Interpersonal Skills - Competency
Definition: Interpersonal skills encompass the ability to communicate effectively, actively listen, and foster meaningful relationships built on trust, respect, and empathy. Strong interpersonal skills allow individuals to mediate conflicts, provide constructive feedback, and adapt leadership styles to meet diverse team needs while appreciating the efforts of colleagues. By demonstrating honesty, responsiveness, and inclusivity, individuals become role models who contribute to a collaborative, ethical, and high-performing workplace culture.
Collaboration
Trustworthy
Responsible
Client Focus
Customer Focus
Employee Relations
Engagement
Partnering/Networking
Conflict Management
Negotiation
Mediation
Teamwork
Recognition
Others
What are Interpersonal Skills?
Core Components of Interpersonal Skills
Why are Interpersonal Skills important in the workplace?
What are key aspects of Interpersonal Skills?
How can I improve my Interpersonal skills?
360-Feedback questions that measure Interpersonal Skills
Core Components of Interpersonal Skills
Why are Interpersonal Skills important in the workplace?
What are key aspects of Interpersonal Skills?
How can I improve my Interpersonal skills?
360-Feedback questions that measure Interpersonal Skills
360-Feedback Assessments Measuring Interpersonal Skills:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Self-Comments: Do you have to complete a self-assessment or performance appraisal? If so, the
self-comments here may help.
self-comments here may help.
Performance Assessments that include Interpersonal Skills:
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)
What are Interpersonal Skills?
Interpersonal Skills encompass the capacity to communicate clearly, respectfully, and adaptively with others, fostering relationships that promote shared understanding, collaboration, and trust. These skills include attentive listening, contextual awareness, and tailoring communication styles to fit diverse situations and audiences.
Demonstrating empathy, openness, and responsiveness helps individuals anticipate concerns, appreciate others' viewpoints, and build cohesive team environments grounded in emotional intelligence and inclusivity. Effective interpersonal practitioners are honest and trustworthy, offering clear feedback and sincere recognition while upholding ethical standards that strengthen credibility and alignment. Strong relationship-building skills allow them to connect across hierarchical and departmental boundaries, mediate conflict constructively, and offer coaching tailored to the needs and styles of colleagues. Leaders who exhibit interpersonal strength support inclusion, hold others accountable with tact, and communicate ideas in ways that overcome resistance while encouraging growth.
By integrating coaching, feedback, recognition, and respect into daily interactions, individuals with advanced interpersonal skills reinforce psychological safety, inspire performance, and contribute to an ethical and inclusive workplace culture. Their ability to adapt leadership approaches, model integrity, and support others during challenge or change positions them as role models and reliable partners. Ultimately, interpersonal excellence is not just a set of traits--it's a strategic capability that elevates engagement, teamwork, and long-term success.
Demonstrating empathy, openness, and responsiveness helps individuals anticipate concerns, appreciate others' viewpoints, and build cohesive team environments grounded in emotional intelligence and inclusivity. Effective interpersonal practitioners are honest and trustworthy, offering clear feedback and sincere recognition while upholding ethical standards that strengthen credibility and alignment. Strong relationship-building skills allow them to connect across hierarchical and departmental boundaries, mediate conflict constructively, and offer coaching tailored to the needs and styles of colleagues. Leaders who exhibit interpersonal strength support inclusion, hold others accountable with tact, and communicate ideas in ways that overcome resistance while encouraging growth.
By integrating coaching, feedback, recognition, and respect into daily interactions, individuals with advanced interpersonal skills reinforce psychological safety, inspire performance, and contribute to an ethical and inclusive workplace culture. Their ability to adapt leadership approaches, model integrity, and support others during challenge or change positions them as role models and reliable partners. Ultimately, interpersonal excellence is not just a set of traits--it's a strategic capability that elevates engagement, teamwork, and long-term success.
Core Components of Interpersonal Skills
- Communication: conveying information clearly, appropriately, and responsively across different settings and audiences. It involves active listening, adapting style and tone to context, and ensuring messages are understood--not just delivered.
- Empathy: the internal capacity to emotionally resonate with others. It reflects a person's ability to read between the lines--attending to both verbal and nonverbal cues, anticipating needs, and offering compassion in moments of tension or uncertainty.
- Honest: the content and intent behind the communication. It's about truthfulness, integrity, and transparency--especially in moments that test trust, such as admitting mistakes or offering constructive feedback.
- Relationships: the outward manifestation of interpersonal engagement. They reflect the effort one invests in forming cooperative, respectful, and reliable social connections across various roles and personalities.
- Coaching: developmental guidance, where the emphasis is on helping individuals recognize and refine behaviors, communication styles, and problem-solving approaches. It's proactive and forward-looking--intended to unlock personal and professional growth by fostering self-awareness, encouraging constructive feedback, and equipping others with tools for success.
- Leadership: the broader capability to guide, influence, and mobilize others toward collective goals. It involves persuasive communication, strategic adaptability, and emotional insight that empower others--not through authority, but through trust, clarity, and recognition.
- Openness: receptivity to ideas, viewpoints, and interpersonal engagement. It's rooted in the behaviors that encourage dialogue, participation, and psychological safety including things such as listening without judgment, soliciting input, and fostering an inclusive atmosphere.
- Recognition: the active acknowledgment of effort, achievement, and value in others. It's a forward-facing response to performance--demonstrating appreciation through praise, credit, or public acknowledgment.
- Mediates: managing volatile interactions calmly, seeking common ground, and striving for equitable outcomes that preserve relationships. Mediation is about restoration through understanding. It's a responsive skill used in moments of friction--emphasizing neutrality, emotional regulation, and a solution-oriented mindset.
- Feedback: offering insights and observations that are honest, helpful, and received with openness. Giving feedback skillfully requires clarity, tact, and emotional sensitivity; receiving it well demands humility and receptiveness. Feedback itself is a distinct competency: it enables refinement through reflection, strengthens relationships through honesty, and builds performance through targeted guidance.
- Diversity and Inclusion: reflecting a proactive commitment to creating equitable environments where individual differences are welcomed, represented, and valued. It centers on structural and cultural actions--such as building teams with varied backgrounds, embracing alternative viewpoints, and fostering non-discriminatory practices.
- Respect: interpersonal treatment and emotional regard within everyday interactions. It reflects consistent behaviors like valuing input, honoring others' perspectives, and engaging with civility.
- Trustworthy: the interpersonal foundation of reliability, discretion, and credibility. It's about being someone others can count on to follow through with commitments, handle sensitive information with care, and maintain consistency in both actions and integrity.
- Responsive: attentiveness and action--it reflects a person's readiness to assist, address needs promptly, and engage with others in real time. This trait highlights efficiency and supportiveness, especially in situations where immediacy matters: customer service, team performance, or peer collaboration.
- Role Model: the aspirational facet of interpersonal skills. It's less about dependability and more about embodiment--actively demonstrating what ethical conduct, emotional composure, and interpersonal excellence look like in practice.
Why are Interpersonal Skills important in the workplace?
Interpersonal Skills are a vital skill for several reasons:
- Improve communication and understanding: They enable clearer exchanges of ideas, feedback, and expectations, reducing confusion and enhancing productivity across all levels.
- Foster trust and collaboration: Strong interpersonal skills help build rapport and cohesion among diverse teams, laying the foundation for mutual respect and shared success.
- Strengthen leadership and influence: They support effective coaching, persuasive dialogue, and adaptive management. This is crucial for guiding individuals through change or challenges.
- Promote inclusion: By valuing empathy, openness, and recognition, they create environments where people feel seen, heard, and appreciated.
- Resolve conflict and navigate tension: Skilled mediators manage disagreements constructively, preserving relationships while maintaining team momentum and morale.
What are key aspects of Interpersonal Skills?
How can I improve my Interpersonal skills?
To improve interpersonal skills within the workplace, especially in ways that support employee development and alignment with organizational goals, managers and companies can focus on the following strategies:
By applying these actions consistently, managers and companies can cultivate a culture where interpersonal skills naturally evolve and flourish. Structured training and constructive feedback sharpen individual awareness and intentionality in communication, while modeling active listening and ethical behaviors reinforces relational norms others emulate. Recognition and inclusion efforts promote appreciation for diverse styles and contributions, strengthening rapport and psychological safety across teams. As managers support collaboration, resolve conflicts effectively, and coach others with empathy and influence, interpersonal competencies become embedded in everyday operations--fueling stronger engagement, trust, and performance throughout the organization.
- Model active listening behaviors: Demonstrate attentiveness by paraphrasing, asking clarifying questions, and validating employee perspectives during meetings and conversations.
- Foster psychological safety: Create a climate where employees feel safe expressing concerns and ideas without fear of judgment or retaliation, encouraging openness and trust.
- Provide interpersonal skills training: Offer structured learning experiences around empathy, conflict resolution, coaching, and inclusive communication tailored to roles and team dynamics.
- Give consistent, constructive feedback: Use real-time feedback and performance reviews to help employees understand interpersonal strengths and areas for growth, emphasizing both candor and encouragement.
- Promote cross-functional collaboration: Encourage working across departments to build rapport, appreciate diverse viewpoints, and practice navigating interpersonal differences.
- Recognize and reward relational contributions: Acknowledge behaviors like effective coaching, conflict mediation, and emotional support (not just technical achievement) to elevate interpersonal excellence.
- Integrate interpersonal goals into performance metrics: Make empathy, responsiveness, and respect measurable by embedding them into leadership expectations and development plans.
- Use role modeling as a lever: Leaders who consistently demonstrate humility, credibility, and inclusive dialogue set a cultural tone others can adopt and replicate with confidence.
By applying these actions consistently, managers and companies can cultivate a culture where interpersonal skills naturally evolve and flourish. Structured training and constructive feedback sharpen individual awareness and intentionality in communication, while modeling active listening and ethical behaviors reinforces relational norms others emulate. Recognition and inclusion efforts promote appreciation for diverse styles and contributions, strengthening rapport and psychological safety across teams. As managers support collaboration, resolve conflicts effectively, and coach others with empathy and influence, interpersonal competencies become embedded in everyday operations--fueling stronger engagement, trust, and performance throughout the organization.
What questions could you consider for including on a 360-degree feedback assessment regarding Interpersonal Skills?
360-Feedback questions that measure Interpersonal Skills
Communication
Communication focuses on how effectively a person exchanges information--expressing ideas clearly, listening attentively, and ensuring mutual understanding. It involves choosing the right communication techniques for the situation, being approachable, maintaining open dialogue, and understanding both the content and context of conversations. In the Interpersonal Skills dimension, Communication is about clarity, attentiveness, and the mechanics of interaction: conveying information well, listening deeply, and helping others grasp the core issues being discussed.
- Demonstrates good communication with colleagues and customers.
- Maintains open and regular communication with others.
- Applies appropriate communication techniques to the situation.
- Understands the core issues of conversations.
- Communicates well at all levels of the organization.
- A good listener who is attentive to others.
- Attends to both the content and the context of what was being said.
- Communicates initiatives in a clear and actionable manner to employees.
- Easily approachable.
Empathy
Empathy centers on understanding and responding to the feelings, perspectives, and concerns of others. It involves anticipating what someone may be worried about, considering their point of view, and using tact, compassion, and sensitivity in interactions. Empathy is about emotional awareness--paying attention to verbal and nonverbal cues, recognizing how others experience situations, and responding in ways that make people feel understood and supported. Empathy ensures that the human experience behind that information is acknowledged and respected.
- Uses tact, compassion, and sensitivity in interactions with others.
- Considers the other individual's point of view.
- Anticipates the concerns of other employees.
- Has empathy for coworkers.
- Pays close attention to what is being communicated verbally and nonverbally.
- Demonstrates compassion and understanding of others.
- Demonstrates awareness of how specific actions, or inaction, could affect others
- Demonstrates an understanding of other points of view.
- Listens to and interacts with customers and team members in an effective, tactful, and pleasant way
Honest
Honest focuses on truthfulness and sincerity in interpersonal interactions. It reflects being open, credible, and transparent--especially in moments that test trust, such as admitting mistakes or giving candid feedback. This dimension is about the integrity of the message itself: communicating honestly, owning up to errors, and ensuring that what is said aligns with genuine intent. Honesty strengthens relationships by grounding them in authenticity rather than polish, reinforcing reliability through candor and ethical consistency.
- Maintains a high degree of honesty and integrity.
- Is transparent and honest in communications, intentions, and actions.
- Comes across as credible, knowledgeable and sincere
- Is honest and trustworthy.
- Is honest about making mistakes and willing to fix them.
- Honesty and integrity are core tenets of interpersonal relationships.
- Honest about owning up to mistakes made.
- Gives honest feedback and suggestions for improvement.
- Gives honest opinions when asked.
Relationships
Relationships focuses on the quality of connections a person builds with others. It reflects cooperation, rapport, helpfulness, and the ability to work well with individuals at all levels of the organization. This dimension is about interpersonal effectiveness--being considerate, building trust through positive interactions, and forming strong working relationships. Relationships is about the broader pattern of supportive, cooperative, and respectful interactions that sustain strong interpersonal bonds.
- Demonstrates willingness to work with others.
- Able to work with individuals at all levels of the Company.
- Establishes good rapport with employees and customers.
- Builds strong relationships with team members.
- Builds a strong rapport with co-workers.
- Helpful, considerate, and cooperative towards others.
- Willing to communicate in person instead of through a mobile device.
- Works cooperatively with others in the department.
- Able to work closely others who are considered to be difficult to work with.
Coaching
Coaching focuses on developing others. It is about helping people grow their skills, confidence, and interpersonal effectiveness through guidance, learning activities, and supportive feedback. In the Interpersonal Skills dimension, Coaching is a developmental behavior: offering resources, teaching communication techniques, and creating opportunities for team members to strengthen collaboration. The emphasis is on enabling others to improve--building capability, encouraging progress, and investing in someone's long-term growth.
- Coaches others whenever possible.
- Provides learning activities to help team members better relate to one another and create a collaborative environment
- Provides resources to enable individuals to develop themselves.
- Coaches others how to communicate with influence and persuasion.
- Encourages team and team members to seek and respond to constructive criticism
- Coaches employees on how their style influences the outcomes of situations.
- Coaches team on how to offer alternative solutions in order to help customers achieve desired results
Leadership
Leadership focuses on influencing and mobilizing others. It is about shaping direction, inspiring performance, adapting one's style to the situation, and overcoming resistance to move the team toward goals. Leadership reflects the ability to elevate morale, secure cooperation, reward excellence, and persuade others through credibility rather than authority. In the Interpersonal Skills dimension, Leadership is about impact--guiding people, motivating them, and creating conditions where they perform at their best.
- Adapts management style to meet the needs of the individual or situation.
- Positively impacts his/her team's morale, sense of belonging, and participation
- Influences others on his/her team to reach goals, improve performance, and try new things
- Expresses ideas in an appropriate manner to overcome resistance, complaints, and frustration from others
- Recognizes and rewards behavior that produces excellent performance.
- Secures cooperation from and/or persuades others to support his/her solutions and decisions
- Uses knowledge and charisma rather than position, power, or coercion to influence others
- Is recognized for his/her influencing skills
- Inspires a sense of area pride and culture; co-workers are aware of what makes their area unique.
- Holds team members accountable to commitments made.
- Uses appropriate persuasive techniques when talking with people of varying backgrounds and resistance levels
- Secures commitment from subordinates, supervisors, and members of other departments when working to gain support for ideas or decisions
Openness
Openness focuses on receiving and welcoming input. It is about creating an environment where people feel comfortable sharing ideas, perspectives, and suggestions. This dimension emphasizes active listening, withholding judgment, valuing others' opinions, and being approachable and receptive to new or innovative viewpoints. In the Interpersonal Skills dimension, Openness is fundamentally about inviting contribution--showing others that their thoughts matter and that dialogue is safe, encouraged, and respected.
- Is open and approachable
- Creates an atmosphere that supports the open expression of ideas
- Values the opinions of others.
- Listens to others, withholding judgment, and comes across as open to all viewpoints
- Is open to innovative ideas and suggestions from others
- Actively listens to others.
- Will listen to suggestions and advice from others
- Seeks input from key people who should be involved in, or will be affected by, decisions.
- Maintains an open and accepting manner.
- Is open to input on alternative ways to accomplish objectives
- Open to input on alternative ways to accomplish objectives.
- Encourages others to share ideas to develop team cohesion.
Recognition
Recognition focuses on affirming and appreciating contributions. It is about noticing others' efforts, giving credit, praising good work, and acknowledging achievements both large and small. This dimension emphasizes gratitude, positive reinforcement, and strengthening morale by making people feel seen and valued. In the Interpersonal Skills dimension, Recognition is about responding to contribution--highlighting what others have done well and reinforcing a culture where effort and accomplishment are appreciated.
- Appreciates the extra efforts made by coworkers.
- Recognizes the contributions of others.
- Shows appreciation for other's work.
- Recognizes when others do a good job.
- Expresses appreciation of other's work.
- Takes time to recognize the efforts of others.
- Gives credit where credit is due.
- Offers praise to colleagues who have successfully completed major projects.
- Appreciates the work of direct reports and subordinates.
- Encourages others to recognize the work of outstanding employees.
Mediates
Mediates focuses on resolving conflict. It involves stepping into disagreements, addressing issues directly, and guiding people toward collaborative, win-win solutions. This dimension emphasizes conflict navigation--seeking common ground, facilitating dialogue, and resolving grievances in a positive, constructive way. Mediates is about managing tension, helping parties move past impasses, and restoring productive working relationships through skillful intervention.
- Successfully mediates conflicts and disagreements.
- Successfully resolves conflicts and grievances to a win-win solution.
- Effectively manages conflicts by dealing with them directly and immediately
- Strives for win/win solutions
- Facilitates the resolution of conflicts and grievances.
- Seeks common ground and collaborative solutions in negotiations with others
- Resolves conflicts in a positive way.
- Able to work through disagreements with co-workers.
- Resolves conflicts and disagreements constructively.
- Defuses hostile/angry individuals in group settings to prevent disruption of work.
- Remains poised and rational in debates, seeking an understanding of all sides
Feedback
Feedback focuses on improving performance and development. It involves offering constructive criticism, giving thoughtful suggestions, and communicating observations in a way that fosters acceptance and growth. This dimension emphasizes developmental communication--helping others understand how to improve, providing guidance that strengthens skills, and delivering feedback honestly but supportively.
- Offers constructive criticism to have a positive impact on performance.
- Provides constructive feedback in a way that fosters acceptance and development.
- Gives constructive feedback on performance reviews.
- Is thoughtful and honest about the feedback they give others.
- Gives good advice and suggestions to coworkers.
- Receives feedback (both positive and negative) in a constructive manner.
Diversity and Inclusion
Diversity and Inclusion focuses on actively embracing differences--backgrounds, identities, perspectives, skills, and experiences--and ensuring those differences are welcomed, represented, and free from discrimination. It emphasizes building diverse teams, promoting acceptance of varied viewpoints, and creating an environment where people feel included regardless of personal differences. In the Interpersonal Skills dimension, Diversity and Inclusion is about structural and cultural openness: intentionally valuing diversity, encouraging broad participation, and ensuring everyone has equitable access to opportunities and a sense of belonging.
- Creates diverse teams of individuals with different backgrounds, skills, and abilities.
- Promotes acceptance of diverse viewpoints from team members.
- Fosters a diverse workforce free from discrimination and harassment.
- Sees values in the diversity of individuals on the team.
- Willing to overlook personal differences and focus on completing the task at hand.
- Embraces the differences in individuals that comprise the team.
- Accepting of individuals with different cultural backgrounds.
Respect
Respect focuses on how individuals treat one another on a personal level. It emphasizes valuing others' ideas, showing courtesy, appreciating contributions, and treating colleagues with dignity regardless of role or status. Respect is interpersonal and behavioral--demonstrated through everyday interactions that convey esteem, fairness, and positive regard. Respect is about consistent, person-to-person regard that strengthens relationships and reinforces a culture of fairness and professionalism.
- Respectful of the opinions and ideas of others.
- Respects other members of the team/department.
- Values the input from coworkers.
- Is well respected in the department.
- Treats others with respect.
- Is a highly respected individual in the company.
Trustworthy
Trustworthy reflects dependability and credibility--the sense that others can rely on you, confide in you, and expect you to follow through on what you say. It emphasizes keeping commitments, maintaining confidentiality, and being a consistently reliable partner. In the Interpersonal Skills dimension, Trustworthy is about character and reliability: coworkers trust your word, feel safe sharing information, and believe you will act with integrity in every interaction. It's the foundation of confidence in a relationship.
- Is trusted by peers and co-workers; others are willing to confide in him/her
- Keeps commitments made with coworkers.
- Is a reliable and dependable worker; will do what they say they are going to do.
- Is someone you can trust.
- Is a committed and reliable partner.
- Keeps and maintains confidentiality and trust.
Responsive
Responsive reflects timeliness and helpfulness--how quickly and effectively you act when others need support. It emphasizes addressing inquiries promptly, assisting coworkers who are struggling, and working diligently to help customers find solutions. In the Interpersonal Skills dimension, Responsive is about action and availability: stepping in quickly, offering help, and ensuring others aren't left waiting. While Trustworthy is about being someone people can rely on, Responsive is about showing up in the moment to meet needs with speed and attentiveness.
- Responds quickly to inquiries from potential customers.
- Addresses critical customer issues in a timely manner.
- Follows up on inquiries in a timely manner.
- Works diligently to assist customers in finding the right products.
- Assists employees that need help.
- Assists those in the department who need help in meeting performance metrics.
- Is willing to lend a hand to those in the department who need help.
Role Model
Role Model represents the aspirational facet of interpersonal skills. It's less about dependability and more about embodiment--actively demonstrating what ethical conduct, emotional composure, and interpersonal excellence look like in practice. A role model influences others through visible behavior, especially under pressure, fostering a culture of learning and positive engagement. This trait helps elevate team standards by inviting imitation of best practices, showing through action how interpersonal values support collaboration, resilience, and trust.
- Strives to lead by example to demonstrate the value of interpersonal relationships.
- Is a role model for others demonstrating the importance of interpersonal skills.
- Displays positive interactions.
- Demonstrates a high degree of ethics and integrity in the workplace.
- Demonstrates positive behaviors for others to follow.
- Understands that stress is part of work and does not let it affect them personally.