Four wonderful uses of the professional iceberg model, you must want to know what job you choose.

Iceberg model is a very famous model put forward by American psychologist McLelland. This model can not only help individuals to improve their self-awareness and find suitable jobs, but also be well applied in the fields of career counseling, talent recruitment and talent development.

The iceberg model comprehensively describes a person's quality factors. As shown in the figure, the iceberg model includes two parts: water surface and underwater. Among them, the iceberg on the water represents knowledge and skills, which can be easily examined through exams and certificates, and can also be easily promoted and changed. It is called explicit quality factor, and the iceberg on the water represents factors that are difficult to understand and change directly, such as ability, values, personality traits and motivation, and it is called implicit quality factor. The meaning of each element is shown in the following table:

(1) Iceberg model can help you find your favorite job.

If you want to change your job, you can compare the last column in the table below and analyze the reasons why you don't like your present job.

Compared with the "symptoms" that the above elements do not match the job requirements, I believe I have found the reason why I want to quit.

The wonderful use of iceberg model does not stop there. We can also use the iceberg model to analyze other job requirements to help us find jobs that suit us and we like. This is just thought of by the human resources department in charge of recruitment. Please see the next move.

(2) The application of iceberg model in talent recruitment.

Let's take the recruitment requirements of business operation and maintenance engineers as an example to analyze their job requirements. As shown in the figure below, you will find that the job requirements of a position are actually written according to the iceberg model. This is the application of iceberg model in human resource recruitment. HR designs the post competency according to the iceberg model, which is also called the talent portrait of the post (the complete portrait also includes the requirements of education, age and working years). Therefore, when you look for a job again, you can easily find a job that suits you and you like by comparing your iceberg model with the requirements of your new job.

(3) The application of iceberg model in career counseling.

It is also a very useful tool for career counseling. When planning a person's career, we must first have a comprehensive understanding of a person. Some counselors will learn about a person's personality, values and motives through psychological tests. At this time, we can learn more information through interviews with the help of the quality elements of iceberg model, which will be a confirmation and supplement to psychological tests. I believe it will be very helpful for career counseling.

(4) The application of iceberg model in the field of talent development.

Enterprises often use 360-degree evaluation feedback method and psychological test when doing leadership training programs. 360-degree evaluation feedback mainly feeds back a person's behavior at work from different roles and angles, and psychological tests mainly measure a person's personality, motivation, values and other qualities. According to the iceberg model, we know that behaviors influenced by knowledge and skills can easily change. As long as you learn relevant knowledge and train certain skills, your behavioral ability will be improved. However, it is difficult to change the behavior influenced by personality and motivation values. Therefore, when making personal development plans for employees participating in leadership training, we should choose the abilities that are easy to change and adopt other strategies for those that are not easy to change according to the results of 360 evaluation and psychological test.

These are the four wonderful uses of iceberg model. If you find other wonderful uses, please leave a message and communicate with us.

Related reading, you may be interested in:

1. What should I be wary of when applying professional 360-degree evaluation feedback to performance appraisal?

2. Professional 360-degree evaluation how to break the "let go" Bug.