Bridging the Learning Gap: How to Conduct a Meaningful Gap Analysis
As an instructional designer and trainer, I have been fascinated by how people learn, as well as wanting to help them along the way. Whether I’m designing a course or helping others with their personal growth, using NLP and coaching techniques, such as motivation strategies or their overall well-being, the process always starts with where they are now and where they want to be in the future. You can’t design a solution until you know that crucial information. In NLP and coaching, the “Well-Formed Outcome” is used to discover where the starting point is and what outcome the person wants to achieve. That’s where the gap analysis comes in.
Instructional designers are asked to do different types of analyses. Here I want to talk about the gap analysis because I believe that is the most important one to start with – after a needs analysis has been done. (The needs analysis will help discover if training is the best solution.)
There are three core areas that a gap analysis should cover before developing a course: The Knowledge Gap; The Performance Gap; and The Motivation Gap.
The Knowledge Gap
This covers the difference between what the learners currently know and what they need to know to perform their jobs successfully. For example, if the employees need to learn a new software or even upgrades to their current software, the knowledge gap would cover the new features, terminology, and function of this new software. For soft-skills, an instructional designer could conduct interviews or focus groups to find out the employees current knowledge regarding a particular subject.
The Performance Gap
This gap is about the skills required for an employee to successfully do their jobs. It is about application. Can the learners demonstrate the desired skills required? These skills require practice and feedback in order to demonstrate the skills. I often use tools like Langevin’s Task Analysis Worksheets to break down complex tasks into manageable (and teachable) steps. As an instructional designer, it can help to collaborate with leadership in order to clarify expected outcomes and to ensure that the training communicates the required tasks clearly and accurately.
Sometimes the gap in performance is not due to a lack of training, but something within the environment that is preventing the employee from performing up to standard. This could be something like a missing tool they need or an outdated system or even a lack of support from management. These issues can be discovered while doing a needs analysis. (I will discuss needs analyses in a later post.)
The Motivation Gap
This one is tricky. A motivation gap exists when a learner has the knowledge and the skills but chooses not to apply them. There can be many reasons why they lack motivation. Maybe they don’t see the bigger picture or the why. Maybe they feel overwhelmed or feel a lack of recognition and not appreciated. Sometimes it can be outside stresses, like family issues or financial troubles.
To close this gap, the designer could include small attainable wins throughout the training. There could be real-world examples that are relevant to the learner so they can see the bigger picture better. Perhaps stressing what’s in it for them would help. (WIIFM)
Summary
A gap analysis is more of a discovery process. It helps reveal what is really standing between where they are now and their desired outcomes. Discovering if the issues lie in knowledge, skill or motivation will help the instructional designer build a course that will bridge that gap.
I’ve found that the same principles used for instructional designers also apply to personal change, whether we are improving our health, habits, or mindset. Understanding where we are now and where we want to be is always a good first step.