<p><strong>Leaders</strong></p>
<p>Leaders - they are identified by the leadership chart as being vision driven. Responsible for getting the right people in the right place (10% of the people.) They know how to figure out what and why initiatives needs to be done and can articulate it to the troops. Leaders create vision for change; they develop initiatives that bring about change. Doing the right things (30% of the people.)</p>
<p><strong>Managers</strong></p>
<p>Managers - they are identified by the leadership chart as being mission driven (30% of the people.) They can understand why and what needs to be done and can understand how to get it done. Plan change and prepare others for change and measure change. They collaborate with leaders to develop an understanding of why an initiative has to be done. They collaborate on the knowledge required to know how to do the initiative to workers.</p>
<p><strong>Practitioners&sbquo; Technicians and Workers</strong></p>
<p>Practitioners&sbquo; technicians and workers - doing things the right way (60% of the people.) They are identified by the leadership chart as being people driven. Know or can learn how to do what needs to be done. Execute change&sbquo; maintain standards and report execution to standard. Report what they did and how well they did to standard.</p>
<p><strong>Understanding Leaders&sbquo; Managers and Practitioners/Knowledge Workers</strong></p>
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<p><strong>Life Role Legend</strong></p>
<p><strong>&nbsp;</strong></p>
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<p><strong>Leaders</strong></p>
<p>Making sure the right things are done</p>
<p>(10% of the people)</p>
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<p><strong>Managers</strong></p>
<p>Making sure things are done right</p>
<p>(30% of the people)</p>
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<p><strong>Practitioners</strong></p>
<p>Know how to do things</p>
<p>(60% of the people)</p>
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<p>Who   does it</p>
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<p>Leaders   - They are identified by the leadership chart as being Vision driven</p>
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<p>Managers   - They are identified by the leadership chart as being Mission driven</p>
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<p>Workers   - They are identified by the leadership chart as being People or Task &nbsp;   driven</p>
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<p>What   they know</p>
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<p>They   know how to figure out what and why initiatives needs to be done and can   articulate it to the troops</p>
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<p>They   can understand why and what needs to be done and can understand how to get it   done</p>
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<p>Know or   can learn how to do what needs to be done</p>
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<p>What   they are commissioned to do</p>
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<p>They   develop initiatives that bring about change</p>
<p>Create   Vision for change.</p>
<p>Develop   and Articulate</p>
<p>-Strategic   objective<br /> -Vision<br /> -Mission<br /> -Strategy<br /> -Core Practices</p>
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<p>Plan   Change</p>
<p>Prepare   others for change</p>
<p>Measure   change</p>
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<p>Execute   Change</p>
<p>Maintain   standards</p>
<p>Report   execution to standard</p>
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<p>What   they communicate</p>
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<p>Why an   Initiative has to be done and wisdom behind doing it</p>
<p>They   collaborate on what has to be done with managers</p>
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<p>They   collaborate with leaders to develop an understanding of why an initiative has   to be done</p>
<p>They   collaborate on the knowledge required to know how to do the initiative to   workers</p>
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<p>What   they did and how well they did to standard</p>
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<p>What   are their tools</p>
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<td style="border: 1px solid #0066ff;">
<p>-Strategy<br /> -Vision<br /> -Emotion<br /> -Wisdom<br /> -Leadership Systems</p>
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<p>-Tactics<br /> -Mission<br /> -Logic<br /> -Understanding<br /> -Leadership and<br /> -Management Systems</p>
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<p>-Execution<br /> -Duty<br /> -Skills<br /> -Knowledge<br /> -Production Systems</p>
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<p>How are   they measured</p>
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<p>Achieving   the strategic objective<br /> -Effectivity<br /> -On how well they plan&sbquo; prepare&sbquo; measure and report.<br /> -Created efficiencies that bring effectivity</p>
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<p>On how   well they plan&sbquo; prepare&sbquo; measure and report.</p>
<p>Created   efficiencies that bring effectivity</p>
</td>
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<p>How   well they execute<br /> Efficiency</p>
</td>
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<td style="border: 1px solid #0066ff;">
<p>Lead   with</p>
</td>
<td style="border: 1px solid #0066ff;">
<p>Emotion   that conveys Hope Through Leadership Systems</p>
</td>
<td style="border: 1px solid #0066ff;">
<p>Reason   that conveys Faith by Merging Leadership and Management Systems</p>
</td>
<td style="border: 1px solid #0066ff;">
<p>Relationships   that convey Charity through action driven production systems</p>
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<p>Accountability</p>
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<p>Owns   the Vision. Trusted with why&sbquo; what and how</p>
<p>Accountable   for why&sbquo; what and how</p>
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<p>Owns   the Mission. Trusted with what</p>
<p>Accountable   for what and how</p>
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<p>Owns   the Work. Trusted to do the what Accountable for how things are done</p>
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<p>Greatest   Obstacles&nbsp;</p>
</td>
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<p>Wisdom   of why</p>
<p>Wisdom   of what</p>
</td>
<td style="border: 1px solid #0066ff;">
<p>Understanding   of why</p>
<p>Understanding   of what</p>
</td>
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<p>Knowledge   of why</p>
<p>Knowledge   of what</p>
</td>
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<p>Potential</p>
</td>
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<p>Exponential   growth of the organization by leveraging organization Vision&sbquo; Value and Core   Competencies to accomplish the strategic objective</p>
</td>
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<p>Multiplier   of time and material by leveraging resources to accomplish the strategic   objective</p>
</td>
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<p>Adds   leverage by knowing how to accomplish what needs to be done to accomplish the   strategic objective</p>
</td>
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<p>Allignment   responsibilities</p>
</td>
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<p>Vision   and strategic objective to motivating passion. Tendency to migrate toward   reactionary activity and tyranny of the urgent.</p>
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<p>Vision   and strategic objective to Mission. Tendency to migrate toward reactionary   activity and tyranny of the urgent.</p>
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<p>Mission   and strategic objective to Activity. Tendency to migrate toward reactionary   activity and tyranny of the urgent.</p>
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<p>Growth</p>
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<p>Must   grow in wisdom understanding and knowledge to raise leadership lid</p>
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<p>Must   have more wisdom understanding and knowledge to lead</p>
</td>
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<p>Must   have more knowledge and understanding to manage</p>
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<p>Gravity</p>
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<p>Lack of   wisdom migrates leaders toward management and set low leadership lid</p>
</td>
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<p>Lack of   understanding creates micro management</p>
</td>
<td style="border: 1px solid #0066ff;">
<p>Lack of   knowledge creates poor results</p>
</td>
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</table>