Candidate Insights

Life’s Food General Manager

Updated February 22, 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.

April Smith

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

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

  • Excellent team player.
  • Not an extremist and is able to get along very well with a wide variety of other styles.
  • Maintains a stable and predictable pace to complete a complex or specialized project and demonstrates a tireless work ethic to get the project finished.
  • Can be depended upon to do what she says she will do.
  • Able to direct and motivate others while still being sensitive to their needs and concerns.
  • Brings a positive sense of humor.
  • Excellent listening style.

Potential weaknesses for April:

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

  • Maintain silence in a negative situation than to work in a pro-active way to create changes.
  • Be overly optimistic in ability to persuade or manage others.
  • Be overly optimistic in judging the ability of others.
  • Be less self-assertive.
  • Say "yes" too often and spread yourself too thin.
  • Become a selective listener.
  • Gloss over some details that later may become important.

Cultural Fit/Ideal Environment for April

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

  • Freedom from routine work.
  • A democratic supervisor and work environment.
  • Variety in the work tasks and multiple projects.
  • Public recognition for accomplishments.
  • A non-hostile working environment.
  • Projects needing you to motivate and persuade people.
  • Building a network of people and contacts with groups.

Pierre Johnson

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

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

  • High degree of technical specialty and skill in your area of expertise.
  • May be sought after by other members of the team because of your high knowledge-base of processes and procedures.
  • Very high degree of quality control and detail orientation.
  • Provides a heavy mind-share on projects and ideas. Considers possible areas of trouble that others on the team may have overlooked.
  • Patient in working with others on the team, and demonstrating appropriate methods for completing a project with attention to details.
  • Provides an objective reality-focused view of systems, procedures, and organizational operations.
  • Not an extremist, and will be supportive of team efforts.

Potential weaknesses for Pierre:

Below are some potential areas of improvement for Pierre. Go through this list and discuss how Pierre 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 demonstrate more openness to new ideas and innovations.
  • 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.
  • Could benefit from a greater degree of self-confidence and an increased sense of urgency to accomplish activities in a tighter timeline.
  • Could use involvement and interaction with a wider variety of people, not just those like yourself.
  • May be too tightly linked to established procedures and tradition, even when more efficient and effective methods become available.
  • Could demonstrate a bit more spontaneity, and take yourself a bit less seriously.
  • May be perceived by some as slow to make decisions, and tentative about making changes.

Cultural Fit/Ideal Environment for Pierre

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

  • Favorable working climate with positive attitudes and optimistic spirit.
  • 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.
  • Job responsibility involving people contacts and a need to be supportive of individual efforts.
  • A participatory manager or board with whom a democratic relationship has been established.
  • 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.

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.