When I first came across the Gapology framework, it immediately struck me as something every leader should learn. Why? Because it flips the script: instead of focusing on employee shortcomings, it forces leaders to look in the mirror.
Gapology, developed by Mark Thienes, Brian Brockhoff, and Jonathan Brookins, is a practical framework for identifying and closing performance gaps within teams and organisations. It’s not just a diagnostic tool—it’s a playbook for action. And in my view, it should be a fundamental part of leadership training everywhere.
Here’s a little download on the framework if you want to share it with your teams 👇
Identify the Gap, Close the Gap
Gapology image on this slide
The three leadership gaps
The framework identifies three core gaps that hinder performance:
- Knowledge gaps – When employees lack the skills or information to perform their tasks effectively.
- Importance gaps – When employees don’t understand the significance of their roles or responsibilities.
- Action gaps – When employees know what to do but fail to take action.
The brilliance of Gapology is its simplicity. It breaks down complex leadership challenges into clear, actionable insights. If leaders address these gaps, they build a culture of accountability, drive continuous improvement, and align their teams with organisational goals.
The role of leaders: it starts with you
One of the most powerful ideas in Gapology is that leaders own the gaps. When a team is underperforming, it’s easy to point fingers—but that’s leadership malpractice. Instead, leaders need to ask themselves:
- Have I hired the right people and provided the necessary training? (Knowledge gap)
- Have I communicated why their work matters? (Importance gap)
- Have I created a culture where people take ownership of their actions? (Action gap)
These aren’t just theoretical questions. They’re the building blocks of high-performance teams. If the answer to any of them is ‘no’, then it’s up to the leader to fix it.
Closing the gaps: practical steps
So how do you actually apply Gapology in the real world? Here’s how leaders can use the framework to drive meaningful change:
1. Address knowledge gaps
- Ensure recruitment aligns with the skills needed for success.
- Develop structured onboarding to set employees up for success from day one.
- Invest in ongoing learning through training, mentoring, and coaching.
2. Bridge importance gaps
- Connect daily tasks to the bigger picture so employees see the impact of their work.
- Reinforce priorities through clear, consistent communication.
- Set clear expectations and regularly revisit them.
3. Eliminate action gaps
- Create a culture where accountability is embraced, not feared.
- Recognise and reward action-oriented behaviour.
- Ensure employees have the tools and support to take ownership of their roles.
Performance gaps lead to inefficiencies, disengagement, and ultimately, business failure. By applying Gapology, leaders can diagnose and fix issues before they become systemic problems.
More importantly, it transforms the way leaders think about accountability. Instead of a top-down enforcement mechanism, accountability becomes a shared value—where everyone understands their role and takes responsibility for results.
Leadership is ownership
If you’re a leader, you don’t just manage a team—you set the conditions for their success. If something isn’t working, it’s on you to address it. That’s what makes the Gapology framework so powerful: it forces leaders to take full ownership of their influence.
So ask yourself: where are the gaps in your leadership? More importantly—what are you going to do about them?
Andy