Waterline Model: Snorkel Before You Scuba

The Waterline Model: Diagnosing Team Problems by Starting at the Surface

The Waterline Model provides a framework for diagnosing what's really causing problems on a team. Rather than immediately focusing on individual performance issues, this model encourages leaders to first examine structural and systemic factors.

Core Concept

Think of your team as a boat trying to reach its destination (goals). The waterline represents what's visible versus what's hidden beneath the surface:

• The model identifies four layers of potential issues in descending order:
  • Structural issues (at the surface) - Goals, vision, roles, expectations
  • Dynamics issues - How the team works together, culture, decision-making, conflict resolution
  • Interpersonal issues - Relationships between two people
  • Intrapersonal issues (deepest) - Issues within one person

The Key Principle: "Snorkel Before You Scuba"

• 80% of team problems stem from structural or dynamics issues, not individual performance
• Always start diagnosis at the surface level (structural issues) before diving deeper
• Most managers instinctively dive straight to the bottom (blaming individuals) when problems arise

Practical Application

When facing team performance issues:

1. First examine structural clarity:

   • Are goals clearly defined and communicated?
   • Does everyone understand their specific role?
   • Are success metrics and expectations explicit?
   • Do people know what number they're responsible for driving?

2. Then look at team dynamics:

   • How does the team make decisions?
   • How is conflict handled?
   • Is information shared effectively?

3. Only then consider interpersonal or individual issues:

   • After addressing structural and dynamic issues, remaining problems may be interpersonal
   • Individual performance issues should be the last consideration, not the first

Implementation Approach

When diagnosing issues with a team member:

• Start with two-way dialogue: "Here's what I'm seeing. Tell me what's going on for you."
• Ask clarifying questions: "What do you think your job is? What number were you hired to drive?"
• Compare their understanding with yours to identify misalignment
• Reclarify roles and expectations repeatedly (you'll feel like a broken record)
• Remember that most performance issues stem from unclear expectations, not individual capability

The Waterline Model reminds leaders that before assuming someone is the problem, first ensure the system is set up for their success through clear goals, roles, and expectations.