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Gapology Diagnostic Tool

Find where the performance gap really lives — before you have the conversation.

📋 Step 1 — Set the Context

Before working through the 9 boxes, get specific about what's actually happening. Vague problems lead to vague diagnoses.

Direct Report's Name (optional)
What is the specific performance issue?
What does 'good' look like? (The standard)
How long has this been an issue?
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Gap 1 — Knowledge Gap
"Does this person actually know how to do the job?"
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A knowledge gap means your employee can't perform because they were never fully set up to. This isn't about motivation — it's about whether they ever had a real shot. Answer honestly. "Sort of" counts as No.

1
Talent — Did you recruit the right person?
Does this person have the foundational ability and aptitude for this role? Not perfection — but the raw capacity to succeed here.
What's missing?
2
Onboarding — Did you set them up from day one?
Did they receive a thorough introduction to the role, the team, the systems, and what's expected? Or were they thrown in and expected to figure it out?
What was skipped or rushed?
3
Ongoing Training — Are you still investing in their development?
Has this person had access to training as the job has evolved? Or did onboarding end and development stop?
What training gaps exist?
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Gap 2 — Importance Gap
"Does this person know what actually matters most?"
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An importance gap means your employee is probably working — just on the wrong things, or without knowing what "right" looks like. The problem isn't effort, it's direction. If they can't hit a target they can't see, that's on the leader who hid it.

4
Prioritization — Do they know what to focus on first?
Have you clearly communicated what matters most, second, and third? Or are they left managing a pile of competing demands with no roadmap?
What's unclear or competing?
5
Communication — Are you reaching them consistently?
Does this person hear from you regularly about what's changing, what matters, and how they're doing? Or do you assume information trickles down on its own?
Where's the communication breaking down?
6
Expectations — Do they know exactly what 'good' looks like?
Have you stated your expectations clearly, specifically, and in a way they can measure themselves against — or have you assumed they "just know"?
What expectations have been assumed but never stated?
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Gap 3 — Action Gap
"Is this person motivated and empowered to actually perform?"
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An action gap means your employee might know what to do and what matters — but something is stopping them from doing it. That something is almost always a leadership issue: culture, buy-in, or accountability. This is the hardest gap to own, and the most important.

7
Culture — Did you create an environment where they can thrive?
Is the team culture supportive, safe, and energizing? Or is it fearful, chaotic, or demoralizing in ways that are working against this person's performance?
What's undermining the culture?
8
Commitment — Have you earned their genuine buy-in?
Is this person committed to the work — or just compliant? Have you invested enough in the relationship that they want to perform, not just have to?
What's missing in the relationship?
9
Accountability — Do you follow through consistently?
Have you held this person accountable in real time, or have you let things slide and allowed a pattern to form? Avoiding the conversation is a choice — and it has consequences.
What have you let slide?
📊 Diagnosis
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Not yet assessed
Work through the 9 boxes to find where the performance gap really lives.
0 of 9 boxes answered
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Knowledge Gap
Talent · Onboarding · Training
Not started
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Importance Gap
Priority · Communication · Expectations
Not started
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Action Gap
Culture · Commitment · Accountability
Not started
Next Step
Answer the questions on the left. Your diagnosis will appear here as you go.