. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: Systems thinking iceberg for diagnosis
Expected outcomes:
- Improved ability to look below events to patterns, structures and mental models
- A concrete action or development plan to take forward from the Iceberg Model process

In Detail

Iceberg Model is a professional development resource designed to help coaches, leaders, and facilitators look below events to patterns, structures and mental models. It sits within the category of Systems thinking iceberg for diagnosis, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, Iceberg Model is delivered as a 6-step process. The process begins by introduce the Iceberg Model: visible events at the surface, patterns of behaviour below, systemic structures below that,. The session closes by ask: 'What assumptions or beliefs underpin the structure?' 6. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

Iceberg Model is most valuable when practitioners need a reliable, repeatable approach that can be adapted to different contexts without losing its core structure. It bridges the gap between conceptual understanding and practical application, making it a durable addition to any coaching or facilitation toolkit.

How to Use

1. Introduce the Iceberg Model: visible events at the surface, patterns of behaviour below, systemic structures below that, and mental models at the deepest level. 2. Present a visible problem or event as the starting point. 3. Ask: 'What pattern of behaviour creates this event repeatedly?' 4. Ask: 'What structural feature (incentives, flows, feedback loops) sustains that pattern?' 5. Ask: 'What assumptions or beliefs underpin the structure?' 6. Identify leverage points at the structural and mental model levels.

Pros and Cons

Pros	Cons
Directly addresses the challenge of look below events to patterns, structures and mental models through a structured, repeatable approach Adaptable to different seniority levels, team sizes, and organisational contexts Generates actionable insight that participants can apply immediately in their work	Effectiveness varies based on the facilitator's skill level and familiarity with the tool Requires adequate time for both the exercise and a meaningful debrief to realise full value May not be appropriate for all cultural contexts without adaptation

Created by Various (systems thinking tradition; popularised by Donella Meadows, Peter Senge)

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching	✓
Team Coaching
Leadership Development
Facilitation / Workshop
Online / Virtual

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