Talent Management & Assessment: D.E.S.T.I.N.Y.
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)|
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.
This dimension takes a look at the manner in which one deals with values