Candidate Insights

American Safety VP of Sales

Updated October 13, 2022

Behavioral Styles

D
I
S
C
Extrovert
People
Introvert
Task

Motivational Styles

Very Low Low Average High Very High
Aesthetic balance, harmony and form
Economic economic or practical returns
Individualistic stand out as independent and unique
Political be in control or have influence
Altruist humanitarian efforts or to help others altruistically
Regulatory establish order, routine and structure
Theoretical knowledge, learning and understanding

Brian Altongy

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
HighAltruist Has a high desire to help others learn, grow, and develop.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
Very HighTheoretical Passionate about learning for its own sake. Continually in learning mode and bringing a very high degree of technical or knowledge base credibility.

Personalized Interview Guide

Based on the information for Brian, here are some specific, personalized questions to ask during your interview. These questions focus on Brian's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Brian:

Ask Brian, “How did you most effectively utilize these key strengths in past roles?”

  • Brings an excellent problem-solving skill to the organization, especially with problems of an abstract or complex nature.
  • Able to provide factual, authoritative, and objective verbal expression on topics to which you have given mind-share and intellectual consideration.
  • Brings a high knowledge-base and process-base from which to expand the ideas of the team or concept.
  • You demonstrate a high degree of expertise in things you attempt.
  • Brings a high degree of objectivity to the organization's systems and projects.
  • Provides a very deliberate and systematic approach to the analysis and critical thinking necessary for finding answers and creating solutions.
  • Excellent in working on technical problems and processes involving many facets.

Potential weaknesses for Brian:

Below are some potential areas of improvement for Brian. Go through this list and discuss how Brian perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Have a lower sense of urgency to get things done.
  • Be reserved and not show enough empathy sometimes.
  • Be a bit of a selective listener, hearing only what you want to hear.
  • Become impatient when things don't go as expected.
  • Take criticism personally, even though it was directed at a work process.
  • Not openly project a lot of enthusiasm.

Cultural Fit/Ideal Environment for Brian

Below are some characteristics that describe Brian's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Brian to understand how they fit in the company culture. Look for aspects that would excite Brian about coming to work every day.

  • An environment that supports your critical thinking skills.
  • Quality standards in which to support and maintain.
  • A secure work situation, in exchange for the loyalty and work-ethic demonstrated.
  • Complete explanations of areas of responsibility and control.
  • An environment where you can work with people with whom you have developed mutual trust, rapport, and credibility.
  • Identification with the team or greater organization.
  • Sufficient time to adjust to changes in the workplace or procedures.

Chris Ochs

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
Very HighTheoretical Passionate about learning for its own sake. Continually in learning mode and bringing a very high degree of technical or knowledge base credibility.

Personalized Interview Guide

Based on the information for Chris, here are some specific, personalized questions to ask during your interview. These questions focus on Chris's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Chris:

Ask Chris, “How did you most effectively utilize these key strengths in past roles?”

  • You have the rare ability to fit into a great many cultures or environments.
  • Able to delegate responsibility to others in an enthusiastic and personable way.
  • You score like those known to be 'movers and shakers' in the workplace.
  • Able to react and adapt quickly to change in projects or activities.
  • Potential to be an engaging presenter.
  • You work effectively with people through leadership, and work through people by providing them long-term motivation through your natural optimism.
  • You are very much at ease in making presentations to large or small groups.

Potential weaknesses for Chris:

Below are some potential areas of improvement for Chris. Go through this list and discuss how Chris perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • May sometimes be a selective listener, hearing only what you want to hear.
  • Sometimes inattentive to details, and may need support in this area.
  • The natural optimism may yield a tendency to over-forecast or over-estimate the success of the project.
  • Could be more effective with large groups by being a bit more firm in delegating and setting deadlines.
  • May be somewhat disorganized behind the scenes, but the public presence will maintain an orderly image.
  • The high trust level may be extended to some others with fewer scruples, and you may get 'burned' in the process.
  • May sometimes act impulsively, emotions over facts.

Cultural Fit/Ideal Environment for Chris

Below are some characteristics that describe Chris's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Chris to understand how they fit in the company culture. Look for aspects that would excite Chris about coming to work every day.

  • Opportunity to be heard on a variety of issues.
  • Wide scope of involvement with a variety of people.
  • Ability to see rapid results from your efforts.
  • Opportunities to learn, grow, and advance rapidly.
  • Opportunity to try new ideas.
  • Freedom of speech and self-expression.
  • Challenging assignments.

Dallas Nash

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
HighEconomic High drive for economic gain helps provide motivation through long projects and assignments.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
HighAltruist Has a high desire to help others learn, grow, and develop.
LowRegulatory Able to be a multi-threaded problem solver, able to shift gears and projects in a flexible way.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Dallas, here are some specific, personalized questions to ask during your interview. These questions focus on Dallas's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Dallas:

Ask Dallas, “How did you most effectively utilize these key strengths in past roles?”

  • Able to direct and motivate others while still being sensitive to their needs and concerns.
  • Very supportive of team efforts.
  • Willing to work hard for a mission, cause, project, or purpose.
  • Builds good team relationships without being an extremist.
  • Extensive base of both knowledge and expertise can be tapped to assist in getting a job done.
  • An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills.
  • Has a rare ability of being able to calm people who are angry or upset.

Potential weaknesses for Dallas:

Below are some potential areas of improvement for Dallas. Go through this list and discuss how Dallas perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Hold too much to past tradition in procedures and processes.
  • Trust people a bit too much and may get burned in the process.
  • Gloss over some details that later may become important.
  • Be overly optimistic in ability to persuade or manage others.
  • Say "yes" too often and spread yourself too thin.
  • Become a selective listener.
  • Have a lower sense of urgency to get things done.

Cultural Fit/Ideal Environment for Dallas

Below are some characteristics that describe Dallas's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Dallas to understand how they fit in the company culture. Look for aspects that would excite Dallas about coming to work every day.

  • Opportunity to be heard on a variety of issues.
  • Mobility, and freedom to travel around the organization or around the country.
  • Wide scope of involvement with a variety of people.
  • Opportunity to try new ideas.
  • Ability to see rapid results from your efforts.
  • Authority equal to your responsibility.
  • Flexible environment, able to support changes and spontaneity.

Elly Sherman

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
HighAltruist Has a high desire to help others learn, grow, and develop.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Elly, here are some specific, personalized questions to ask during your interview. These questions focus on Elly's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Elly:

Ask Elly, “How did you most effectively utilize these key strengths in past roles?”

  • You work well either independently or with others.
  • You bring a sense of continuous accountability for achievement.
  • You will readily voice opinions after objective analysis of the issues.
  • You can always be depended upon to follow through with commitments.
  • You are accepting and supportive of those on the team who demonstrate a quality effort.
  • You provide a results-oriented approach without a frantic sense of urgency.
  • You value integrity in yourself and others.

Potential weaknesses for Elly:

Below are some potential areas of improvement for Elly. Go through this list and discuss how Elly perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Give ultimatums when things aren't going your way.
  • Take on too much, too soon, too often.
  • Resist sharing work loads or spreading responsibilities around.
  • Show outward contempt toward those who are critical of your efforts.
  • Take criticism of your work as a personal attack.
  • Take over delegated work when it is not going exactly as you would do it.
  • Take an "either/or" outlook on things instead of a perspective that multiple solutions could possibly work.

Cultural Fit/Ideal Environment for Elly

Below are some characteristics that describe Elly's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Elly to understand how they fit in the company culture. Look for aspects that would excite Elly about coming to work every day.

  • Freedom from many controls and restrictions.
  • An evaluation system based on the results achieved, not the process used to achieve the results.
  • Responsibilities with a strong amount of decisiveness required.
  • High stakes opportunity for success.
  • Assignments involving motivating and persuading a network of people.
  • Freedom for mobility around the organization and perhaps around the country.
  • Challenging assignments.

Jeff Manin

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
Very HighEconomic Very competitive and bottom-line oriented.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
LowAltruist Won't be taken advantage of and protect own turf and that of the team or organization.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Jeff, here are some specific, personalized questions to ask during your interview. These questions focus on Jeff's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Jeff:

Ask Jeff, “How did you most effectively utilize these key strengths in past roles?”

  • Socially poised and confident, and can usually speak in a persuasive way to small and large groups of people.
  • Able to direct and motivate others while still being sensitive to their needs and concerns.
  • Able to multi-task in a variety of areas, maintaining control over many projects simultaneously.
  • You score like those who are highly driven individuals. Driven toward solutions and success while bringing others with them on the journey.
  • Ready to take the credit or the blame for the results.
  • Strong ability to motivate and manage others through optimistic attitude and firm delegation of tasks.
  • Has the ability to be both firm and friendly as the situation demands.

Potential weaknesses for Jeff:

Below are some potential areas of improvement for Jeff. Go through this list and discuss how Jeff perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • May become defensive and blame other areas of the organization for inefficiencies or miscommunications.
  • The high sense of urgency coupled with the high ego and optimism, may lead to overstepping authority and responsibility.
  • The high ego may appear as blunt and critical to some people don't share the same ego strength.
  • May become impatient if not getting appropriate attention and recognition from others.
  • The high urgency may lead you to do too many things yourself. It takes too long to explain it to someone else, so you do it yourself.
  • Tends to be a selective listener, hearing only what you want to hear.
  • May get more positive reactions by softening the approach and ego at times.

Cultural Fit/Ideal Environment for Jeff

Below are some characteristics that describe Jeff's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Jeff to understand how they fit in the company culture. Look for aspects that would excite Jeff about coming to work every day.

  • Social recognition for accomplishments.
  • Assignments involving motivational skills in leading others.
  • A climate that supports innovative ideas for success in the future.
  • Short cut methods, and reduction of potential bottlenecks.
  • Non-routine assignments.
  • Opportunity to see immediate results.
  • An environment with a high degree of people contacts, and problems to solve.

Joe Moerschel

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
Very HighEconomic Very competitive and bottom-line oriented.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
HighRegulatory Strong preference for following established systems or creating them if none present.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Joe, here are some specific, personalized questions to ask during your interview. These questions focus on Joe's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Joe:

Ask Joe, “How did you most effectively utilize these key strengths in past roles?”

  • Excellent empathic listening style, a model for others to observe and follow.
  • Demonstrates an appropriate combination of people-orientation plus listening ability and may serve as a sought-after coach or counselor to peers within the organization.
  • Brings a positive sense of humor, and not at the expense of others.
  • Very people oriented. Able to talk with new people very easily in small groups or in large audiences.
  • Able to reach goals by working with and supporting the efforts of others on the team.
  • Demonstrates a high degree of patience in working with others.
  • Able to negotiate conflicts into win-win situations.

Potential weaknesses for Joe:

Below are some potential areas of improvement for Joe. Go through this list and discuss how Joe perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Hesitate to correct or discipline those who need it for fear of offending someone.
  • Need some coaching in time management and in setting deadlines that are more ambitious.
  • Be too indirect in providing instructions, not wanting to impose your will on others.
  • Be slow to make decisions due to a need to consider the people-side of all issues.
  • Take constructive criticism too personally.
  • Lack a high sense of urgency, especially when under pressure.
  • Show less emphasis on productivity and more emphasis on the people-side of a project.

Cultural Fit/Ideal Environment for Joe

Below are some characteristics that describe Joe's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Joe to understand how they fit in the company culture. Look for aspects that would excite Joe about coming to work every day.

  • Freedom from controls, details, and minutia.
  • Opportunity to try new ideas.
  • Challenging assignments.
  • Wide scope of involvement with a variety of people.
  • Mobility, and freedom to travel around the organization or around the country.
  • Flexible environment, able to support changes and spontaneity.
  • Opportunities to learn, grow, and advance rapidly.

Matt Gilstrap

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
Very HighEconomic Very competitive and bottom-line oriented.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
HighAltruist Has a high desire to help others learn, grow, and develop.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Matt, here are some specific, personalized questions to ask during your interview. These questions focus on Matt's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Matt:

Ask Matt, “How did you most effectively utilize these key strengths in past roles?”

  • Strong ability to motivate and manage others through optimistic attitude and firm delegation of tasks.
  • Excellent at taking on challenging assignments or difficult tasks, and succeeding with them.
  • Scores like those who thrive in competitive situations.
  • Maintains optimism for yourself and others, even in the long haul on a project.
  • Shows the rare ability to concentrate on ideas, issues, and people and relate them instantly to the big picture.
  • Shows the rare ability to be both friendly and argumentative when needed.
  • Takes on assignments and responsibility that others see as impossible. Then perseveres, motivates, and directs until the team reaches success.

Potential weaknesses for Matt:

Below are some potential areas of improvement for Matt. Go through this list and discuss how Matt perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • The high urgency may lead you to do too many things yourself. It takes too long to explain it to someone else, so you do it yourself.
  • The high ego may appear as blunt and critical to some people don't share the same ego strength.
  • May become impatient if not getting appropriate attention and recognition from others.
  • May get more positive reactions by softening the approach and ego at times.
  • May overuse impatience, and this may be perceived as rude by others.
  • Tends to be a selective listener, hearing only what you want to hear.
  • May become so enthusiastic that some may perceive being shallow or superficial.

Cultural Fit/Ideal Environment for Matt

Below are some characteristics that describe Matt's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Matt to understand how they fit in the company culture. Look for aspects that would excite Matt about coming to work every day.

  • Activities that can be monitored from beginning to end.
  • Building a network of people and contacts with groups.
  • An environment that supports your critical thinking skills.
  • Complete explanations of areas of responsibility and control.
  • Quality standards in which to support and maintain.
  • Freedom to move around, either in the office or around the country.
  • Freedom of speech and expression.