Candidate Insights

ASC Product Manager Benchmark

Updated March 10, 2021

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

Andrew Marks

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.
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 Andrew, here are some specific, personalized questions to ask during your interview. These questions focus on Andrew'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 Andrew:

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

  • Helps motivate the team toward common goals and works with participants to help achieve those goals.
  • Demonstrates technical competence and skills on the people side; this trait is rare and can be of great importance.
  • An optimistic team player.
  • Able to communicate with external stakeholders and strangers very easily and get into the necessary details in an engaging way.
  • Shows a level of respect for systems and organizational protocol.
  • Natural optimism helps others to feel more confident in the group activities.
  • An active agent with a moderately high sense of urgency to get things done without being frantic.

Potential weaknesses for Andrew:

Below are some potential areas of improvement for Andrew. Go through this list and discuss how Andrew 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?"

  • Become overly defensive when faced with change or threats.
  • Stick to the plan a little too much sometimes.
  • Be overly optimistic in judging the ability of others.
  • Oversell your ideas a little too much.
  • Require an overly complete explanation of details before changes are made.
  • Build a team of people just like yourself, creating less diversity of talents or personalities.
  • Trust people a bit too much and may get burned in the process.

Cultural Fit/Ideal Environment for Andrew

Below are some characteristics that describe Andrew'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 Andrew to understand how they fit in the company culture. Look for aspects that would excite Andrew about coming to work every day.

  • A responsive team with whom to work and associate.
  • Assignments involving motivating and persuading a network of people.
  • A work environment that encourages creative risk-taking.
  • An environment with an organizational eye toward the future.
  • Responsibilities with a high degree of contact with people.
  • A supervisor or board that practices participatory leadership and management.
  • Challenging assignments.

Britt McReynolds

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
Very LowIndividualistic Has a very high service orientation and are able to provide follow-through and support efforts.
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.
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 Britt, here are some specific, personalized questions to ask during your interview. These questions focus on Britt'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 Britt:

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

  • Even if no goals are expressed by the organization, you establish goals for yourself, either written or mindful.
  • You provide a results-oriented approach without a frantic sense of urgency.
  • You can always be depended upon to follow through with commitments.
  • You value integrity in yourself and others.
  • You bring a sense of continuous accountability for achievement.
  • You look for better ways to solve complex problems.
  • Your "The buck stops here" attitude is driven by the High D nature.

Potential weaknesses for Britt:

Below are some potential areas of improvement for Britt. Go through this list and discuss how Britt 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?"

  • Resist compromises with others in tense situations.
  • Blame others or deny fault in defending your position.
  • Take criticism of your work as a personal attack.
  • Resist sharing work loads or spreading responsibilities around.
  • Hold a grudge for a long time or can be somewhat unforgiving.
  • Take on too much, too soon, too often.
  • Be less communicative with those you work with.

Cultural Fit/Ideal Environment for Britt

Below are some characteristics that describe Britt'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 Britt to understand how they fit in the company culture. Look for aspects that would excite Britt about coming to work every day.

  • Variety and fast pace in the environment.
  • Minimum direct supervision.
  • Removal from routine or repetitive work.
  • A cutting-edge, innovative, entrepreneurial environment.
  • Rapid and immediate results for the effort and energy on a project.
  • Performance appraisals based on the results achieved, not the means or process.
  • Many experiences and some occasional unexpected surprises or problems.

Dan McGonegle

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.
Very LowAltruist Guards trust level so as not to get burned, either self or team.
HighRegulatory Strong preference for following established systems or creating them if none present.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Dan, here are some specific, personalized questions to ask during your interview. These questions focus on Dan'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 Dan:

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

  • Able to set high goals, then works hard with people to achieve those goals.
  • Able to juggle many projects and activities simultaneously and have a keen awareness of the status of each.
  • Able to carry a new initiative or message to a new audience in a new region and to build trust, credibility and rapport in a skillful manner.
  • Response pattern indicates a strong tendency to work toward making things happen rather than waiting for things to happen.
  • Demands high performance of self and others on the team.
  • Very skilled at verbal expression. Can deliver the same message using a persuasive style or an authoritative style with equal confidence.
  • Shows the rare ability of being able to manipulate people (in a positive way) without their noticing the manipulation.

Potential weaknesses for Dan:

Below are some potential areas of improvement for Dan. Go through this list and discuss how Dan 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?"

  • Sometimes overuse an "ends justify the means" perspective.
  • Lack some follow-through with details or loose ends.
  • Become more easily angry or belligerent when under pressure or when threatened.
  • Become impatient, especially with slower-moving or slower-thinking people.
  • Not be sensitive enough to others needs.
  • Be somewhat intimidating to others due to your aggressiveness and dominance.
  • Easily become restless and impatient with overly complex processes or slow-moving work.

Cultural Fit/Ideal Environment for Dan

Below are some characteristics that describe Dan'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 Dan to understand how they fit in the company culture. Look for aspects that would excite Dan about coming to work every day.

  • Minimum direct supervision.
  • Variety and fast pace in the environment.
  • An audience to hear your ideas and solutions and to carry them to completion.
  • Performance appraisals based on the results achieved, not the means or process.
  • Direct answers from others with no holding back of information.
  • A cutting-edge, innovative, entrepreneurial environment.
  • Authority equal to responsibility.

Kate Cole

Behavioral Style

Motivational Styles

Very HighAesthetic Places great importance in finding a good work-life balance, creating more than destroying and artistic self expression.
Very LowEconomic May try to help meet customers' needs (internal and external) before their own.
Very HighIndividualistic Demonstrates high independence and project self-confidence.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
LowAltruist Won't be taken advantage of and protect own turf and that of the team or organization.
HighRegulatory Strong preference for following established systems or creating them if none present.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Kate, here are some specific, personalized questions to ask during your interview. These questions focus on Kate'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 Kate:

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

  • Able to jump into the middle of a project-in-process, accept control and responsibility, get people on board, and make decisions quickly.
  • Approach challenges in a forceful, direct, and bottom-line manner.
  • Kate scores like those who are highly driven individuals. Driven toward solutions and success while bringing others with them on the journey.
  • Maintains optimism for herself and others, even in the long haul on a project.
  • Scores like those who thrive in a fast-paced environment, or in a challenging turn-around situation that involves getting people and projects aligned and active.
  • Excellent at taking on challenging assignments or difficult tasks, and succeeding with them.
  • Shows the rare ability to concentrate on ideas, issues, and people and relate them instantly to the big picture.

Potential weaknesses for Kate:

Below are some potential areas of improvement for Kate. Go through this list and discuss how Kate 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 so enthusiastic that some may perceive being shallow or superficial.
  • May get more positive reactions by softening the approach and ego at times.
  • Tends to be a selective listener, hearing only what she wants to hear.
  • May overuse impatience, and this may be perceived as rude by others.
  • May become impatient if not getting appropriate attention and recognition from others.
  • May become defensive and blame other areas of the organization for inefficiencies or miscommunications.
  • Sometimes decisions might be made without consulting others, and without sharing information after the decision is made.

Cultural Fit/Ideal Environment for Kate

Below are some characteristics that describe Kate'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 Kate to understand how they fit in the company culture. Look for aspects that would excite Kate about coming to work every day.

  • An organizational focus on the future.
  • Few, if any controls or limitations on your authority.
  • Minimum direct supervision.
  • Direct answers from others with no holding back of information.
  • Rapid and immediate results for the effort and energy on a project.
  • An audience to hear your ideas and solutions and to carry them to completion.
  • Multi-threaded and multi-tasking operations and activities.

Lauren O'Shea

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
LowEconomic A team player and may put others' needs before self.
Very LowIndividualistic Has a very high service orientation and are able to provide follow-through and support efforts.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
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 Lauren, here are some specific, personalized questions to ask during your interview. These questions focus on Lauren'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 Lauren:

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

  • Very proficient in your area of expertise.
  • Develops systems, utilities and procedures with a high quality standard.
  • Able to deal with details (e.g., exact standards, data, fine print, and close tolerances) with accuracy and confidence.
  • Able to get along with a variety of other styles.
  • Shows the rare ability to be both friendly and argumentative (when needed), and able to use humor to either break the ice or defuse a tense situation.
  • Has a rare ability of being able to calm people who are angry or upset.
  • Conscientious: You do things the correct way, the first time.

Potential weaknesses for Lauren:

Below are some potential areas of improvement for Lauren. Go through this list and discuss how Lauren 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?"

  • Become overly aggressive when the climate becomes unfavorable.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
  • Require an overly complete explanation of details before changes are made.
  • Trust people a bit too much, and may get burned in the process.
  • Oversell your own ideas too strongly.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Struggle with meeting deadlines due to your desire for completeness or perfection.

Cultural Fit/Ideal Environment for Lauren

Below are some characteristics that describe Lauren'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 Lauren to understand how they fit in the company culture. Look for aspects that would excite Lauren about coming to work every day.

  • Public recognition for accomplishments.
  • Complete explanations of areas of responsibility and control.
  • An environment that supports your critical thinking skills.
  • A democratic supervisor and work environment.
  • Building a network of people and contacts with groups.
  • Activities to get and maintain the attention of others.
  • Activities that can be monitored from beginning to end.

Lorri Glover

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
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.
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.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Lorri, here are some specific, personalized questions to ask during your interview. These questions focus on Lorri'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 Lorri:

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

  • Works hard for the team objectives and goals.
  • 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.
  • Excellent empathic listening style, a model for others to observe and follow.
  • Able to build positive relationships with internal and external stakeholders.
  • The high optimism helps motivate the team toward its goals.
  • Demonstrates a high degree of patience in working with others.
  • Able to reach goals by working with and supporting the efforts of others on the team.

Potential weaknesses for Lorri:

Below are some potential areas of improvement for Lorri. Go through this list and discuss how Lorri 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?"

  • Be overly tolerant with individuals who are unproductive.
  • Hold a bit of a grudge toward those who offer criticism.
  • Hesitate to correct or discipline those who need it for fear of offending someone.
  • Be too indirect in providing instructions, not wanting to impose your will on others.
  • Take constructive criticism too personally.
  • Show less emphasis on productivity and more emphasis on the people-side of a project.
  • Be slow to make decisions due to a need to consider the people-side of all issues.

Cultural Fit/Ideal Environment for Lorri

Below are some characteristics that describe Lorri'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 Lorri to understand how they fit in the company culture. Look for aspects that would excite Lorri about coming to work every day.

  • Public recognition for accomplishments.
  • Activities to get and maintain attention of others.
  • Activities with many opportunities for interaction with people.
  • Freedom of speech and expression.
  • Building a network of people and contacts with groups.
  • A democratic supervisor and work environment.
  • Freedom from routine work.