Performance Consulting Gaps-Map
The Performance Consulting Gaps-Map is a diagnostic framework associated with the work of Dana Gaines Robinson and James C. Robinson. It is used in performance consulting to help identify and categorize the underlying causes of workplace performance gaps.
Rather than assuming performance problems are caused solely by a lack of training, the Gaps-Map helps organizations analyze a broader range of factors that may be affecting employee or organizational performance.
The framework is commonly used during performance analysis, cause analysis, and consulting conversations to evaluate both organizational and individual contributors to performance challenges.
The Gaps-Map typically examines areas such as:
- Information and feedback
- Resources and tools
- Incentives and consequences
- Capacity and workload
- Motives and expectations
- Knowledge and skills
- Individual capability
- Organizational systems and processes
The model supports a broader performance consulting approach by encouraging Learning and Development professionals to identify root causes before recommending solutions. In many situations, the analysis may reveal that process improvements, leadership alignment, workflow redesign, communication changes, or performance support tools are needed in addition to or instead of formal training.
The Performance Consulting Gaps-Map is often used alongside frameworks such as:
- Performance Analysis
- Performance Consulting Should-Is-Cause Logic
- Performance Consulting Needs Hierarchy
- Root Cause Analysis
See Also:
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Frequently Asked Questions About
the Performance Consulting Gaps-Map
:
What is the purpose of the Performance Consulting Gaps-Map?
The Gaps-Map helps organizations identify the underlying causes of workplace performance problems by examining both organizational and individual performance barriers.
Is the Gaps-Map only focused on training gaps?
No. The framework is specifically designed to broaden analysis beyond training needs and examine systems, processes, incentives, resources, communication, and workplace conditions that may affect performance.
How is the Gaps-Map used in performance consulting?
Performance consultants use the Gaps-Map during discovery conversations, stakeholder interviews, and performance analysis activities to diagnose root causes and guide solution recommendations.
