In the business field, onion diagrams are often used to analyze the relationships between brand stakeholders, helping teams identify key stakeholders, optimize product design, and market strategies.
In social science research, onion diagrams can be used to show the relationships between different theories, methods, or strategies, helping researchers gain a deeper understanding of social phenomena.
In project management, onion diagrams can assist project managers in planning projects, showing the relationships between different stages, tasks, or resources of a project.

Concentric ring structure: Composed of 2 or more concentric circles, each ring represents different levels of elements, and the number of rings can be adjusted according to the complexity of the analysis.
Level information annotation: Innermost layer: Core themes or key driving factors; Middle layer: Supportive elements or related dimensions; Outermost layer: External environment or constraints.

Clearly define the central theme and association rules for each level before creating;
It is recommended to control the levels to 3-4, with no more than 5 elements per level to avoid information overload;
Use contrasting colors to distinguish levels, with higher levels having larger font sizes and deeper colors, and symbols can be used to mark key elements.

The onion model diagram was proposed by American scholar Richard Boyatzis and evolved from the iceberg model diagram to demonstrate the core elements of competence composition. This model summarizes competencies from the inside out as a layered structure, with the core being motivation, followed by personality, self-image and values, social roles, attitudes, knowledge, and skills. The further outward, the easier the elements are to develop and evaluate; the further inward, the harder the elements are to evaluate and acquire, as motivation and personality are mainly shaped by innate and early experiences, with strong stability. The onion model emphasizes the differential impact of elements at different levels on behavior prediction and is widely used in the field of human resource management, such as job competency analysis and personnel assessment, providing theoretical support for talent selection and evaluation.