Garuda and TT38
Garuda encourages people to speak. TT38 hears what they don't say.
Garuda and TT38 share a common view of people: no one should be pigeonholed, and a profile is only a starting point. That's why they work well together. However, they each ask different questions. One about how you see yourself – the other about what truly motivates you.
Garuda
Garuda is also a Danish test, built on the idea that profiles should open conversations. Its 16 traits allow people to discuss differences without judging each other, and the Focus Profile articulates the types of tasks individuals prefer to tackle. Solid for recruitment and challenging team discussions.
TT38
A good conversation and a recognisable profile are one thing. Whether what a person prefers is also what gives them energy is another. Some speak enthusiastically about tasks they genuinely struggle through – and TT38 distinguishes between what drives someone and what they have learned to deliver.
Garuda and TT38 overlap more than most, but not everywhere. The chart shows where: green, when the test is strong on a theme; yellow, when the other picks up the slack.
Garuda
TT38
Dialogue – are you initiating a good conversation?
Garuda’s profile is designed to foster an open, equitable dialogue rather than to pass judgement. TT38 adds an objective talent assessment that the conversation can rely on – not just an individual’s self-perception.
Shared language – do you understand each other's differences?
Head-Heart-Hands provides an easily understandable language for how people think, collaborate, and act differently. TT38 supplements this by identifying which talents activate individuals in their daily work.
Task Focus – what do they prefer to do?
The Focus Profile identifies the types of tasks an employee prefers and thrives on, based on four focus areas. TT38 goes a layer deeper: whether the preference is based on a natural talent, or something that has been learned and delivered.
Talent as an energy source – what motivates them?
Garuda maps traits and focus as perceived by the respondent. TT38 maps naturally recurring talent patterns – what provides energy, not just what one prefers.
Preferences – is it genuine drive?
The Focus Profile shows what someone prefers. It does not distinguish between what provides energy and what has been learned to manage. TT38 shows the difference – whether the drive is natural or acquired.
Match over time – do they thrive in their role?
An impressive Garuda profile and a good conversation do not guarantee long-term well-being. Self-perceived focus is not talent activation – and engagement depends on the latter.
Leadership Potential – can they sustain the role long-term?
The Competence Profile describes a person’s traits. TT38 shows who possesses the natural talent landscape that a leadership role relies on over time.
Direction – what should they focus on?
Garuda describes how a person is and opens up a good conversation about it. TT38 provides the direction that the conversation often leaves: what am I naturally best at, and what should I focus on?
If you need to know more, let's delve deeper
Garuda's strength lies in conversation. When a profile becomes a shared discussion about how someone thinks and functions, something happens: people feel seen, and a leader gains words for what was previously just a gut feeling.
However, a conversation relies on how one sees oneself, and self-perception has blind spots. One can easily say they thrive on certain types of tasks, yet feel drained by them every day.
That is the difference between what you prefer and what you are designed for.
The former can be discussed. The latter requires looking beyond self-perception; and that's where the chart below can help you see where Garuda and TT38 share the answer.
And where only one reaches the full extent.
Here, the two are closer to each other than most.
Garuda and TT38 share the same fundamental view – that people should not be pigeonholed – and therefore they complement each other very well.
Garuda initiates the conversation and establishes a common language; TT38 provides a talent foundation for it, so it doesn't solely rely on what people themselves perceive.
If you are already using Garuda, there's no reason to discard it. TT38 doesn't push it aside, but rather delves deeper where self-perception falls short.
If you're starting from scratch, TT38 can also stand alone – from recruitment, development, and performance to retention and mentoring programmes.
So, what should you choose?
Do you have a talent for what drives you?
A good conversation about yourself is one thing. Knowing what gives you energy is another.
A talent advisor will review your free TT38 with you, so you leave with a clear picture of where you thrive best – and how to achieve the same for your employees.