Candidate Insights

Life’s Food General Manager

Updated August 2, 2022

Behavioral Styles

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GM’s Ideal Behavioral Style (DISC)

The DISC language, which is observable, describes HOW someone behaves and shows up in the world. Understanding the behavioral preferences and habits required for a role will ensure candidates are a good fit.

  • Extensive base of both knowledge and expertise can be tapped to assist in getting a job done.
  • Excellent listening style. • High degree of quality-control orientation.
  • People oriented in a stable and sincere way.
  • Decisions are based on factual data.
  • A keen awareness of the broad-based impact of important decisions.
  • Brings a unique combination of accuracy, intuition, and good people skills.
  • Very good at developing new procedures, processes, and systems, and communicating with other stakeholders.

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

GM’s Ideal Motivational Style

Understanding WHY someone does what they do is the key to aligning them with work that is fulfilling and satisfying. Roles reward certain drivers and motivators.

The ideal candidate’s motivational style demonstrates:

  • A sense of balance between work and life and is not paralyzed without it.
  • A practical approach keeping profitability and bottom-line dollars in mind when making decisions.
  • High productivity.
  • Accountability for actions and decisions: Ready to take the credit or the blame.
  • Comfort in being in a leadership position and seeks those roles—while also being a good team player.
  • An empathetic attitude and goes beyond the call to support or service others.
  • A high personal regard and respect in the treatment of others.
  • Support toward a more traditional view of things.
  • A sound stabilizing base for dynamic situations.
  • A sense of accomplishment based on the quality of the work.

Ashley Ward

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.
Very HighEconomic Very competitive and bottom-line oriented.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
Very LowPolitical Tend to be non-competitive and demonstrate a higher service orientation.
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.
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 Ashley, here are some specific, personalized questions to ask during your interview. These questions focus on Ashley'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 Ashley:

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

  • Able to reconcile various factions within a group and do so in a sincere and stable manner.
  • Is able to reduce group tension with a quip or turning a phrase.
  • Patient in working with others on the team.
  • Approach to the job role is systematic, deliberate, and persistent in developing processes or finding solutions and keeping others optimistically involved in the process.
  • Brings a positive sense of humor.
  • Able to negotiate through conflicts to bring a win-win solution.
  • Can be depended upon to do what she says she will do.

Potential weaknesses for Ashley:

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

  • Struggle with prioritizing. Under pressure all items may be ranked as most important.
  • Be less self-assertive.
  • Be overly optimistic in judging the ability of others.
  • Struggle meeting deadlines.
  • Say "yes" too often and spread yourself too thin.
  • Trust people a bit too much and may get burned in the process.
  • Gloss over some details that later may become important.

Cultural Fit/Ideal Environment for Ashley

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

  • Clear responsibility and lines of authority to avoid confusion or overlapping initiatives.
  • A balance between some stable, predictable work activities and some variety and change on a regular basis.
  • A work culture that allows for your natural interest in helping others learn and grow professionally.
  • Specialized assignments that also involve communicating and working with a variety of people.
  • A job culture where there is little hostility, confrontation, or anger.
  • A participatory manager or board with whom a democratic relationship has been established.
  • Job responsibility involving people contacts and a need to be supportive of individual efforts.

Austin Paiz

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

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

  • Can be depended upon to do what you say you will do.
  • Builds good team relationships without being an extremist.
  • High degree of quality-control orientation.
  • Has a rare ability of being able to calm people who are angry or upset.
  • Maintains a stable and predictable pace to complete a complex or specialized project, and demonstrates a tireless work ethic to get the project finished.
  • High degree of accuracy in project details.
  • Very good at developing new procedures, processes, and systems, and communicating with other stakeholders.

Potential weaknesses for Austin:

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

  • Overestimate the ability of others.
  • Oversell your own ideas too strongly.
  • Take criticism personally, even though it was directed at a work process.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Become indecisive in times of significant change or pressure.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
  • Become overly sensitive to criticism.

Cultural Fit/Ideal Environment for Austin

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

  • Freedom from many controls, detail, and paperwork.
  • A democratic supervisor and work environment.
  • Freedom to move around, either in the office or around the country.
  • A non-hostile working environment.
  • Building a network of people and contacts with groups.
  • Variety in the work tasks and multiple projects.
  • Public recognition for accomplishments.

Caroline Allen

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
HighEconomic High drive for economic gain helps provide motivation through long projects and assignments.
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.
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.
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 Caroline, here are some specific, personalized questions to ask during your interview. These questions focus on Caroline'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 Caroline:

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

  • Very people oriented. Able to talk with new people very easily in small groups or in large audiences.
  • The high optimism helps motivate the team toward its goals.
  • Able to build positive relationships with internal and external stakeholders.
  • Works hard for the team objectives and goals.
  • Brings a positive sense of humor, and not at the expense of others.
  • 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.
  • Demonstrates a high degree of patience in working with others.

Potential weaknesses for Caroline:

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

  • Need some coaching in time management and in setting deadlines that are more ambitious.
  • Take constructive criticism too personally.
  • Hesitate to correct or discipline those who need it for fear of offending someone.
  • Be overly tolerant with individuals who are unproductive.
  • Lack a high sense of urgency, especially when under pressure.
  • Hold a bit of a grudge toward those who offer criticism.
  • Be too indirect in providing instructions, not wanting to impose your will on others.

Cultural Fit/Ideal Environment for Caroline

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

  • A non-hostile working environment.
  • Building a network of people and contacts with groups.
  • Freedom of speech and expression.
  • Public recognition for accomplishments.
  • Projects needing you to motivate and persuade people.
  • Activities to get and maintain attention of others.
  • A democratic supervisor and work environment.

Carson Tate

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.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
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 Carson, here are some specific, personalized questions to ask during your interview. These questions focus on Carson'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 Carson:

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

  • Will readily join outside clubs and organizations to advance personal or team goals.
  • Solves problems with people in mind.
  • An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills.
  • Able to direct and motivate others while still being sensitive to their needs and concerns.
  • Able to show empathy to others on the team, especially when under pressure.
  • Builds good team relationships without being an extremist.
  • People-oriented in a stable and sincere way.

Potential weaknesses for Carson:

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

  • Promise a bit more than you can deliver; bite off more than you can chew, if you will.
  • Be less self-assertive.
  • Have a lower sense of urgency to get things done.
  • Become a selective listener.
  • Overuse a kind and easy-going style, even when asked to take a firm stand on an issue.
  • Be overly optimistic in judging the ability of others.
  • Hang on too much to current or past procedures, especially when faced with impending change.

Cultural Fit/Ideal Environment for Carson

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

  • An environment that rewards innovation.
  • High stakes opportunity for success.
  • Responsibilities with a strong amount of decisiveness required.
  • A work environment that encourages creative risk-taking.
  • Challenging assignments.
  • A supervisor or board that practices participatory leadership and management.
  • Responsibilities with a high degree of contact with people.

Casey Branson

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.
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.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

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

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

  • Decisions are based on factual data.
  • Maintains a stable and predictable pace to complete a complex or specialized project, and demonstrates a tireless work ethic to get the project finished.
  • Brings enthusiasm and optimism to team projects.
  • A keen awareness of the broad-based impact of important decisions.
  • Excellent time management skills, and deadline conscious.
  • High degree of quality-control orientation.
  • Cooperative team player who respects organizational policies and protocol.

Potential weaknesses for Casey:

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

  • Struggle with meeting deadlines due to your desire for completeness or perfection.
  • May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
  • Become overly aggressive when the climate becomes unfavorable.
  • Hold a bit of a grudge.
  • Resist changes and have a lower sense of urgency.
  • Become indecisive in times of significant change or pressure.
  • Promise a bit more than you can deliver, bite off more than you can chew.

Cultural Fit/Ideal Environment for Casey

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

  • An environment where he can work with people with whom he has developed trust, rapport, and credibility.
  • An environment relatively free from interpersonal conflict and hostility.
  • Freedom of speech and expression.
  • Few sudden shocks or unexpected problems.
  • Specific lines of authority and reporting structure.
  • Clear areas of responsibility with minimal ambiguities.
  • Building a network of people and contacts with groups.

Dakota Stephens

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.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
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 Dakota, here are some specific, personalized questions to ask during your interview. These questions focus on Dakota'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 Dakota:

Ask Dakota, “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.
  • People-oriented, but also rather modest, so has the ability to get along with a wide variety of others.
  • An active agent with a moderately high sense of urgency to get things done without being frantic.
  • Demonstrates technical competence and skills on the people side; this trait is rare and can be of great importance.
  • Able to handle both people and details with equal skill and confidence.
  • Tends to be diplomatic in working with others and using a sense of optimism to motivate the team toward success.
  • Uses tact in directing projects or assignments.

Potential weaknesses for Dakota:

Below are some potential areas of improvement for Dakota. Go through this list and discuss how Dakota 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.
  • Be overly optimistic in your ability to persuade or manage others.
  • Trust people a bit too much and may get burned in the process.
  • Take a passive aggressive approach, rather then a confrontational one.
  • Be overly enthusiastic at times, at least to others who are more reserved.
  • Oversell your ideas a little too much.
  • Be overly optimistic in judging the ability of others.

Cultural Fit/Ideal Environment for Dakota

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

  • Building a network of people and contacts with groups.
  • Activities with many opportunities for interaction with people.
  • Public recognition for accomplishments.
  • Freedom from routine work.
  • Freedom of speech and expression.
  • Freedom from many controls, detail, and paperwork.
  • A democratic supervisor and work environment.

DeQuan McBride

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.
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.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

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

Ask DeQuan, “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.
  • Tends to be diplomatic in working with others and using a sense of optimism to motivate the team toward success.
  • An optimistic team player.
  • Shows a level of respect for systems and organizational protocol.
  • Able to communicate with external stakeholders and strangers very easily and get into the necessary details in an engaging way.
  • People-oriented, but also rather modest, so has the ability to get along with a wide variety of others.
  • Uses tact in directing projects or assignments.

Potential weaknesses for DeQuan:

Below are some potential areas of improvement for DeQuan. Go through this list and discuss how DeQuan 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.
  • Promise a bit more than you can deliver, or bite off more than you can chew so to speak.
  • Be overly optimistic in judging the ability of others.
  • 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.
  • Be overly optimistic in your ability to persuade or manage others.
  • Oversell your ideas a little too much.

Cultural Fit/Ideal Environment for DeQuan

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

  • A responsive team with whom to work and associate.
  • An arena where you can verbalize your ideas and opinions.
  • A work environment that encourages creative risk-taking.
  • Responsibilities with a high degree of contact with people.
  • An environment with an organizational eye toward the future.
  • High stakes opportunity for success.
  • An evaluation system based on the results achieved, not the process used to achieve the results.

Ivette Heath

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.
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.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
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 Ivette, here are some specific, personalized questions to ask during your interview. These questions focus on Ivette'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 Ivette:

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

  • Able to make decisions with the bottom-line in mind.
  • Strong agent of change.
  • Able to consider many alternatives, theories, and possibilities as you approach new problems to solve.
  • Provides hard work and heavy mind-share into creating the best possible answers to questions or problems.
  • Brings a sense of rapid solutions and high quality control to the organization.
  • A very creative thinker and innovator.
  • Maintains a strong business focus on problems, ideas, and solutions.

Potential weaknesses for Ivette:

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

  • Appear somewhat abrupt and blunt toward others without being aware of it.
  • Be somewhat cool and aloof at times.
  • Not share your ideas with others on the team enough.
  • Place "all" items on the to-do list as priority number one.
  • Get stuck in a loop between wanting to get it done quickly, but also perfectly.
  • Vacillate too much between decisions due to the need to re-examine evidence, or even the chance that new evidence may come in.
  • Have a high need for perfection that may hamper your satisfaction until it is reached.

Cultural Fit/Ideal Environment for Ivette

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

  • Challenging assignments, having both wide scope and details.
  • Power and authority to make decisions and create change.
  • Environment allowing for one to work alone and to think things through.
  • Security and confidence in quality control measures.
  • Specialized and challenging assignments.
  • Opportunity for advancement to positions allowing for creativity.
  • Accomplishments that can be seen both quickly and maintained with a high sense of quality control.

Jamie Taylor

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.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
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 Jamie, here are some specific, personalized questions to ask during your interview. These questions focus on Jamie'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 Jamie:

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

  • Brings a unique combination of accuracy and intuition.
  • Able to deal with details (e.g., exact standards, data, fine print, and close tolerances) with accuracy and confidence.
  • High degree of accuracy in project details.
  • Others on the team may seek you to answer detailed or process-oriented questions.
  • You are very conscientious and take doing things the right way very seriously.
  • Decisions are based on factual data.
  • Provides a high degree of mind-share on projects and processes, alert to the potential problems and controls necessary.

Potential weaknesses for Jamie:

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

  • Withdraw your ideas or position in order not to make waves or create controversy.
  • Require a complete explanation of details before changes are made.
  • Be too quiet in team settings, or share your opinion enough.
  • Keep your opinions to yourself if they run contrary to the group.
  • Get overly bogged down in details.
  • Shy away from responsibility due to concerns that any problems might occur.
  • Get overly defensive about your position, especially when faced with change or threats.

Cultural Fit/Ideal Environment for Jamie

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

  • Freedom to create in new and different ways.
  • Security and confidence in quality control measures.
  • Accomplishments that can be seen both quickly and maintained with a high sense of quality control.
  • Direct but detailed answers to questions.
  • Freedom from external pressure; but allowing for self-imposed pressure and urgency.
  • Environment allowing for one to work alone and to think things through.
  • Time to react to alternatives, but also supportive of the fact that the clock is ticking.

Jennifer Sowinski

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.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
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.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
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 Jennifer, here are some specific, personalized questions to ask during your interview. These questions focus on Jennifer'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 Jennifer:

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

  • Self-motivated, and goal-directed, and able to spread that motivation to others.
  • Excellent critical thinker, frequently asking 'Why?'
  • Willing to work hard for a mission, cause, project, or purpose.
  • A strong ability to clarify complex issues, and to define the essence of a problem or solution.
  • Builds good team relationships without being an extremist.
  • Maintains a stable and predictable pace to complete a complex or specialized project, and demonstrates a tireless work ethic to get the project finished.
  • Very proficient in your area of expertise.

Potential weaknesses for Jennifer:

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

  • Promise a bit more than you can deliver, bite off more than you can chew.
  • Hold a bit of a grudge.
  • React on impulse rather than thinking things through before responding.
  • Struggle with meeting deadlines due to your desire for completeness or perfection.
  • Oversell your own ideas too strongly.
  • Become indecisive in times of significant change or pressure.
  • Become overly sensitive to criticism.

Cultural Fit/Ideal Environment for Jennifer

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

  • Work projects involving accuracy, consistent performance, and specialized skills.
  • Operational procedures and policies that are clear, well-defined, and in writing.
  • Project success is a result of patience and deliberate procedures, not haste or impulsive reactions.
  • Clear-cut lines of decision-making authority.
  • Minimal interpersonal conflict and hostility.
  • Sometimes working more with things than with people.
  • A culture that provides a relatively stable and predictable workplace environment with few sudden changes, even in the midst of high stakes or pressure.

Jessica Allen

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

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

  • Approach to the job role is systematic, deliberate, and persistent in developing processes or finding solutions.
  • Always well-prepared for meetings or contributions to report documents.
  • A reflective, critical thinker. You are able to comprehend complex or abstract systems, assist with solutions, and get others on board with the project.
  • Generates positive enthusiasm for a variety of projects in the organization.
  • Has the ability to get along well with a wide variety of other behavioral styles.
  • Builds confidence in others needing a boost.
  • Excellent listening style.

Potential weaknesses for Jessica:

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

  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Hold too much to past tradition in procedures and processes.
  • Overestimate the ability of others.
  • Take criticism personally, even though it was directed at a work process.
  • Trust people a bit too much, and may get burned in the process.
  • Get overly bogged down in details, especially when the climate becomes pressured.
  • Become indecisive in times of significant change or pressure.

Cultural Fit/Ideal Environment for Jessica

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

  • A balance between some stable, predictable work activities and some variety and change on a regular basis.
  • Job responsibility involving people contacts and a need to be supportive of individual efforts.
  • A work culture that takes pride in the systems, processes and people working behind the scenes.
  • Clear responsibility and lines of authority to avoid confusion or overlapping initiatives.
  • Favorable working climate with positive attitudes and optimistic spirit.
  • Specialized assignments that also involve communicating and working with a variety of people.
  • A job culture where there is little hostility, confrontation, or anger.

Johnathon Isom

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
Very LowEconomic May try to help meet customers' needs (internal and external) before their own.
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.
HighAltruist Has a high desire to help others learn, grow, and develop.
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 Johnathon, here are some specific, personalized questions to ask during your interview. These questions focus on Johnathon'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 Johnathon:

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

  • 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.
  • Very people oriented. Able to talk with new people very easily in small groups or in large audiences.
  • 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.
  • Able to negotiate conflicts into win-win situations.
  • The high optimism helps motivate the team toward its goals.
  • Works hard for the team objectives and goals.

Potential weaknesses for Johnathon:

Below are some potential areas of improvement for Johnathon. Go through this list and discuss how Johnathon 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 slow to make decisions due to a need to consider the people-side of all issues.
  • Be too indirect in providing instructions, not wanting to impose your will on others.
  • Need some coaching in time management and in setting deadlines that are more ambitious.
  • Hold a bit of a grudge toward those who offer criticism.
  • Lack a high sense of urgency, especially when under pressure.
  • Take constructive criticism too personally.
  • Be overly tolerant with individuals who are unproductive.

Cultural Fit/Ideal Environment for Johnathon

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

  • Variety in the work tasks and multiple projects.
  • Freedom from many controls, detail, and paperwork.
  • A non-hostile working environment.
  • Activities to get and maintain attention of others.
  • Freedom from routine work.
  • Freedom to move around, either in the office or around the country.
  • Public recognition for accomplishments.

Kayla Miller

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.
LowPolitical Supportive of the efforts of the team; no hidden agendas. Willing to surrender control.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
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 Kayla, here are some specific, personalized questions to ask during your interview. These questions focus on Kayla'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 Kayla:

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

  • At meetings, will let the team know feelings in a positive and solution-oriented way.
  • Aware of deadlines and able to juggle many issues simultaneously.
  • People-oriented, but also rather modest, so has the ability to get along with a wide variety of others.
  • Tends to be diplomatic in working with others and using a sense of optimism to motivate the team toward success.
  • Helps motivate the team toward common goals and works with participants to help achieve those goals.
  • Natural optimism helps others to feel more confident in the group activities.
  • An optimistic team player.

Potential weaknesses for Kayla:

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

  • Withdraw ideas or your position in order not to make waves or create controversy.
  • Stick to the plan a little too much sometimes.
  • Be overly optimistic in your ability to persuade or manage others.
  • Promise a bit more than you can deliver, or bite off more than you can chew so to speak.
  • Become overly defensive when faced with change or threats.
  • Require an overly complete explanation of details before changes are made.
  • Be overly optimistic in judging the ability of others.

Cultural Fit/Ideal Environment for Kayla

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

  • Working with a smaller group of competent people with whom trust has been established.
  • A culture in which you can interact with people on a casual and personal basis.
  • Minimal interpersonal conflict and hostility.
  • Work projects involving accuracy, consistent performance, and specialized skills.
  • Sometimes working more with things than with people.
  • An organizational culture that allows time to consider changes, rather than jumping into change.
  • An ability to function effectively in the midst of some important and necessary, but sometimes very routine work procedures.

Kevin somoza

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.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
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.
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 Kevin, here are some specific, personalized questions to ask during your interview. These questions focus on Kevin'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 Kevin:

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

  • Always well-prepared for meetings or contributions to report documents.
  • Believes that things should be done the 'right way' the first time, so as to reduce errors later on.
  • Technically skilled and proficient in your area of specialty.
  • Provides a high degree of mind-share on projects and processes, alert to the potential problems and controls necessary.
  • Generates positive enthusiasm for a variety of projects in the organization.
  • If given the responsibility to maintain high standards, those standards will be guarded and maintained.
  • Can be seen as the hub of the wheel with many activities occurring simultaneously.

Potential weaknesses for Kevin:

Below are some potential areas of improvement for Kevin. Go through this list and discuss how Kevin 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 a bit of a grudge.
  • Require an overly complete explanation of details before changes are made.
  • Take criticism personally, even though it was directed at a work process.
  • Hold too much to past tradition in procedures and processes.
  • Trust people a bit too much, and may get burned in the process.
  • Get overly bogged down in details, especially when the climate becomes pressured.
  • Be overly optimistic in ability to persuade or manage others.

Cultural Fit/Ideal Environment for Kevin

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

  • A work culture that takes pride in the systems, processes and people working behind the scenes.
  • Specialized assignments that also involve communicating and working with a variety of people.
  • Job responsibility involving people contacts and a need to be supportive of individual efforts.
  • A work culture that allows for your natural interest in helping others learn and grow professionally.
  • A job culture where there is little hostility, confrontation, or anger.
  • Clear responsibility and lines of authority to avoid confusion or overlapping initiatives.
  • A balance between some stable, predictable work activities and some variety and change on a regular basis.

Lauren Borel

Behavioral Style

Motivational Styles

Very HighAesthetic Places great importance in finding a good work-life balance, creating more than destroying and artistic self expression.
LowEconomic A team player and may put others' needs before self.
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.
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 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?”

  • You gain respect from others by your ability to do as well as to delegate. You are always ready to pitch in and help the team on a project.
  • You are a dependable performer on individual or team projects.
  • You are self-directed, with a sense of accountability.
  • You are accepting and supportive of those on the team who demonstrate a quality effort.
  • You bring a sense of continuous accountability for achievement.
  • You work well either independently or with others.
  • You look for better ways to solve complex problems.

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?"

  • Blame others or deny fault in defending your position.
  • Resist sharing work loads or spreading responsibilities around.
  • Resist compromises with others in tense situations.
  • Become inflexible when it comes to significant change or new ideas.
  • Take over delegated work when it is not going exactly as you would do it.
  • Give ultimatums when things aren't going your way.
  • Hold a grudge for a long time or can be somewhat unforgiving.

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.

  • An environment that supports your critical thinking skills.
  • Activities that can be monitored from beginning to end.
  • Time to reflect and think about the pros and cons of solutions.
  • Projects completed the 'right way' the first time, to avoid problems later on.
  • Complete information, details, and examples with no gaps or surprises.
  • Standard, accepted operating procedures that support the more complex processes.
  • Highly specialized assignments and technical areas of responsibility.

Marjorie Gumapac

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.
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.
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.
Very LowTheoretical Doesn't get bogged down in details and minutia.

Personalized Interview Guide

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

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

  • Able to show empathy to others on the team, especially when under pressure.
  • High degree of service-orientation.
  • Builds good team relationships without being an extremist.
  • Not an extremist and is able to get along very well with a wide variety of other styles.
  • Brings a positive sense of humor.
  • Excellent team player.
  • Maintains a stable and predictable pace to complete a complex or specialized project and demonstrates a tireless work ethic to get the project finished.

Potential weaknesses for Marjorie:

Below are some potential areas of improvement for Marjorie. Go through this list and discuss how Marjorie 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 less decisive as pressure increases.
  • Overuse a kind and easy-going style, even when asked to take a firm stand on an issue.
  • Be overly optimistic in judging the ability of others.
  • Be less self-assertive.
  • Trust people a bit too much and may get burned in the process.
  • Maintain silence in a negative situation than to work in a pro-active way to create changes.
  • Hold too much to past tradition in procedures and processes.

Cultural Fit/Ideal Environment for Marjorie

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

  • An appreciation of the very high degree of patience you bring to the job culture and sincerity in working with others.
  • Minimal interpersonal conflict and hostility.
  • Working with a smaller group of competent people with whom trust has been established.
  • A culture that provides a relatively stable and predictable workplace environment with few sudden changes, even in the midst of high stakes or pressure.
  • Project success is a result of patience and deliberate procedures, not haste or impulsive reactions.
  • Work projects involving accuracy, consistent performance, and specialized skills.
  • A culture in which you can interact with people on a casual and personal basis.

McGwire Portell

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.
Very LowEconomic May try to help meet customers' needs (internal and external) before their own.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
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 McGwire, here are some specific, personalized questions to ask during your interview. These questions focus on McGwire'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 McGwire:

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

  • Brings a sense of quality-control to the team efforts.
  • Shows a level of respect for systems and organizational protocol.
  • Natural optimism helps others to feel more confident in the group activities.
  • Able to communicate with external stakeholders and strangers very easily and get into the necessary details in an engaging way.
  • Uses tact in directing projects or assignments.
  • Helps motivate the team toward common goals and works with participants to help achieve those goals.
  • Able to handle both people and details with equal skill and confidence.

Potential weaknesses for McGwire:

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

  • Take a passive aggressive approach, rather then a confrontational one.
  • Require an overly complete explanation of details before changes are made.
  • Withdraw ideas or your position in order not to make waves or create controversy.
  • Oversell your ideas a little too much.
  • Promise a bit more than you can deliver, or bite off more than you can chew so to speak.
  • Become overly defensive when faced with change or threats.
  • Trust people a bit too much and may get burned in the process.

Cultural Fit/Ideal Environment for McGwire

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

  • Freedom from routine work.
  • Freedom to move around, either in the office or around the country.
  • Building a network of people and contacts with groups.
  • Freedom from many controls, detail, and paperwork.
  • A democratic supervisor and work environment.
  • Projects needing you to motivate and persuade people.
  • Public recognition for accomplishments.

Rachelle Moffitt

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.
LowIndividualistic Able to support the efforts of the team without demanding the limelight; a supportive team player.
LowPolitical Supportive of the efforts of the team; no hidden agendas. Willing to surrender control.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
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 Rachelle, here are some specific, personalized questions to ask during your interview. These questions focus on Rachelle'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 Rachelle:

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

  • Excellent at calming disagreements within the team.
  • Brings a positive sense of humor.
  • Very high 'sincerity-factor' helps in building trust and rapport with others.
  • Able to reconcile various factions within a group and do so in a sincere and stable manner.
  • Builds confidence in others needing a boost.
  • Very supportive of team efforts.
  • Can be charming and persuasive in a variety of situations and builds excellent social rapport.

Potential weaknesses for Rachelle:

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

  • Have a lower sense of urgency to get things done.
  • Be less self-assertive.
  • Maintain silence in a negative situation than to work in a pro-active way to create changes.
  • Struggle with prioritizing. Under pressure all items may be ranked as most important.
  • Be overly optimistic in ability to persuade or manage others.
  • Overuse a kind and easy-going style, even when asked to take a firm stand on an issue.
  • Promise a bit more than you can deliver; bite off more than you can chew, if you will.

Cultural Fit/Ideal Environment for Rachelle

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

  • Variety in the work tasks and multiple projects.
  • Activities with many opportunities for interaction with people.
  • Public recognition for accomplishments.
  • Freedom from routine work.
  • A non-hostile working environment.
  • Freedom of speech and expression.
  • Projects needing you to motivate and persuade people.

Rob Falatovich

Behavioral Style

Motivational Styles

AverageAesthetic Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
Very LowEconomic May try to help meet customers' needs (internal and external) before their own.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
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 Rob, here are some specific, personalized questions to ask during your interview. These questions focus on Rob'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 Rob:

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

  • An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills.
  • Remains objective in emotional situations.
  • Builds confidence in others needing a boost.
  • A reflective, critical thinker. You are able to comprehend complex or abstract systems, assist with solutions, and get others on board with the project.
  • Technically skilled and proficient in your area of specialty.
  • Generates positive enthusiasm for a variety of projects in the organization.
  • People oriented in a stable and sincere way.

Potential weaknesses for Rob:

Below are some potential areas of improvement for Rob. Go through this list and discuss how Rob 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.
  • Resist changes and have a lower sense of urgency.
  • Be overly optimistic in ability to persuade or manage others.
  • Become indecisive in times of significant change or pressure.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
  • Trust people a bit too much, and may get burned in the process.
  • Overestimate the ability of others.

Cultural Fit/Ideal Environment for Rob

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

  • Freedom to circulate among other stakeholders.
  • A work culture that allows for your natural interest in helping others learn and grow professionally.
  • A job culture where there is little hostility, confrontation, or anger.
  • A work culture that takes pride in the systems, processes and people working behind the scenes.
  • Job responsibility involving people contacts and a need to be supportive of individual efforts.
  • A balance between some stable, predictable work activities and some variety and change on a regular basis.
  • A participatory manager or board with whom a democratic relationship has been established.

Stephanie Algera

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.
Very LowEconomic May try to help meet customers' needs (internal and external) before their own.
Very HighIndividualistic Demonstrates high independence and project self-confidence.
Very LowPolitical Tend to be non-competitive and demonstrate a higher service orientation.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
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 Stephanie, here are some specific, personalized questions to ask during your interview. These questions focus on Stephanie'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 Stephanie:

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

  • Able to handle both people and details with equal skill and confidence.
  • Brings a positive sense of humor and can break-the-ice or hostility with humor in a diplomatic way.
  • Able to communicate with external stakeholders and strangers very easily and get into the necessary details in an engaging way.
  • Able to negotiate conflicts between people and teams in a win-win manner.
  • 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.
  • Tends to be diplomatic in working with others and using a sense of optimism to motivate the team toward success.

Potential weaknesses for Stephanie:

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

  • Trust people a bit too much and may get burned in the process.
  • Build a team of people just like yourself, creating less diversity of talents or personalities.
  • Oversell your ideas a little too much.
  • Get overly bogged down in details, especially under high pressure.
  • Become overly defensive when faced with change or threats.
  • Stick to the plan a little too much sometimes.
  • Promise a bit more than you can deliver, or bite off more than you can chew so to speak.

Cultural Fit/Ideal Environment for Stephanie

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

  • Public recognition for accomplishments.
  • A non-hostile working environment.
  • Freedom from many controls, detail, and paperwork.
  • Variety in the work tasks and multiple projects.
  • Projects needing you to motivate and persuade people.
  • Activities to get and maintain attention of others.
  • A democratic supervisor and work environment.

Tyler Endsley

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.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
Very HighAltruist Has a very high sincerity-factor and a high empathy for others' needs.
Very HighRegulatory Well disciplined, and follow standard operating protocol and traditional ways.
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 Tyler, here are some specific, personalized questions to ask during your interview. These questions focus on Tyler'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 Tyler:

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

  • People oriented in a stable and sincere way.
  • Able to direct and motivate others while still being sensitive to their needs and concerns.
  • An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills.
  • Has the ability to get along well with a wide variety of other behavioral styles.
  • A reflective, critical thinker. You are able to comprehend complex or abstract systems, assist with solutions, and get others on board with the project.
  • Cooperative team player who respects organizational policies and protocol.
  • Can be charming and persuasive in a variety of situations, and builds excellent social rapport.

Potential weaknesses for Tyler:

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

  • Overestimate the ability of others.
  • Promise a bit more than you can deliver, bite off more than you can chew.
  • Hang on too much to current or past procedures, especially when faced with impending change.
  • Become indecisive in times of significant change or pressure.
  • Take criticism personally, even though it was directed at a work process.
  • Oversell your own ideas too strongly.
  • Be overly optimistic in ability to persuade or manage others.

Cultural Fit/Ideal Environment for Tyler

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

  • Environment where you can interact with people in a comfortable, non-hectic manner.
  • Identification with the team or greater organization.
  • Security in the work setting to maintain high quality control standards.
  • Standard, accepted operating procedures that support sometimes complex processes.
  • Freedom from intense pressured decisions.
  • Few sudden shocks or unexpected problems.
  • Specific lines of authority and reporting structure.

Tyrell Shelton

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

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

  • 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.
  • Able to reach goals by working with and supporting the efforts of others on the team.
  • The high optimism helps motivate the team toward its goals.
  • Brings a positive sense of humor, and not at the expense of others.
  • Brings a high 'sincerity-factor' to the team climate.
  • Able to negotiate conflicts into win-win situations.
  • Excellent empathic listening style, a model for others to observe and follow.

Potential weaknesses for Tyrell:

Below are some potential areas of improvement for Tyrell. Go through this list and discuss how Tyrell 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 a bit of a grudge toward those who offer criticism.
  • Be slow to make decisions due to a need to consider the people-side of all issues.
  • Lack a high sense of urgency, especially when under pressure.
  • Need some coaching in time management and in setting deadlines that are more ambitious.
  • Show less emphasis on productivity and more emphasis on the people-side of a project.
  • Take constructive criticism too personally.
  • Hesitate to correct or discipline those who need it for fear of offending someone.

Cultural Fit/Ideal Environment for Tyrell

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

  • Specialized assignments that also involve communicating and working with a variety of people.
  • Clear responsibility and lines of authority to avoid confusion or overlapping initiatives.
  • A work culture that takes pride in the systems, processes and people working behind the scenes.
  • Job responsibility involving people contacts and a need to be supportive of individual efforts.
  • Freedom to circulate among other stakeholders.
  • A work culture that allows for your natural interest in helping others learn and grow professionally.
  • A job culture where there is little hostility, confrontation, or anger.

Wayne Foster

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.
Very HighEconomic Very competitive and bottom-line oriented.
Very LowIndividualistic Has a very high service orientation and are able to provide follow-through and support efforts.
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.
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 Wayne, here are some specific, personalized questions to ask during your interview. These questions focus on Wayne'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 Wayne:

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

  • Provides a heavy mind-share on projects and ideas. Considers possible areas of trouble that others on the team may have overlooked.
  • May be sought after by other members of the team because of your high knowledge-base of processes and procedures.
  • Patient in working with others on the team, and demonstrating appropriate methods for completing a project with attention to details.
  • Not an extremist, and will be supportive of team efforts.
  • Tactful in explaining ideas that may impact others on the team.
  • High degree of accuracy while keeping an ear to the project-clock and time-line.
  • High degree of technical specialty and skill in your area of expertise.

Potential weaknesses for Wayne:

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

  • Could use involvement and interaction with a wider variety of people, not just those like yourself.
  • May sometimes be overly dependent on a very few people who share a similar quality control focus, to the exclusion of others on the team who may also provide valuable input and ideas.
  • May be too tightly linked to established procedures and tradition, even when more efficient and effective methods become available.
  • May be perceived by some as slow to make decisions, and tentative about making changes.
  • May be perceived by others as very private, guarded, shy, and undemonstrative.
  • May sometimes oversell on standard operating procedure, rules, or regulations.
  • Could demonstrate more openness to new ideas and innovations.

Cultural Fit/Ideal Environment for Wayne

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

  • Freedom from intense time-pressured decisions.
  • An environment that supports decisions by logic, not emotion.
  • Projects completed the 'right way' the first time, to avoid problems later on.
  • Standard, accepted operating procedures that support the more complex processes.
  • Security in the work setting to maintain high quality control standards.
  • Quality standards in which to support and maintain.
  • Activities that can be monitored from beginning to end.