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The ‘Gap’ referred to is the difference between your score and the score of a respondent (rater) group. For example one of the survey competencies may be leadership. Raters will answer several questions about leadership. Perhaps you feel you are a good leader and rate yourself as a five out of five. The ratings of your manager, subordinates and peers average a four. You feel you are a better leader than those around you believe you are. This is the gap. This is an area where you can work to improve.

Gap analysis can also point out hidden strengths. Perhaps you feel you aren’t generating enough new ideas or initiatives. Your 360 survey report may show that others rate you high in creativity. This will help your confidence in your ability to contribute to new plans and programs.

Why does it matter?

Gap analysis highlights areas of unawareness. Have you ever talked to someone with spinach in their teeth? That insignificant tidbit could not grab your attention more if it was flashing with neon lights. Should you say something? Do you know the spinach’s host well enough to say something? The person with the spinach would probably like to know about the spinach. If he knew about the spinach, he would probably remove it right away.

Gap analysis has a similar effect. A new awareness of strengths and weaknesses creates changes in behavior often with no other coaching or training. Added formal training and coaching can produce even greater improvement.

How do you work to overcome a weakness you don’t know you have? 360-degree feedback through gap analysis allows raters to point out areas for improvement in an anonymous, safe manner. Participants’ blind spots, both positive and negative, are brought to light. Progress can be made just by understanding the ‘gap.’