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Acme Corp — Product & Operations Team
This report shows how your team works together, where strengths exist, where gaps may be slowing performance, and how future candidates can be compared against your current team baseline.
High trust and cohesion with execution gaps that limit pace and accountability.
The 60-second picture of your team's collective working DNA.
Relationship-first. Empathetic builders. Deeply collaborative.
Unusually aligned, high-EQ, and resilient under normal pressure.
Over-deliberates and avoids direct conflict, slowing decisions.
Next hire should be a Driver or Navigator profile. The team has exceptional relational strength but needs execution energy, decisiveness, and someone willing to push for accountability. Pair them with a Connector mentor to preserve culture fit.
Profile distribution by Synergy Work DNA type and what it means for how this team works.
Meetings will be collaborative and thoughtful, but slow to close. Team members will default to relationship maintenance over task completion. Expect strong async output but cautious live decision-making.
Leaders must compensate for low Driver energy by owning decision timelines themselves. This team responds well to vision-setting but needs clear execution frameworks to follow through.
Avoid hiring more Connectors. You're over-indexed on empathy and collaboration. The next 2–3 hires should skew toward Driver, Navigator, or Innovator profiles to balance team dynamics.
Driver (8%) and Innovator (8%) are critically underrepresented. A team this large should have 2–3 Driver-type personalities to balance execution and urgency.
How this team sends, receives, and processes information — and where breakdowns are likely.
This team absorbs information best through structured written context before verbal discussion. Don't open a meeting cold — send a brief first.
Diplomatically and privately. This team avoids public criticism and rarely gives blunt feedback unless they feel safe.
They tend to wait too long, then address things indirectly. Formal check-ins and retrospectives surface what informal conversation suppresses.
When timelines are unclear, or when verbal commitments aren't followed with written confirmation.
This team thrives in focused working sessions with a clear agenda. They dislike rambling meetings or ones with no defined outcome. Keep them short and purposeful.
This team is a strong documentation culture — lean into that. Checklists, playbooks, and structured onboarding docs will be adopted readily.
How this team makes decisions, handles friction, and turns decisions into delivered work.
Inclusive & consensus-driven. Everyone gets a voice, sometimes at the expense of speed.
Group-first, data-informed. Decisions rarely happen without checking in. This slows timelines.
Steady and methodical. High output quality, but may struggle to spike into high-urgency delivery.
Avoidant. The team values harmony and will sidestep friction until it becomes unavoidable.
Very high. Team members give each other the benefit of the doubt and assume positive intent.
Soft. Accountability relies on personal responsibility and peer pressure — not formal systems.
A manager's playbook for leading this specific team effectively — what it needs, and what to watch for.
Lead with clarity and vision first, execution second. This team needs to understand the 'why' before they'll commit to the 'how.' Set context generously — they'll run with it once they're aligned.
Clear priorities, visible decisions, and consistent communication. They need a leader who names trade-offs, owns timelines, and protects them from ambiguity.
Meaningful work, strong relationships, and visible impact. Recognition that acknowledges both contribution and effort matters deeply to them.
Unclear priorities, arbitrary deadlines, and being micromanaged. They'll disengage if they feel their judgment isn't trusted. Inconsistent leadership communication kills morale fast.
Don't rely on informal norms. Install OKRs, written commitments, and visible dashboards. Name owners explicitly. Friendly accountability is not accountability — it's just optimism.
Early and often. This team processes change collaboratively — they need space to discuss it, question it, and buy in. Surprise announcements will create anxiety and slow adoption.
Model it. This team watches leadership to learn what 'safe' looks like. If you avoid conflict, they will too. Run structured retros with ground rules. Normalize 'productive disagreement' as a team value.
Watch your Connectors — they carry emotional labor silently. Build in recovery cycles. Ask directly how people are doing — they won't tell you otherwise. Set clear boundaries on availability.
What kind of future candidate could strengthen this team — based on the current profile mix and gaps.
A Driver profile creates pace, accountability, and decisiveness the team currently lacks.
Someone comfortable raising the hard conversation early instead of letting it simmer.
A Navigator or Strategist to convert options into clear decisions under ambiguity.
An Innovator to keep creative momentum alive beyond a single team member.
A Stabilizer-style profile to add process rigor around commitments and tracking.
Where Team DNA turns team insight into a hiring advantage.
With Team DNA in place, qualified candidates who complete the Synergy Assessment can be compared against your current team baseline — helping you see how they may align, where they may add strength, and where friction could appear.
Team DNA is built from the individual Work DNA results of your current team. It gives you a deeper understanding of how your team works today — and adds a powerful candidate-to-team comparison layer to future hiring decisions.
Aggregate scores across all 12 team members by dimension.
What this team does exceptionally well — and how to turn it into an advantage.
This team has exceptionally high interpersonal trust and psychological safety.
Team members speak openly, admit mistakes without fear, and genuinely support each other's success.
Trust is the #1 predictor of high-performing teams. It enables risk-taking, innovation, and honest feedback.
Use this as a foundation for stretch goals — this team can take on ambitious challenges because they'll lift each other up.
Team members communicate with intention, context, and follow-through.
Meetings stay on track, async updates are clear and timely, and misunderstandings are rare.
Poor communication is the #1 reason projects fail. This team largely avoids that trap.
Assign this team as communication models for cross-functional projects. Document their norms.
This team reads the room and responds thoughtfully under pressure.
Low drama, high maturity. Disagreements get resolved without escalation. Feedback is given with care.
High-EQ teams retain talent longer and handle change more gracefully than low-EQ teams.
Lean on this team during organizational change or uncertainty — they'll model composure for others.
This team operates effectively without constant real-time touchpoints.
Documentation is strong, async channels are used well, and individuals manage their own workflows.
Remote-ready teams scale better and maintain quality across time zones and distributed setups.
This team is an excellent candidate for flexible or hybrid work expansion.
Gaps to address through hiring, training, or workflow changes.
The team tends to over-deliberate when speed is required.
Missed deadlines and slow pivots can have downstream revenue and morale impacts.
Projects may stall during ambiguous or fast-moving phases. Leadership may need to step in repeatedly.
Hire a Driver profile. Consider installing a Sprint Master or execution coordinator role internally.
The team tends to avoid direct confrontation and difficult conversations.
Unresolved friction festers. Small issues become big ones when nobody calls them out.
Performance problems may go unaddressed too long. A 'nice' culture can mask accountability gaps.
Introduce structured feedback cadences. Train managers on direct coaching conversations. Use a facilitator for retros.
The team defaults to consensus-seeking rather than decisive action.
Slow decisions cost opportunity. Fast-moving markets require teams that can decide and adapt.
Opportunities may be missed. Leaders may face decision fatigue from constant escalation.
Assign decision owners on key initiatives. Use RACI frameworks. Add a Strategist or Driver to own timelines.
The team favors stability and process over creative experimentation.
Teams that don't experiment eventually get outpaced by those that do.
New product ideas may get killed in committee. Team may resist necessary pivots.
Create protected time for experimentation. Add an Innovator profile. Run safe-to-fail pilots.
Predictable patterns for teams with this DNA profile. Lead with them, don't react to them.
What environment this team thrives in — and what drains them.
Steady to moderate. Sprint-capable but not sustainably fast-paced. Needs recovery cycles.
Moderate. Clear frameworks help them execute, but rigid over-process stifles creativity.
Strong (79/100). This team documents well, communicates async effectively, and is self-directed.
Who to hire next — and why — based on your current team's DNA.
Based on your current team composition, these profiles would create the most balance, performance, and resilience.
Only 8% of the team has strong execution energy. Adding a Driver will create urgency, accountability, and decisiveness.
Do not hire a second Driver who lacks emotional intelligence — they'll create cultural friction.
One Innovator per 12-person team isn't enough to keep creative energy alive.
Avoid Innovators who struggle with follow-through — pair them with a Stabilizer buddy.
The team's decision-making score is 62. A Navigator archetype adds structured logic and decisiveness.
Don't over-hire analytical types — you already have strong Strategist representation.
You already have strong Connector density (42%). Adding more empathy-first, relationship-focused profiles will deepen collaboration culture but compound the accountability and execution gaps. Be intentional about balance.
Actionable next steps for leadership and the team.
Introduce a shared accountability framework — OKRs, weekly commitments, visible tracking.
Train managers to initiate and navigate difficult performance conversations.
Introduce a weekly decision-sprint ritual — 3 decisions per meeting, each with an owner and deadline.
Document and align on written vs. verbal expectations, feedback norms, and async protocols.
Build protected 'exploration time' into each sprint — 10–15% of bandwidth for experimentation.
Implement monthly 1:1 wellbeing reviews, especially for Connector and Stabilizer profiles.
How Team DNA translates across departments and functions.
Understanding where this DNA excels helps you deploy team talent strategically — and see where you may need to supplement with new hires or cross-training.
High collaboration + communication make this DNA ideal for product squads.
Connector-dominant teams are empathetic, patient, and client-relationship strong.
Stabilizer presence ensures process discipline. Add a Driver for pace.
Too relational-heavy for high-velocity sales. Would benefit from Driver reinforcement.
Low decision-making score is a concern for a leadership team. Add Driver + Navigator.
High async readiness and documentation culture are ideal for distributed work.
Build your Team DNA once, then use it to compare future qualified candidates against your team's strengths, gaps, and workstyle patterns.
Invite your team to complete the Synergy Assessment. Results are ready within 24 hours.