Growth & Drive
Learning through feedback, initiative, ambition.
Evidence over self-report. Observation over questionnaires.
The YTAA assessment methodology combines game-based behavioural observation, structured self-reflection and peer feedback into one competency profile.
How assessment works
- 01
Pre-game diagnostics
Multiple intelligences, life drivers and VIA character strengths; participants are assigned to one of five guilds.
- 02
The simulation
Five guilds build a city across five 25-minute quarters: trading resources, negotiating, cooperating, delivering projects to the mayor’s office.
- 03
Structured debrief
Self-assessment and peer assessment on 12 competencies; facilitators complete observation protocols.
- 04
The profile
Three perspectives combined: how you see yourself, how peers see you, what facilitators observed.
- 05
The report and career map
Competency profile, Nova-Lead indices, professional vectors and a map of future professions with matching study pathways.
The Nova-Lead model
Leadership
Empathy, coaching, team-building, the ability to move a group.
Critical Thinking
Analysis, risk assessment, context and long-term decisions.
Ethics, Empathy & Self-Regulation
Integrity, self-control, safe dialogue under pressure.
12 competencies
- growth through feedback
- drive to win
- working with feedback
- initiative
- empathy & active listening
- team-building & mentoring
- cooperation & negotiation
- critical thinking
- context, strategy & decisions
- risk assessment & hypotheses
- self-control
- ethics & safe dialogue
The perception gap
Our signature metric is the perception gap — the difference between self-assessment, peer assessment and facilitator observation. A participant who rates their negotiation skills at 5 while peers and facilitators rate them at 2 has not “failed”; they have found their most valuable development zone. This is the same gap that costs employers millions when it surfaces at age 25 instead of 16.
What participants receive
- Individual report — game profile, competency scores from three perspectives, Nova-Lead indices, expert commentary on strengths and growth zones.
- Personal career map — future professions ranked by fit (match score, demand trend, supporting skills), with explicit “what to develop next” guidance and matching university pathways.
- Development track — recommended projects, cases and mentors to test and grow the profile in practice.
What this is not
Not a psychological diagnosis, not an IQ test, not a guarantee of admission or employment, not a fixed label. Assessment reflects behaviour in one structured situation, at one point in time. Recommendations expand options; they never close them. Final decisions about admission always rest with universities; hiring decisions always rest with employers.