Competency Gap Analysis

Identifying development opportunities and priority areas for improvement

Gap Analysis Summary
Group-level performance gaps
4 Competencies Below Target
Requiring focused development intervention
Average Gap12.75%
Largest Gap15% (Change Management)
Target Performance70%
Priority Matrix
Development focus areas by priority
High Priority3 competencies
  • • Performance Management & Resource Optimization
  • • Change Management & Transformation
  • • Cross-Functional Collaboration
Medium Priority1 competency
  • • Key Account Management & Business Development
Performance Management & Resource Optimization
Current performance vs. target benchmark
High Priority
Current Score
58%
Target Score
70%
Performance Gap
12%
Progress to Target
83% of target
Actionable Insights
→Conduct full review of territory alignment and resource allocation
→Initiate best-practice sharing sessions with fellow RSMs
→Adopt longer-term perspective for setting targets and business improvement
Change Management & Transformation
Current performance vs. target benchmark
High Priority
Current Score
55%
Target Score
70%
Performance Gap
15%
Progress to Target
79% of target
Actionable Insights
→Adopt ADKAR-based communication plan for team awareness
→Learn formal change management methodologies such as PROSCI
→Interview colleagues who have led successful change initiatives
Cross-Functional Collaboration
Current performance vs. target benchmark
High Priority
Current Score
56%
Target Score
70%
Performance Gap
14%
Progress to Target
80% of target
Actionable Insights
→Lead cross-functional project teams with defined shared vision
→Facilitate meetings to drive cross-departmental collaboration
→Build stronger networks and promote trust across functions
Key Account Management & Business Development
Current performance vs. target benchmark
Medium Priority
Current Score
60%
Target Score
70%
Performance Gap
10%
Progress to Target
86% of target
Actionable Insights
→Select key accounts and develop comprehensive partnership plans
→Shadow senior Key Account Managers during planning sessions
→Build trust through consistent follow-through on commitments
Recommended Intervention Strategy
Structured approach to closing performance gaps
Phase 1: Foundation (0-3 months)
  • • Diagnostic assessments
  • • Individual development plans
  • • Core training programs
  • • Mentorship pairing
Phase 2: Development (3-6 months)
  • • Skill-building workshops
  • • On-the-job practice
  • • Peer learning sessions
  • • Progress check-ins
Phase 3: Mastery (6-12 months)
  • • Advanced certifications
  • • Leadership projects
  • • Knowledge sharing
  • • Performance validation