Rasheed starts out by recognizing the areas he was reported to have excelled in rather than where he could improve. While effective and great leaders are good at bringing positive results, having good interpersonal skills with your team is also an important aspect. Being able to recognize when your team believes you are perhaps weaker in some aspects of your role than others is also important. This ability demonstrates a leader's open-mindedness and their willingness to look within themselves for potential room for growth. His sarcasm shows he does care somewhat about the results of the 360-degree survey, we postulated that maybe he thinks he knows better or is the subject matter expert and discounts the results as not to be taken seriously.

Rasheed is immediately dismissive of the feedback that does not reflect well on his intrapersonal performance as a leader. He comes off as someone who believes themselves to be a genuinely top-notch leader because the aspects of his job that he excels at are the ones he deems the most important at the end of the day. This trait illustrates that Rasheed doesn't really see all the aspects of the big picture that his job as a leader possesses. His unwillingness to accept critique on the areas he fell short on and his justification of what he thinks is most important in his role shows he doesn't take the 360-degree survey seriously. Having a closed mind on your own performance review can potentially result in further issues with his performance.

Kelsey is showing a strong ability to coach Rasheed on the qualities he may lack and on a molar level, her ability to give feedback in an effective way helps to avoid conflict. She doesn't hesitate to push back on Rasheed's rebuttals. It seems she really cares about her teammate's development as a leader and professional. She makes good use of her skillset in coaching him by not getting emotionally charged by his refusal to budge on his position and by crafting proactive questions to get him to understand in his own words how his behavior is hurting his team. She assures him that his team rated him highly on his performance, that they valued his ability to drive results within his team, but that they also needed more from him. That his interpersonal skills are what his team scored him low on. According to the leadership effectiveness framework, having good leadership characteristics, behavior and style is one third of the foundation of effective leadership. Because it seems he does well in his performance, he is an effective leader when it comes to the operation of the company. But to have long-lasting and consistently good outcomes, one must also have good interpersonal characteristics.

Kelsey encourages Rasheed to use the 360-degree feedback as a tool to improve himself, this shows that she has great intrapersonal skills as she's probably had to do the same thing. Being empathetic to someone going through their own professional growth as a team leader will really help Rasheed see that she may have a point. Coaching and guiding Rasheed not only helps him improve but furthers Kelsey's experience in working with her team. Rasheed starts to do some reflection on his past attitudes and behaviors he's exhibited toward his team members. It shows that Kelsey's guidance was impactful enough to open his mind and begin to process where he could improve in his leadership skills outside of maximizing results for the company. He begins to show empathy toward his team, putting himself in their place and imagining how he would react to someone like himself. This development in attitude and character can begin to elevate his relationship with his team. He also shows some growth by asking Kelsey for her input or advice on how he can make improvements in his communication style and leadership approach to meet their needs.