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Talent Management & Assessment: D.E.S.T.I.N.Y. |
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The D.E.S.T.I.N.Y. approach of Bridges for Choice is innovative because it helps to shed a light on the interplay of competencies and cognitive capability.
DESTINY as a meaningful acronym, not only defines the different competencies at the different levels of complexity, but also indicates that the result can be mapped on a talent development chart.
| D | Defining vision and objectives (Work-Input)
This dimension sheds light on the way a person deals with objectives. | | E-DM | Enabling; Judgement and Decision Making (Work-Throughput) | | E-AMB | Enabling; Coping with Ambiguity (Work-Throughput) | | E-Pl&Org | Enabling; Planning and Organising (Work-Throughput)
The enabling dimension looks at how a person realises objectives, how decisions are made, how one deals with uncertainty and ambiguity and how one plans and organises. | | S | Succeeding (results orientation) (Work-Output)
Results orientation is the main topic here. | | T | True Self (Social-Self)
This dimension reveals one's ego-strength: how easily does the candidate learn from experience and how resilient is he/she. | | I | Interpersonal Skills (Social-Other)
This dimension describes how one involves and influences others in the realisation of plans. | | N | Nurturing (leadership) (Social-Managing)
This dimension examines one's coaching competencies. | | Y | IntegritY
This dimension takes a look at the manner in which one deals with values |
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