Things slow down. Strategies stall. Friction builds under the surface.

We’ve seen it time and again - teams packed with talent still struggle to make clear, confident decisions. Not because they lack capability, but because they lack a shared thinking infrastructure. That’s where mental models come in.

This post is for leaders who want to embed mental models not just into their thinking, but into their team’s culture. The best part? You don’t need an offsite or a three-day retreat. With the right approach, you can run a powerful, engaging workshop in two hours or less.

Let’s walk you through how.

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Why This Matters: Thinking as a Strategic Asset

In a world where 70% of strategic failures are traced to execution breakdowns - not flawed vision - the way teams think together becomes a competitive advantage.

Mental models provide scaffolding for sharper decisions and smoother collaboration. As Charlie Munger put it:

“80 or 90 important models will carry about 90% of the freight in making you a worldly-wise person.”

We’ve found that even five to seven models - if consistently used across functions - can radically elevate how teams debate, prioritise, and problem-solve.

The Workshop Framework: Build, Apply, Reflect

We use a 3-part design we call the BAR Method:

1. Build Shared Language
   
   
2. Apply to Real Work
   
   
3. Reflect for Retention
   
   

Let’s break it down.

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1. Build Shared Language

Before models can work as mental shorthand, your team needs to know them - deeply enough to spot them in the wild.

Pick 3–5 models that fit your team’s domain. For example:

• Inversion for risk management or QA teams
  
  
• Second-Order Thinking for product and policy teams
  
  
• First Principles Thinking for innovation and engineering
  
  
• The Eisenhower Matrix for operational clarity
  
  
• Comparative Advantage for cross-functional handoffs
  
  

Activity:
Break the group into pairs. Each pair gets a one-pager with a model explanation and a famous or fictional example (e.g. Apple using First Principles, or Sherlock Holmes using Inversion). Pairs then teach the model back to the group in 2 minutes.

Reflection Prompt: What model here challenges your default approach to decision-making?

Micro-action: Add these models to team wikis or internal playbooks as living tools - not one-time slides.

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2. Apply to Real Work

Models only stick when they solve something you actually care about.

Select a live challenge or recent decision the team made - product launch, market entry, hiring dilemma, pricing change. Then use a model to revisit or reframe it.

Example Scenario:
You’re evaluating two go-to-market plans. Use Second-Order Thinking to forecast not just the immediate outcome, but knock-on effects three steps out.

Facilitation Tip:
Give teams a simple worksheet:

• What was the original decision or assumption?
  
  
• Apply Model X - what shifts?
  
  
• What new insight or risk emerges?
  
  

Reflection Prompt: How did this model widen or deepen your original thinking?

Micro-action: Pick one upcoming team meeting where you’ll test-drive a model in real time.

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3. Reflect for Retention

The aha moments often come after the workshop - if you make space for reflection.

Build a closing loop with these two components:

• Round-robin sharing: “One model I’ll use this week is…”
  
  
• Commitment cards: Each team member writes down where they’ll apply one model in the next 5 working days.
  
  

Optional Add-on:
Create a Slack or Teams thread called Mental Model in Action. Encourage people to post examples of when they caught themselves or others using a model.

Reflection Prompt: When did you last wish you'd used a model in hindsight?

Micro-action: Set a recurring 15-minute “Model Monday” slot where one person brings a model to apply to a team issue.

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Bringing It to Life: Your Workshop Plan in 3 Steps

1. Pre-Work (Day -2 to Day 0)
   
   
   
   • Choose 3–5 models that suit your context
     
     
   • Design one-pagers or handouts with practical examples
     
     
   • Identify a real challenge or decision to rework
     
     
2. Workshop (90–120 minutes)
   
   
   
   • 20 min: Model Teach-Backs
     
     
   • 40 min: Model Application to Real Challenge
     
     
   • 20 min: Reflection, Sharing, Commitments
     
     
   • 20 min buffer: Transitions + Q&A
     
     
3. Post-Workshop (Next 2 weeks)
   
   
   
   • Send follow-up email with key models and examples
     
     
   • Invite usage stories in team channels
     
     
   • Reinforce by using models in meetings, docs, retros
     
     

Pro Tip: Run the workshop with cross-functional groups. Diversity of roles reveals the true power of shared frameworks.

What Undermines This? Common Pitfalls

1. Too Many Models, Too Soon
   
   
   
   • Teams get overwhelmed and retain nothing. Start small. Go deep.
     
     
2. Abstract over Applied
   
   
   
   • If models aren’t used on actual work, they feel academic. Always pair theory with a live case.
     
     
3. Leader Doesn’t Model It
   
   
   
   • If you’re not using the language, your team won’t either. Model the model.
     
     
4. No Reinforcement Loop
   
   
   
   • One-off sessions fade fast. Embed in rituals - standups, retros, planning docs.
     
     

Executive Reflection Corner

Prompt 1: Which decisions this quarter could benefit from a deliberate model-led review?

Prompt 2: What thinking habits does your team rely on - by default - and which deserve an upgrade?

What Changes When You Do This Well?

We’ve seen organisations that integrate 3–5 models into their team routines report:

• Sharper debates with less ego and posturing
  
  
• Faster consensus on complex trade-offs
  
  
• More proactive risk surfacing
  
  
• Less cognitive overload in fast-moving environments
  
  

It’s not about thinking more. It’s about thinking together, better.

And that’s the real multiplier.

Try This Next Week

Block two hours. Invite your core team. Pick three models. Use a real problem. Reflect together.

Then email us. We’d love to hear what surfaced.

Team SHIFT