Preferred Floor and Tile – Estimator Benchmark

Alex Rodriguez

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.
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.
LowPolitical	Supportive of the efforts of the team; no hidden agendas. Willing to surrender control.
AverageAltruist	Concerned for others without giving everything away; a stabilizer.
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 , here are some specific, personalized questions to ask during your interview. These questions focus on '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 :

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

Excellent listening style.
Has a rare ability of being able to calm people who are angry or upset.
Conscientious: You do things the correct way, the first time.
Brings appropriate people skills, patience in working with others, quality control, and attention to the details in a versatile blend of talents and expertise.
Brings enthusiasm and optimism to team projects.
High degree of accuracy in project details.
Brings a positive sense of humor.

Potential weaknesses for :

Below are some potential areas of improvement for . Go through this list and discuss how 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.
Hang on too much to current or past procedures, especially when faced with impending change.
Become overly sensitive to criticism.
Be overly optimistic in ability to persuade or manage others.
Hold a bit of a grudge.
Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
Hold too much to past tradition in procedures and processes.

Cultural Fit/Ideal Environment for

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

Freedom to move around, either in the office or around the country.
Activities to get and maintain the attention of others.
Quality standards in which to support and maintain.
A democratic supervisor and work environment.
Projects needing you to motivate and persuade people.
Projects completed the 'right way' the first time to avoid problems later on.
Complete explanations of areas of responsibility and control.

Joshua Brewer

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.
HighIndividualistic	Has no problem standing up for your own rights and may impart this energy into others as well.
HighPolitical	Able to accept the credit or take the blame with a 'the buck stops here' attitude.
HighAltruist	Has a high desire to help others learn, grow, and develop.
AverageRegulatory	Able to balance and understand the need to have structure and order, but not paralyzed without it.
HighTheoretical	Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

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

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

Remains objective in emotional situations.
Has a rare ability of being able to calm people who are angry or upset.
Able to provide strengths in both the people side and the technical side of projects and operations.
Can be seen as the hub of the wheel with many activities occurring simultaneously.
Builds good team relationships without being an extremist.
Generates positive enthusiasm for a variety of projects in the organization.
Able to direct and motivate others while still being sensitive to their needs and concerns.

Potential weaknesses for :

Below are some potential areas of improvement for . Go through this list and discuss how 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 indecisive in times of significant change or pressure.
Set unreasonable expectations of the capability or capacity of others on the team.
React on impulse rather than thinking things through before responding.
Overestimate the ability of others.
May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
Hold too much to past tradition in procedures and processes.

Cultural Fit/Ideal Environment for

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

Standard, accepted operating procedures that support sometimes complex processes.
An environment relatively free from interpersonal conflict and hostility.
Time to reflect and think about pros and cons to solutions.
A work environment that sincerely cares for the people in it.
Identification with the team or greater organization.
Quality standards in which to support and maintain.
Environment where you can interact with people in a comfortable, non-hectic manner.

Matthew Gerdvil

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.
Very HighPolitical	Very strong leader, and able to take control of a variety of initiatives and maintain control.
AverageAltruist	Concerned for others without giving everything away; a stabilizer.
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 , here are some specific, personalized questions to ask during your interview. These questions focus on '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 :

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

Has a rare ability of being able to calm people who are angry or upset.
Decisions are based on factual data.
Excellent time management skills, and deadline conscious.
Frequently seen by others as an expert in your area of responsibility, and willing to share the expertise with others.
Can be depended upon to do what you say you will do.
Self-motivated, and goal-directed, and able to spread that motivation to others.
Excellent critical thinker, frequently asking 'Why?'

Potential weaknesses for :

Below are some potential areas of improvement for . Go through this list and discuss how 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.
May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
Hold too much to past tradition in procedures and processes.
React on impulse rather than thinking things through before responding.
Become indecisive in times of significant change or pressure.
Oversell your own ideas too strongly.
Become overly aggressive when the climate becomes unfavorable.

Cultural Fit/Ideal Environment for

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

An environment that supports your critical thinking skills.
Variety in the work tasks and multiple projects.
Time to reflect and think about pros and cons to solutions.
Activities to get and maintain the attention of others.
Activities with many opportunities for interaction with people.
Projects needing you to motivate and persuade people.
Projects completed the 'right way' the first time to avoid problems later on.

Michael Garcia

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

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

Able to provide strengths in both the people side and the technical side of projects and operations.
Excellent listening style.
Decisions are based on factual data.
Believes that things should be done the 'right way' the first time, so as to reduce errors later on.
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 seen as the hub of the wheel with many activities occurring simultaneously.
Willing to work hard for a mission, cause, project, or purpose.

Potential weaknesses for :

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

Hold too much to past tradition in procedures and processes.
React on impulse rather than thinking things through before responding.
Trust people a bit too much, and may get burned in the process.
Overestimate the ability of others.
Struggle with meeting deadlines due to your desire for completeness or perfection.
Resist changes and have a lower sense of urgency.
Get overly bogged down in details, especially when the climate becomes pressured.

Cultural Fit/Ideal Environment for

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

A culture that provides a relatively stable and predictable workplace environment with few sudden changes, even in the midst of high stakes or pressure.
An ability to function effectively in the midst of some important and necessary, but sometimes very routine work procedures.
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.
An organizational culture that allows time to consider changes, rather than jumping into change.
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.

Nolan Maitland

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

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

Able to jump into the middle of a project-in-process, accept control and responsibility, get people on board, and make decisions quickly.
Excellent at taking on challenging assignments or difficult tasks, and succeeding with them.
Ready to take the credit or the blame for the results.
Able to multi-task in a variety of areas, maintaining control over many projects simultaneously.
Socially poised and confident, and can usually speak in a persuasive way to small and large groups of people.
Has the ability to be both firm and friendly as the situation demands.
Able to direct and motivate others while still being sensitive to their needs and concerns.

Potential weaknesses for :

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

The high urgency may lead you to do too many things yourself. It takes too long to explain it to someone else, so you do it yourself.
Sometimes decisions might be made without consulting others, and without sharing information after the decision is made.
While directing team projects, may tend to avoid direct participation with others in the project.
Could get more accomplished through people by using a greater amount of patience with individuals and teams.
May become impatient if not getting appropriate attention and recognition from others.
May become defensive and blame other areas of the organization for inefficiencies or miscommunications.
May become so enthusiastic that some may perceive being shallow or superficial.

Cultural Fit/Ideal Environment for

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

Freedom from controls, details, and minutia.
Mobility, and freedom to travel around the organization or around the country.
Challenging assignments.
Flexible environment, able to support changes and spontaneity.
Public recognition of accomplishments.
Wide scope of involvement with a variety of people.
Ability to see rapid results from your efforts.

PRker Whitmire

Behavioral Style

Motivational Styles

AverageAesthetic	Able to appreciate the benefit for balance and harmony without losing sight of the practical side of things.
Very HighEconomic	Very competitive and bottom-line oriented.
LowIndividualistic	Able to support the efforts of the team without demanding the limelight; a supportive team player.
Very HighPolitical	Very strong leader, and able to take control of a variety of initiatives and maintain control.
Very LowAltruist	Guards trust level so as not to get burned, either self or team.
HighRegulatory	Strong preference for following established systems or creating them if none present.
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 , here are some specific, personalized questions to ask during your interview. These questions focus on '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 :

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

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.
Excellent, considerate, and analytic listening style.
Not an extremist, and will be supportive of team efforts.
A strong guardian of high quality control standards and procedures.
May be sought after by other members of the team because of your high knowledge-base of processes and procedures.
Tactful in explaining ideas that may impact others on the team.

Potential weaknesses for :

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

May sometimes oversell on standard operating procedure, rules, or regulations.
Could demonstrate more openness to new ideas and innovations.
Could warm up a bit more when meeting new people or talking with those not intimately involved in your immediate work.
May be perceived by some as slow to make decisions, and tentative about making changes.
May spend more time than necessary in preparing your 'case' due to fear of the unexpected, or being seen as under prepared.
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 perceived by others as very private, guarded, shy, and undemonstrative.

Cultural Fit/Ideal Environment for

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

Standard, accepted operating procedures that support sometimes complex processes.
An environment that supports decisions by logic, not emotion.
Specific lines of authority and reporting structure.
Identification with the team or greater organization.
An environment where you can work with people with whom you have developed mutual trust, rapport, and credibility.
Projects completed the 'right way' the first time, to avoid problems later on.
Highly specialized assignments and technical areas of responsibility.

Patrick Nance

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.
LowAltruist	Won't be taken advantage of and protect own turf and that of the team or organization.
HighRegulatory	Strong preference for following established systems or creating them if none present.
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 , here are some specific, personalized questions to ask during your interview. These questions focus on '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 :

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

Always well-prepared for meetings or contributions to report documents.
A keen awareness of the broad-based impact of important decisions.
Precise in the things you offer to a complex process or solution.
Solves problems with people in mind.
An ability to effectively negotiate cooperation from others rather than to confront or demand it, using a combination of people skills, patience, and objective reasoning.
Conscientious: You do things the correct way, the first time.
Remains objective in emotional situations.

Potential weaknesses for :

Below are some potential areas of improvement for . Go through this list and discuss how 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 personally, even though it was directed at a work process.
Trust people a bit too much, and may get burned in the process.
Struggle with prioritizing things appropriately, due to ranking all items as the "most important".
Struggle with meeting deadlines due to your desire for completeness or perfection.
Become overly aggressive when the climate becomes unfavorable.
React on impulse rather than thinking things through before responding.
Promise a bit more than you can deliver, bite off more than you can chew.

Cultural Fit/Ideal Environment for

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

Security in the work setting to maintain high quality control standards.
Activities that can be monitored from beginning to end.
Standard, accepted operating procedures that support the more complex processes.
A work environment with a predictable pattern of activity so as to monitor quality processes.
A work group providing close relationships with a small group of associates, rather than superficial relationships with a large group of people.
Projects completed the 'right way' the first time, to avoid problems later on.
Highly specialized assignments and technical areas of responsibility.

Tomas Bravo

Behavioral Style

Motivational Styles

Very LowAesthetic	Not into artistic expression, or achieving balance and harmony in life. All about the utilitarian, bottom-line results.
Very HighEconomic	Very competitive and bottom-line oriented.
AverageIndividualistic	Not an extremist and able to balance the needs of both others and self.
Very HighPolitical	Very strong leader, and able to take control of a variety of initiatives and maintain control.
Very LowAltruist	Guards trust level so as not to get burned, either self or team.
HighRegulatory	Strong preference for following established systems or creating them if none present.
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 , here are some specific, personalized questions to ask during your interview. These questions focus on '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 :

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

Able to make decisions quickly and to take the credit or blame for the outcome of decisions.
Able to set high goals, then works hard with people to achieve those goals.
Excellent at initiating activity and direction for the team or organization.
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.
Initiates new ideas and promotes them by energizing others.
Response pattern indicates a strong tendency to work toward making things happen rather than waiting for things to happen.

Potential weaknesses for :

Below are some potential areas of improvement for . Go through this list and discuss how 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 impatient, especially with slower-moving or slower-thinking people.
Be a selective listener, hearing only what you want to hear at times.
Sometimes overuse an "ends justify the means" perspective.
Set expectations for yourself and others that are overly ambitious or unrealistic.
Be somewhat intimidating to others due to your aggressiveness and dominance.
Not be sensitive enough to others needs.
Become more easily angry or belligerent when under pressure or when threatened.

Cultural Fit/Ideal Environment for

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

Assignments involving motivational skills in leading others.
Freedom from details.
An environment with a high degree of people contacts, and problems to solve.
Short cut methods, and reduction of potential bottlenecks.
Challenges in building new territory or networks of people.
Challenges to solve new problems.
A climate that supports innovative ideas for success in the future.

Zachary Adair

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.
LowAltruist	Won't be taken advantage of and protect own turf and that of the team or organization.
HighRegulatory	Strong preference for following established systems or creating them if none present.
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 , here are some specific, personalized questions to ask during your interview. These questions focus on '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 :

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

Solves problems with people in mind.
Excellent at motivating others toward the team goals.
An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills.
Brings a unique combination of accuracy, intuition, and good people skills.
Able to deal with details (e.g., exact standards, data, fine print, and close tolerances) with accuracy and confidence.
Ready, willing, and able to assist others on the team with a specialized project. All they have to do is ask.
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 :

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

Get overly bogged down in details, especially when the climate becomes pressured.
Require an overly complete explanation of details before changes are made.
Promise a bit more than you can deliver, bite off more than you can chew.
Set unreasonable expectations of the capability or capacity of others on the team.
Oversell your own ideas too strongly.
Struggle with meeting deadlines due to your desire for completeness or perfection.
Overestimate the ability of others.

Cultural Fit/Ideal Environment for

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

Activities to get and maintain attention of others.
Freedom of speech and expression.
Freedom from routine work.
Public recognition for accomplishments.
Projects needing you to motivate and persuade people.
Freedom from many controls, detail, and paperwork.
Building a network of people and contacts with groups.

	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