Candidate Insights

MassMutual Carolinas – Managing Director

Updated February 26, 2021

Behavioral Styles

D
I
S
C
Extrovert
People
Introvert
Task

Motivational Styles

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

Cynthia Richards-Donald

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
Very HighEconomic Very competitive and bottom-line oriented.
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.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

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

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

  • Can be seen as the hub of the wheel with many activities occurring simultaneously.
  • Shows remarkable consistency in project ability. Leading by demonstrating and mentoring. No inconsistencies, no sudden changes.
  • Develops systems, utilities and procedures with a high quality standard.
  • Self-motivated, and goal-directed, and able to spread that motivation to others.
  • Extensive base of both knowledge and expertise can be tapped to assist in getting a job done.
  • Able to negotiate through conflicts to create a win-win solution.
  • 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 Cynthia:

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

  • Be overly optimistic in ability to persuade or manage others.
  • May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
  • Hold a bit of a grudge.
  • Oversell your own ideas too strongly.
  • Take criticism personally, even though it was directed at a work process.
  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Become indecisive in times of significant change or pressure.

Cultural Fit/Ideal Environment for Cynthia

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

  • Activities with many opportunities for interaction with people.
  • Projects needing you to motivate and persuade people.
  • Variety in the work tasks and multiple projects.
  • A democratic supervisor and work environment.
  • Building a network of people and contacts with groups.
  • Freedom of speech and expression.
  • Freedom to move around, either in the office or around the country.

David Jacobius

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.
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.
Very LowRegulatory An independent and autonomous agent, very flexible problem-solver, and able to craft a variety of solutions.
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 David, here are some specific, personalized questions to ask during your interview. These questions focus on David'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 David:

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

  • You provide a results-oriented approach without a frantic sense of urgency.
  • You bring a sense of continuous accountability for achievement.
  • Even if no goals are expressed by the organization, you establish goals for yourself, either written or mindful.
  • You are self-directed, with a sense of accountability.
  • You value integrity in yourself and others.
  • You are accepting and supportive of those on the team who demonstrate a quality effort.
  • You can always be depended upon to follow through with commitments.

Potential weaknesses for David:

Below are some potential areas of improvement for David. Go through this list and discuss how David 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 criticism of your work as a personal attack.
  • Take over delegated work when it is not going exactly as you would do it.
  • Take an "either/or" outlook on things instead of a perspective that multiple solutions could possibly work.
  • Resist compromises with others in tense situations.
  • Hold a grudge for a long time or can be somewhat unforgiving.
  • Show outward contempt toward those who are critical of your efforts.
  • Make too many things priority #1.

Cultural Fit/Ideal Environment for David

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

  • Removal from routine or repetitive work.
  • Wide sphere of influence and responsibility.
  • Freedom from details and minutia.
  • Variety and fast pace in the environment.
  • Rapid and immediate results for the effort and energy on a project.
  • Many challenges and opportunities to demonstrate problem-solving skills.
  • An organizational focus on the future.

Marcus Watson

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
Very HighEconomic Very competitive and bottom-line oriented.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
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.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
Very LowTheoretical Doesn't get bogged down in details and minutia.

Personalized Interview Guide

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

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

  • Willing to work hard for a mission, cause, project, or purpose.
  • Provides a high degree of mind-share on projects and processes, alert to the potential problems and controls necessary.
  • Brings enthusiasm and optimism to team projects.
  • Decisions are based on factual data.
  • Brings a unique combination of accuracy, intuition, and good people skills.
  • Can be depended upon to do what you say you will do.
  • An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills.

Potential weaknesses for Marcus:

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

  • Oversell your own ideas too strongly.
  • Hold too much to past tradition in procedures and processes.
  • Become overly aggressive when the climate becomes unfavorable.
  • Struggle with meeting deadlines due to your desire for completeness or perfection.
  • Hold a bit of a grudge.
  • Overestimate the ability of others.
  • Hang on too much to current or past procedures, especially when faced with impending change.

Cultural Fit/Ideal Environment for Marcus

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

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

Megan Shields

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

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

  • Shows the rare ability of being able to manipulate people (in a positive way) without their noticing the manipulation.
  • Able to make decisions quickly and to take the credit or blame for the outcome of decisions.
  • Works in an assertive and aggressive manner for the goals, the team, and the organization at large.
  • Very skilled at verbal expression. Can deliver the same message using a persuasive style or an authoritative style with equal confidence.
  • A very active agent in all that is do.
  • Able to carry a new initiative or message to a new audience in a new region and to build trust, credibility and rapport in a skillful manner.
  • Initiates new ideas and promotes them by energizing others.

Potential weaknesses for Megan:

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

  • Lack some follow-through with details or loose ends.
  • Lose interest in the project or initiative once the challenge is gone and it has become more of a routine.
  • Become impatient, especially with slower-moving or slower-thinking people.
  • Set expectations for yourself and others that are overly ambitious or unrealistic.
  • Not be sensitive enough to others needs.
  • Easily become restless and impatient with overly complex processes or slow-moving work.
  • Sometimes overuse an "ends justify the means" perspective.

Cultural Fit/Ideal Environment for Megan

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

  • Building a network of people and contacts with groups.
  • Projects needing you to motivate and persuade people.
  • Freedom from routine work.
  • Freedom to move around, either in the office or around the country.
  • Activities with many opportunities for interaction with people.
  • Activities to get and maintain attention of others.
  • Freedom of speech and expression.

Rick Ruiz

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.
Very HighIndividualistic Demonstrates high independence and project self-confidence.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
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 Rick, here are some specific, personalized questions to ask during your interview. These questions focus on Rick'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 Rick:

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

  • An excellent team-player, you are very effective at training or developing others.
  • You have the rare ability to fit into a great many cultures or environments.
  • You work effectively with people through leadership, and work through people by providing them long-term motivation through your natural optimism.
  • You handle objections, questions, and pressure with poise and confidence.
  • A self-starter and active agent in all you do.
  • Able to delegate responsibility to others in an enthusiastic and personable way.
  • You are very much at ease in making presentations to large or small groups.

Potential weaknesses for Rick:

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

  • The high trust level may be extended to some others with fewer scruples, and you may get 'burned' in the process.
  • Sometimes inattentive to details, and may need support in this area.
  • May sometimes act impulsively, emotions over facts.
  • May sometimes be a selective listener, hearing only what you want to hear.
  • You may overestimate you ability to influence people.
  • May be somewhat disorganized behind the scenes, but the public presence will maintain an orderly image.
  • May have difficulty disciplining others, or bearing bad news.

Cultural Fit/Ideal Environment for Rick

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

  • Mobility, and freedom to travel around the organization or around the country.
  • Wide scope of involvement with a variety of people.
  • Public recognition of accomplishments.
  • New and varied activities; a change-oriented workplace culture.
  • Freedom of speech and self-expression.
  • Freedom from controls, details, and minutia.
  • Challenging assignments.