Follow the Map!

The GAPS! Map is where it's at!  Never before have I used a model that makes things as simple as the GAPS! map for getting my logic and actions in order.  My group is now working in box 3; identifying the "is".  The work we did in box 1 and 2 basically set us up beautifully for the work we are now doing.  It clicked for me when my group was guided in the right direction to build a performance model for the "should" performers prior to collecting data on the "is" performers.  We were going to collect data for both groups at the same time, but now understand that we need to see where the average performers are falling short on the behaviors/best practices that we identified in our performance model to identify the "is".  I truly hope that the GAPS! map doesn't lead my group astray for the remaining boxes, but with a little guidance, I doubt that will happen.

Our performance model that brings the work from box 1 and box 2 of the GAPS! map all together is below:

Wake Forest RA Performance Model:

Performance Result: What must be accomplished	Best Practices: How the result can be accomplished	Quality Criteria: How to know that result has been accomplished in an excellent manner
Build dynamic relationships between residents and RAs Definition: Going beyond the transactional part of a relationship to build peer relationships with clear boundaries.	Ensure that RAs actively establish connections with their residents in the first week. Establish open door policy for residents. Regularly develop creative programs to meet residents’ diverse interests and needs. Develop one-on-one relationships with residents.	RAs successfully complete a first week project. Increase in satisfactory resident feedback on accessibility on satisfaction survey. Increase in satisfactory resident feedback on programs on satisfaction survey. Increase in satisfactory resident feedback on accessibility question on satisfaction survey.

On a side note, one of my group members completed an interview of a star performer after we built our performance model, and I was so pleased to see that the interviewees behaviors/best practices completely complimented the performance model we had built two days before.  It was reassurance that we are doing this thing right!