The iceberg model of culture: A deep dive into workplace dynamics in 2025

In 1912, the Titanic met its tragic fate—not because of the part of the iceberg that was visible, but because of the massive structure lurking beneath the surface. What seemed like a manageable obstacle turned into an unavoidable disaster because no one accounted for what lay hidden below.

The same principle applies to workplace culture. What you see—company values on a website, diversity initiatives, or team-building activities—is just the tip of the iceberg. But beneath it lies the unspoken rules, power dynamics, and deep-seated behaviors that truly define an organization’s culture.

Ignoring these hidden layers can be just as dangerous as underestimating an iceberg in open waters. If companies want to build a workplace where employees thrive, they need to look deeper. That’s where the culture iceberg model comes in. Let’s break it down.

What is an iceberg model of culture?

The iceberg model of culture highlights that much of an organization’s culture lies beneath the surface. While visible aspects like branding, policies, and office layout are easy to recognize, deeper layers—such as leadership expectations and communication styles—truly shape the workplace.

One of the key examples of cultural iceberg is how companies handle decision-making. Some encourage collaboration, while others rely on strict hierarchies—both influenced by hidden cultural norms.

The Hall iceberg model reinforces this by distinguishing between explicit and implicit cultural elements. Different models of culture emphasize that addressing only surface-level issues won’t create meaningful change.

Every element of culture, from employee values to problem-solving approaches, contributes to workplace dynamics. Viewing culture as an iceberg helps organizations move beyond superficial changes and understand the deep-seated beliefs that drive behaviors, ensuring a more inclusive and engaged workforce.

Why is culture often compared to an iceberg?

The iceberg concept of culture is used to explain how much of what shapes organizational behavior is hidden beneath the surface. While visible elements provide structure, the iceberg theory of culture highlights that deeper, unseen factors have a greater influence on workplace dynamics.

• Visible culture is only the tip: Office layout, policies, and branding are easily recognizable aspects of the cultural iceberg model. However, they only represent a small fraction of what defines workplace culture.
• Hidden layers shape behavior: Unspoken norms, values, and leadership expectations exist below the surface. The culture iceberg model explains why these factors influence decision-making and employee interactions more than official guidelines.
• Cultural misalignment happens below the surface: Employees often struggle with unwritten rules, power dynamics, and unclear expectations. Recognizing what is a cultural iceberg helps leaders address these hidden conflicts.
• Cultural change requires deep transformation: Updating policies or mission statements won’t create lasting change. The iceberg model of culture examples shows that transforming workplace culture requires addressing deep-seated beliefs and behaviors.
• Workplace interactions reflect the cultural iceberg: Nonverbal cues, leadership styles, and informal communication patterns are crucial yet often overlooked. Real cultural iceberg examples reveal that successful organizations embrace both visible and hidden culture for long-term success.

Types of culture according to the iceberg theory of culture

The iceberg theory of culture explains how visible workplace elements are just the surface, while deeper, unspoken aspects shape employee behavior and company dynamics.

• Explicit culture: The most visible part of the iceberg concept of culture, including company policies, branding, and official communication. It sets the formal structure but doesn’t always reflect the deeper workplace reality.
• Implicit culture: Hidden norms, values, and expectations that employees learn through experience. It aligns with what is the iceberg model of culture, influencing collaboration, leadership, and workplace interactions.
• Adaptive culture: Organizations that embrace change, innovation, and continuous learning. This flexibility is crucial in the iceberg model of communication, where adaptability improves cross-cultural understanding.
• Resistance culture: A culture where employees or leadership resist change due to fear or tradition. One of the iceberg model examples of this is rigid corporate hierarchies that limit innovation.
• Leadership-driven culture: When leaders’ actions and values shape workplace behavior more than policies. The iceberg theory of culture highlights how leadership deeply impacts hidden cultural layers.

What are the layers of the iceberg model of culture?

The Iceberg Model of Culture is a metaphorical representation that helps to illustrate the various layers of culture, with the visible aspects above the waterline and the hidden aspects below.

1. Surface culture (Above the waterline):

• Visible Behaviors: These are the observable actions, gestures, rituals, and customs that people engage in on a daily basis. This includes the way people dress, the food they eat, their communication style, and other explicit behaviors.
• Artifacts: These are tangible elements of a culture that are easily noticeable, such as clothing, architecture, symbols, and technology. Artifacts often reflect the values, beliefs, and customs of a particular culture.
• Vision: Vision represents the long-term aspirations and goals of an organization within the surface culture. It is a forward-looking statement that articulates the desired future state and the overarching purpose that guides the organization's actions and decisions.
• Mission: Mission outlines the fundamental purpose and raison d'être of an organization within the surface culture. It defines the organization's scope, its primary objectives, and the ways it aims to contribute to the larger community or industry.
• Strategy: Strategy encompasses the planned actions and approaches an organization employs to achieve its objectives. It involves the allocation of resources, identification of key priorities, and the overall roadmap for success within the surface culture.
• Policies: Policies are the explicit guidelines and rules that govern the behavior and decision-making processes within an organization. They provide a framework for consistent and fair practices, contributing to a sense of order and predictability within the surface culture.
• External presentation: External presentation involves the public-facing image and representation of an organization. This includes branding, marketing, and the overall communication strategy that shapes how the organization is perceived by external stakeholders within the surface culture.
• Office environment: The office environment is the physical and cultural space where employees work and collaborate. It includes the layout, design, and atmosphere of the workspace, as well as the social dynamics and interactions that occur within the organization's physical boundaries within the surface culture.
• People: People are the lifeblood of any organization within the surface culture. The individuals who make up the workforce bring diverse skills, perspectives, and experiences to the table.

Surface culture represents what is readily visible to an outsider, but it only scratches the surface of a culture's complexity.

2. Hidden culture (Below the waterline):

• Values: Values are the underlying beliefs and principles that guide a culture. They define what is considered necessary, worthwhile, and desirable within a society. Values influence people's behaviors and decisions.
• Beliefs: Beliefs are the accepted truths or convictions that people hold. These can be religious, moral, or philosophical in nature and are deeply ingrained in the culture.
• Norms: Norms are the unwritten rules that dictate acceptable behavior within a society. They govern how people interact, communicate, and relate to one another. Norms provide a framework for social order.
• Assumptions: Assumptions are the unconscious, taken-for-granted aspects of culture. They are deeply embedded in the collective mindset and shape the way people perceive the world, others, and themselves.
• Unwritten rules: Unwritten rules are the subtle guidelines that exist within a culture, often unspoken but widely understood. These rules govern the acceptable ways to navigate various situations, shaping the day-to-day interactions and decisions of individuals within the culture.
• People's fundamental needs: People's fundamental needs are the universal requirements essential for their well-being and fulfillment. These needs extend beyond the physical and include emotional, psychological, and social aspects.
• Purpose: Purpose serves as the guiding force that gives meaning to individual and collective endeavors within a culture. It provides a sense of direction, inspiring individuals to contribute to something larger than themselves.
• Expectations: Expectations are the implicit assumptions and anticipated behaviors within a culture. They shape the standards for performance, communication, and relationships. Managing and aligning expectations contribute to a more harmonious and productive cultural environment.
• Vision statement: A vision statement articulates the aspirational goals and desired future state of a culture. It serves as a beacon, inspiring individuals to work collectively towards a shared vision. A well-crafted vision statement fosters unity and provides a roadmap for cultural growth and development.
• Personal space: Personal space is the physical and emotional boundaries individuals establish for themselves within a culture. Respecting personal space is crucial for maintaining healthy relationships and promoting a sense of autonomy among individuals.
• Trust: Trust is the foundation of any strong culture. It is built on reliability, transparency, and mutual respect. Cultures that prioritize trust create an environment where individuals feel secure, fostering collaboration and innovation.
• Learning opportunities: Learning opportunities are the pathways for personal and collective growth within a culture. Cultures that embrace continuous learning create an environment where individuals are encouraged to acquire new skills, adapt to change, and contribute to cultural evolution.
• Work ethic: Work ethic reflects the values and attitudes individuals bring to their professional endeavors. A strong work ethic contributes to a culture of diligence, responsibility, and excellence, driving collective success and achievement.
• Core value: Core values are the fundamental principles that define the essence of a culture. They represent the non-negotiable beliefs that guide decision-making and behavior. Cultures that uphold core values foster a sense of identity and purpose among their members.
• Flexibility: Flexibility is the ability of a culture to adapt and respond to changing circumstances. Cultures that value flexibility embrace innovation, resilience, and creativity, allowing individuals to navigate challenges and seize opportunities in an ever-evolving world.

The surface level: Visible culture

The surface level, or visible company culture, in the Iceberg Model refers to the observable and explicit aspects of a society that are readily apparent to external observers. This layer represents the tip of the cultural iceberg, akin to the exposed portion above the waterline, but is only a small part.

Some of its key components include language, which encompasses verbal and written communication distinctive to a culture, providing a tangible means of expression. Customs and traditions manifest as visible rituals, ceremonies, and social practices, offering insights into the shared behaviors of a community.

Additionally, the dress code reflects the attire specific to a particular company's culture, serving as a visual marker of identity.

While these elements provide a glimpse into a culture, the Iceberg Model emphasizes that a more profound understanding requires exploration of the submerged, implicit layers that shape the intricacies of human interactions and societal dynamics.

Beneath the surface: Invisible culture

Beneath the visible part lies the invisible culture, constituting the submerged layers of the Iceberg Model. Unlike the visible aspects, these elements are implicit, shaping the core values and dynamics of a society. This hidden realm includes:

1. Values: Fundamental beliefs and principles that guide individuals' behavior and decision-making, forming the moral compass of a culture.
2. Norms: Unwritten rules and expectations governing social behavior, influencing how individuals interact and relate to one another.
3. Beliefs: Cultural and religious convictions that define the worldview and mindset of a community, often ingrained from generation to generation.
4. Communication styles: Implicit rules and nuances in how people convey messages, which may include tone, body language, and contextual cues.

Acknowledging and understanding these invisible elements is crucial for effective intercultural communication, as they significantly impact the interpretation and meaning of observable behaviors.

The Iceberg Model underscores that cultural proficiency necessitates exploring and appreciating these concealed dimensions to navigate the complexities of human interaction, deeper culture, and global diversity.

Common pitfalls when addressing workplace culture

Workplace culture plays a crucial role in employee engagement, retention, and productivity. However, many organizations fail to address it effectively, often focusing on surface-level solutions rather than deep-rooted issues within the culture iceberg. Here are some common pitfalls:

• Focusing only on visible culture: Many companies emphasize office perks, branding, or mission statements while ignoring the hidden layers of the culture iceberg, such as unspoken norms, leadership behaviors, and employee sentiment.
• Assuming a one-size-fits-all approach: Workplace culture is unique to every organization, yet some leaders implement generic strategies without considering the deeper layers of their culture iceberg, leading to ineffective cultural initiatives.
• Neglecting leadership’s influence: Culture is often shaped by how leaders communicate, make decisions, and handle conflict. Failing to align leadership behaviors with cultural values results in a disconnect between stated and actual workplace culture.
• Overlooking employee feedback: Many organizations conduct culture assessments but fail to act on the results. Ignoring employee input reinforces negative aspects of the culture iceberg, leading to disengagement and distrust.
• Expecting quick cultural shifts: Workplace culture is deeply ingrained and cannot change overnight. Rushing the process without addressing the foundational aspects of the culture iceberg results in superficial, short-lived improvements.

Analyzing the impact of cultural iceberg on organizations

The Cultural Iceberg Model concept has profound implications for organizations operating in today's globalized and diverse business landscape.

At the surface level, observable cultural elements like language, dress code, and rituals may appear straightforward, but the hidden dimensions beneath the surface significantly influence organizational dynamics.

1. Workplace communication: Understanding implicit communication styles is crucial for effective collaboration. Divergent communication norms may lead to misunderstandings, impacting team cohesion and productivity.
2. Decision-making and values: Varied cultural values influence decision-making processes. Organizations must recognize and reconcile differences in core values to foster an inclusive and harmonious work environment.
3. Team dynamics and collaboration: Norms governing teamwork and collaboration can differ across cultures. An awareness of these implicit rules enhances cross-cultural cooperation, preventing potential conflicts.
4. Leadership styles: Cultural nuances shape leadership expectations and approaches. Organizations benefit from recognizing diverse leadership styles to promote effective management.
5. Diversity and inclusion: Acknowledging the cultural iceberg is integral to fostering diversity and inclusion. Organizations that embrace cultural differences create a more innovative and adaptable company and workforce.
6. Global expansion: For companies expanding globally, grasping the iceberg's submerged layers of strong culture is essential. Adapting to diverse cultural landscapes fosters successful market entry and sustained growth.
7. Organizational change management: Cultural differences play a significant role in how employees perceive and adapt to organizational changes. Understanding the cultural iceberg aids in developing change management strategies ensuring smoother transitions and higher acceptance rates.
8. Conflict resolution: Cultural misunderstandings can often lead to conflicts within the workplace. Recognizing the underlying cultural factors at play allows organizations to address conflicts more effectively, facilitating resolution and maintaining positive relationships among team members.
9. Customer relations: Cultural awareness is not only vital for internal operations but also for external interactions with customers and clients. Recognizing and respecting cultural differences can enhance customer satisfaction, improve communication, and strengthen business relationships, ultimately driving long-term success in diverse markets.
10. Employee engagement: Understanding deep cultural values fosters trust and motivation, leading to higher engagement levels and stronger retention. Employees who feel valued and understood are more likely to stay loyal to the company and contribute meaningfully to its success.
11. Workplace etiquette: Professional norms, such as formality levels and workplace hierarchy, differ across cultures and impact daily interactions. Failing to acknowledge these differences can lead to misinterpretation of behaviors, affecting team dynamics and workplace harmony.
12. Performance evaluation: Differing expectations on feedback and evaluation methods require a culturally sensitive approach to ensure fairness. Companies that tailor their evaluation processes to accommodate diverse cultural perspectives create a more inclusive and effective performance management system.
13. Hiring and recruitment: Implicit biases in hiring practices can unintentionally exclude diverse talent, limiting innovation and inclusivity. Organizations that incorporate cultural awareness into their recruitment strategies can attract a broader range of candidates and build more dynamic, high-performing teams.
14. Training and development: Employee learning styles and expectations vary based on cultural background, influencing training program effectiveness. Providing diverse training methods, such as hands-on learning, mentorship, or digital courses, ensures that employees from all backgrounds can grow and thrive.
15. Company reputation: Organizations that acknowledge and integrate cultural nuances build stronger employer brands, attracting top talent and fostering a positive workplace culture. A strong reputation for inclusivity and cultural awareness also enhances brand loyalty, customer trust, and overall business credibility.

The influence of leadership on cultural iceberg

The iceberg theory of culture highlights how unspoken values and leadership expectations influence organizational success.

• Setting the visible tone: Leaders establish workplace norms, communication styles, and company values, forming the surface level of the cultural iceberg model.
• Influencing the hidden layers: Leadership styles, personal beliefs, and unspoken expectations define the deeper aspects of the iceberg concept of culture, affecting workplace dynamics.
• Adapting to diverse leadership expectations: Different cultures attribute varying traits to effective leadership, making an understanding of what is cultural iceberg crucial for fostering inclusivity.
• Demonstrating cultural intelligence: Recognizing cultural iceberg examples and adjusting leadership approaches helps bridge gaps, strengthen trust, and encourage diverse perspectives.
• Shaping organizational identity: Leaders either reinforce existing norms or drive transformation, showcasing the iceberg model of culture examples across industries.

Leveraging the iceberg model for diversity and inclusion

The iceberg model of culture highlights that true diversity goes beyond visible traits, emphasizing the deeper, often overlooked cultural elements that shape workplace dynamics.

• Recognizing surface-level diversity: Visible aspects like ethnicity, gender, and age are just the tip of the cultural iceberg, representing only a fraction of an individual’s identity.
• Embracing hidden cultural dimensions: Values, beliefs, and communication styles form the deeper layers of the iceberg theory of culture, influencing workplace interactions and collaboration.
• Developing inclusive policies: Understanding the cultural iceberg model helps organizations design strategies that go beyond tokenism and promote genuine inclusivity.
• Empowering leadership with cultural intelligence: Leaders who grasp the culture iceberg can create workplaces where underrepresented voices are valued and integrated.
• Driving innovation and engagement: Leveraging insights from the cultural iceberg theory fosters a workplace where diversity fuels creativity, adaptability, and long-term success.

Iceberg model of culture examples

The Iceberg Model of Culture can be found in various aspects of everyday life, for example, illustrating how visible and invisible elements shape cultural dynamics.

1. Language and communication

• Visible: The choice of language, accents, and non-verbal communication styles.
• Invisible: Implicit communication norms, such as the level of formality, indirectness, or reliance on other words and non-verbal cues, which greatly impact interpersonal interactions.

2. Workplace behavior

• Visible: Office attire, punctuality, and observable team rituals.
• Invisible: Unspoken rules governing hierarchy, decision-making, and professional relationships that are deeply embedded in the organizational culture.

3. Ceremonies and traditions

• Visible: Cultural ceremonies, festivals, and public celebrations.
• Invisible: The underlying values, beliefs, and historical significance attached to these traditions influence social cohesion and identity.

4. Management styles

• Visible: Leadership behaviors, communication with employees, and organizational structure.
• Invisible: Implicit leadership expectations, attitudes towards authority, and cultural nuances that shape management approaches.

5. Cultural artifacts

• Visible: Art, literature, music, and other tangible expressions of culture.
• Invisible: The deeper meanings, symbols, and values embedded in cultural artifacts reflect the collective identity and historical context of a society.

6. Family dynamics

• Visible: Family structures, roles, and rituals.
• Invisible: Implicit rules governing familial relationships, expectations, and values that guide interpersonal interactions within the family unit.

7. Educational systems

• Visible: School uniforms, teaching methods, and academic curriculum.
• Invisible: Emphasis on hierarchy within educational institutions, and the values instilled through schooling, influencing students' behavior and perspectives.

8. Food and dining etiquette

• Visible: Cuisine diversity, table manners, and dining customs.
• Invisible: Significance attached to specific foods, mealtime rituals, and the social hierarchy reflected in dining etiquette, shaping social interactions and bonding within communities.

9. Religious practices

• Visible: Religious symbols, rituals, and places of worship.
• Invisible: The deeply ingrained beliefs, moral codes, and spiritual values guiding religious practices, influencing individual behavior, community cohesion, and societal norms.

Questions to ask employees in the iceberg model of culture

Here’s how you can explore cultural dynamics with your team:

Communication

1. What languages do team members speak fluently, and how does language proficiency impact communication within the team?
2. Are there any cultural nuances in communication styles, such as directness, indirectness, or the use of nonverbal cues?
3. How do team members navigate language barriers or differences in communication preferences during collaboration?

Cultural practices

1. What observable cultural practices or rituals do team members engage in, and what significance do these hold in their respective cultures?
2. How do team members perceive differences in workplace attire, and are there any cultural expectations or norms regarding dress code?
3. Are there any visible symbols or artifacts in the workplace that represent different cultural backgrounds, and how do these influence the work environment?

Values alignment in diversity

1. What implicit norms or values influence decision-making processes, leadership styles, and professional interactions within the team?
2. How do team members navigate cultural differences in hierarchical structures, power dynamics, and conflict resolution approaches?
3. What strategies can be implemented to leverage cultural diversity as a source of innovation, creativity, and collaboration within the team?

Implications and solutions

1. How does cultural diversity impact team dynamics, communication effectiveness, and decision-making processes?
2. What challenges or opportunities arise from working in multicultural teams, and how can these be addressed through training, education, or cultural competency programs?
3. What steps can be taken to foster a more inclusive and culturally competent work environment, where all team members feel valued and respected?

Conclusion

In navigating the Iceberg Model of Culture, we uncover the profound layers that shape workplace interactions. From visible customs to invisible values, this model serves as a guide for understanding the complexities of workplace culture and fostering inclusivity.

Recognizing both the seen and unseen aspects helps organizations create environments where diverse perspectives thrive, strengthening collaboration and innovation.

By regularly conducting culture surveys, organizations can ensure they are fostering a positive work environment that promotes engagement, collaboration, and satisfaction. CultureMonkey allows businesses to gather real-time data efficiently, empowering leaders to respond to employee concerns quickly.

Its pulse survey tool offers real-time insights, enabling businesses to track employee sentiment continuously. With anonymous feedback features, CultureMonkey helps organizations gain deeper insights into workplace culture, ensuring that inclusivity efforts align with employee needs.

Visit CultureMonkey today to get started on your journey toward a more inclusive and engaged!

FAQs

1. How can organizations leverage the culture iceberg model to foster inclusivity?

Organizations can leverage the culture iceberg model by recognizing visible cultural elements like language and rituals, then delving deeper into underlying values and beliefs. By understanding these deeper layers, they can promote inclusivity by respecting diverse perspectives and fostering a sense of belonging among employees from various cultural backgrounds.

2. What are some practical applications of the culture iceberg model?

Practical applications of the culture iceberg model include developing cross-cultural communication strategies, designing inclusive policies, and conducting diversity training. By addressing both visible and hidden cultural aspects, organizations can create environments where employees feel valued, respected, and able to contribute effectively regardless of their cultural backgrounds.

3. How does the culture iceberg model apply to multinational corporations operating in diverse cultural contexts?

The culture iceberg model is crucial for multinational corporations navigating diverse cultural contexts. By understanding surface-level differences like language and customs alongside deeper cultural dimensions such as values and worldview, companies can adapt their strategies, communication, and operations to effectively engage with diverse stakeholders, mitigate misunderstandings, and build strong, inclusive global teams.

4. How can leaders effectively address hidden cultural biases within their teams using the culture iceberg model?

Leaders can address hidden cultural biases by fostering open dialogue and promoting cultural awareness. Using the culture iceberg model, they can encourage team members to explore deeper cultural dimensions beyond surface-level behaviors. Implementing diversity training, mentorship programs, and inclusive policies helps mitigate biases and promotes understanding and respect among team members.

5. What challenges do organizations face when using the culture iceberg model for diversity and inclusion?

Common challenges in implementing the culture iceberg model include resistance to change, lack of awareness about cultural nuances, and difficulty in integrating diverse perspectives. Additionally, organizational culture clashes, inadequate resources for training, and ineffective communication strategies can hinder successful implementation. Overcoming these challenges requires commitment from leadership, ongoing education, and creating a supportive environment for diversity and inclusion initiatives.

6. What are the risks of ignoring the deep layers of workplace culture?

Ignoring the deep layers of workplace culture can lead to high turnover, low employee engagement, and a toxic work environment. Hidden issues like poor leadership, lack of inclusion, and unspoken biases can create distrust and resistance to change. Over time, this damages productivity, employer reputation, and overall business success, making it harder to retain and attract top talent.