McClelland's Iceberg Model

McClelland's Iceberg Model Explained

David McClelland (1917-1998) was an American psychologist, academic, and scientist. He became famous for his theory of motivation. What motivates people? Which needs are learned? According to him, regardless of age, gender, or culture, everyone deals with motivation, which in turn is directly linked to needs. Linked to his theory of motivation, he developed the Iceberg Model. In this world-famous model, the client is compared to an iceberg. Above the waterline, you see the tip of the iceberg. Below the waterline, however, lies the largest part-the part that is not visible. The model encourages reflection. What are your strengths? What do you want to achieve? How do you plan to achieve this? You can read more about the meaning behind this on this page.

The Structure of the Iceberg Model

The Iceberg Model consists of two main parts that together describe the entirety of human functioning:

Above the waterline

Above the water’s surface, you see the tip of the mountain. Here, McClelland identifies people’s observable behavior, skills, and knowledge. Action is central here. These elements are: - Observable by others - Measurable and tangible - Relatively easy to develop through training - Directly applicable in work situations

Below the waterline

The largest part of an iceberg lies hidden below the waterline. This symbolizes people’s unconscious and invisible beliefs, norms, values, traits, and motives. This hidden part often contains the unspoken thoughts and desires that drive visible behavior.

Invisible Factors

Here, we’ll take a moment to consider the invisible components below the waterline: Beliefs are strong opinions or views about yourself, others, or a situation. They are shaped by your upbringing and environmental factors. This also includes self-doubt. Norms and values are what people come to regard as good or bad. A certain action is taken-or not taken-because an underlying norm or value influences it. For example, you might not want to bother a coworker because they’re too busy. Personal traits also influence behavior. People can be introverted or extroverted. One person is sociable, while another is shy. Motives are the basis for taking action. You’re motivated to achieve your goal. Otherwise, it will be difficult if you aren’t convinced yourself.

The Iceberg Model Within an Organization

Within an organization, it’s important to understand what motivates employees and their teams. You can bring about behavioral changes based on the iceberg theory. Often, the focus within teams is on what you see-the concrete, tangible elements that are addressed. On the one hand, it’s important to establish clear guidelines, work within a structure, solidify agreements, or provide feedback. But it’s also important to consider what employees are experiencing internally. The characteristics below the waterline of the iceberg model have a significant impact on visible behavior. They can either reinforce or hinder progress. The abstract part below the waterline must not be overlooked. Here, the emphasis is on feelings. When people are guided from this deeper level, change arises from within.

Practical Application in HR

Frequently Asked Questions:

Start with the Iceberg Model in your organization

Would you like to gain more insight into what drives your employees? What their motivations are? What their personalities are like? For more information about our full range of assessments, click here.