-- Table structure for table `company_team_leaders`
--

CREATE TABLE `company_team_leaders` (
  `company_team_leader_id` int(10) NOT NULL AUTO_INCREMENT,
  `company_id` int(10) NOT NULL,
  `company_teamleader_name` varchar(50) NOT NULL,
  `company_teamleader_description` mediumtext NOT NULL,
  PRIMARY KEY (`company_team_leader_id`)
) ENGINE=MyISAM AUTO_INCREMENT=6 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `company_team_leaders`
--

INSERT INTO `company_team_leaders` VALUES (3,0,'Family members','3'),(4,0,'','3'),(5,3,'Team leader','');

--
-- Table structure for table `company_teams`
--

CREATE TABLE `company_teams` (
  `company_team_id` int(10) NOT NULL AUTO_INCREMENT,
  `company_id` int(10) NOT NULL,
  `company_team_name` varchar(100) NOT NULL,
  `company_team_description` mediumtext NOT NULL,
  PRIMARY KEY (`company_team_id`)
) ENGINE=MyISAM AUTO_INCREMENT=17 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `company_teams`
--

INSERT INTO `company_teams` VALUES (1,2,'Test Team1','Team1 Desc'),(2,2,'Test Team2','Team2 Desc'),(3,3,'Sales Team',''),(4,3,'IT Computer Team',''),(6,3,'Web Sales Team',''),(7,3,'Web Sales Team',''),(8,24,'Rundlett',''),(9,3,'Recruiters',''),(10,3,'Business and HR',''),(11,3,'Coaches',''),(12,3,'Mental Health',''),(13,3,'Education',''),(14,3,'Resellers',''),(15,3,'Major Accounts',''),(16,3,'Worship Team','');

--
-- Table structure for table `company_temp_users`
--

CREATE TABLE `company_temp_users` (
  `company_temp_users_id` int(10) NOT NULL AUTO_INCREMENT,
  `company_id` int(10) NOT NULL,
  `user_id` int(10) NOT NULL,
  `disc_id` int(10) NOT NULL,
  `mb_id` int(10) NOT NULL,
  `sf1_id` int(10) NOT NULL,
  `sf2_id` int(10) NOT NULL,
  `sf3_id` int(10) NOT NULL,
  `sf4_id` int(10) NOT NULL,
  `sf5_id` int(10) NOT NULL,
  `temperament1_id` int(10) NOT NULL,
  `temperament2_id` int(10) NOT NULL,
  PRIMARY KEY (`company_temp_users_id`)
) ENGINE=MyISAM AUTO_INCREMENT=188 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `company_temp_users`
--

INSERT INTO `company_temp_users` VALUES (187,3,551,2,14,0,0,0,0,0,2,4),(186,3,530,7,3,1,14,29,23,27,4,1),(185,3,514,5,3,25,16,14,18,29,4,1);

--
-- Table structure for table `company_user_assign_to_team_teamleader`
--

CREATE TABLE `company_user_assign_to_team_teamleader` (
  `company_assign_id` int(10) NOT NULL AUTO_INCREMENT,
  `user_id` int(10) NOT NULL,
  `company_team_id` int(10) NOT NULL,
  `company_team_leader_id` int(10) NOT NULL,
  `team_leader_permission` int(1) NOT NULL,
  `pw_disc` varchar(150) NOT NULL,
  `pw_mb` varchar(150) NOT NULL,
  `pw_sf` varchar(150) NOT NULL,
  `pw_temp` varchar(150) NOT NULL,
  PRIMARY KEY (`company_assign_id`)
) ENGINE=MyISAM AUTO_INCREMENT=437 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `company_user_assign_to_team_teamleader`
--

INSERT INTO `company_user_assign_to_team_teamleader` VALUES (1,0,0,0,0,'','','',''),(2,0,0,0,0,'','','',''),(3,335,0,0,0,'','','',''),(4,309,0,0,0,'','','',''),(5,470,0,0,0,'','','',''),(6,347,0,0,0,'','','',''),(7,460,0,0,0,'','','',''),(8,327,0,0,0,'','','',''),(9,512,0,0,0,'','','',''),(10,315,3,3,4,'9,10,12','2','2,4,18,15,17','1,2'),(11,529,0,0,0,'','','',''),(12,514,0,0,0,'','','',''),(13,510,0,0,0,'','','',''),(14,530,0,0,0,'','','',''),(15,298,0,0,0,'','','',''),(16,467,0,0,0,'','','',''),(17,469,0,0,0,'','','',''),(18,476,0,0,0,'','','',''),(19,298,0,0,0,'','','',''),(20,335,0,0,0,'','','',''),(21,512,0,0,0,'','','',''),(22,530,0,0,0,'','','',''),(23,460,0,0,0,'','','',''),(24,514,0,0,0,'','','',''),(25,529,0,0,0,'','','',''),(26,327,0,0,0,'','','',''),(27,347,0,0,0,'','','',''),(28,467,0,0,0,'','','',''),(29,510,0,0,0,'','','',''),(30,470,0,0,0,'','','',''),(31,309,0,0,0,'','','',''),(32,476,0,0,0,'','','',''),(33,469,0,0,0,'','','',''),(34,298,0,0,0,'','','',''),(35,512,0,0,0,'','','',''),(36,530,0,0,0,'','','',''),(37,460,0,0,0,'','','',''),(38,514,0,0,0,'','','',''),(39,529,0,0,0,'','','',''),(40,327,0,0,0,'','','',''),(41,347,0,0,0,'','','',''),(42,467,0,0,0,'','','',''),(43,510,0,0,0,'','','',''),(44,470,0,0,0,'','','',''),(45,309,0,0,0,'','','',''),(46,476,0,0,0,'','','',''),(47,469,0,0,0,'','','',''),(48,298,0,0,0,'','','',''),(49,512,0,0,0,'','','',''),(50,530,0,0,0,'','','',''),(51,460,0,0,0,'','','',''),(52,514,0,0,0,'','','',''),(53,529,0,0,0,'','','',''),(54,327,0,0,0,'','','',''),(55,347,0,0,0,'','','',''),(56,467,0,0,0,'','','',''),(57,510,0,0,0,'','','',''),(58,470,0,0,0,'','','',''),(59,309,0,0,0,'','','',''),(60,476,0,0,0,'','','',''),(61,469,0,0,0,'','','',''),(62,298,0,0,0,'','','',''),(63,335,0,0,0,'','','',''),(64,512,0,0,0,'','','',''),(65,530,0,0,0,'','','',''),(66,460,0,0,0,'','','',''),(67,514,0,0,0,'','','',''),(68,529,0,0,0,'','','',''),(69,327,0,0,0,'','','',''),(70,347,0,0,0,'','','',''),(71,467,0,0,0,'','','',''),(72,510,0,0,0,'','','',''),(73,470,0,0,0,'','','',''),(74,309,0,0,0,'','','',''),(75,476,0,0,0,'','','',''),(76,469,0,0,0,'','','',''),(77,538,0,0,0,'','','',''),(78,539,0,0,0,'','','',''),(79,546,0,0,0,'','','',''),(80,548,0,0,0,'','','',''),(81,491,0,0,0,'','','',''),(82,509,0,0,0,'','','',''),(83,504,0,0,0,'','','',''),(84,521,0,0,0,'','','',''),(85,484,0,0,0,'','','',''),(86,522,0,0,0,'','','',''),(87,508,0,0,0,'','','',''),(88,547,0,0,0,'','','',''),(89,524,0,0,0,'','','',''),(90,495,0,0,0,'','','',''),(91,523,0,0,0,'','','',''),(92,335,0,0,0,'','','',''),(93,539,0,0,0,'','','',''),(94,530,0,0,0,'','','',''),(95,512,0,0,0,'','','',''),(96,546,0,0,0,'','','',''),(97,460,0,0,0,'','','',''),(98,514,0,0,0,'','','',''),(99,510,0,0,0,'','','',''),(100,467,0,0,0,'','','',''),(101,529,0,0,0,'','','',''),(102,327,0,0,0,'','','',''),(103,347,0,0,0,'','','',''),(104,538,0,0,0,'','','',''),(105,470,0,0,0,'','','',''),(106,309,0,0,0,'','','',''),(107,476,0,0,0,'','','',''),(108,548,0,0,0,'','','',''),(109,469,0,0,0,'','','',''),(110,460,0,0,0,'','','',''),(111,529,0,0,0,'','','',''),(112,327,0,0,0,'','','',''),(113,514,0,0,0,'','','',''),(114,309,0,0,0,'','','',''),(115,347,0,0,0,'','','',''),(116,470,0,0,0,'','','',''),(117,546,0,0,0,'','','',''),(118,538,0,0,0,'','','',''),(119,539,0,0,0,'','','',''),(120,510,0,0,0,'','','',''),(121,467,0,0,0,'','','',''),(122,469,0,0,0,'','','',''),(123,476,0,0,0,'','','',''),(124,548,0,0,0,'','','',''),(125,460,0,0,0,'','','',''),(126,529,0,0,0,'','','',''),(127,327,0,0,0,'','','',''),(128,514,0,0,0,'','','',''),(129,309,0,0,0,'','','',''),(130,347,0,0,0,'','','',''),(131,335,0,0,0,'','','',''),(132,470,0,0,0,'','','',''),(133,546,0,0,0,'','','',''),(134,538,0,0,0,'','','',''),(135,512,0,0,0,'','','',''),(136,530,0,0,0,'','','',''),(137,539,0,0,0,'','','',''),(138,510,0,0,0,'','','',''),(139,467,0,0,0,'','','',''),(140,469,0,0,0,'','','',''),(141,476,0,0,0,'','','',''),(142,548,0,0,0,'','','',''),(143,529,0,0,0,'','','',''),(144,327,0,0,0,'','','',''),(145,514,0,0,0,'','','',''),(146,309,0,0,0,'','','',''),(147,347,0,0,0,'','','',''),(148,335,0,0,0,'','','',''),(149,470,0,0,0,'','','',''),(150,546,0,0,0,'','','',''),(151,538,0,0,0,'','','',''),(152,512,0,0,0,'','','',''),(153,530,0,0,0,'','','',''),(154,539,0,0,0,'','','',''),(155,510,0,0,0,'','','',''),(156,467,0,0,0,'','','',''),(157,469,0,0,0,'','','',''),(158,476,0,0,0,'','','',''),(159,548,0,0,0,'','','',''),(160,460,0,0,0,'','','',''),(161,529,0,0,0,'','','',''),(162,327,0,0,0,'','','',''),(163,514,0,0,0,'','','',''),(164,309,0,0,0,'','','',''),(165,347,0,0,0,'','','',''),(166,335,0,0,0,'','','',''),(167,470,0,0,0,'','','',''),(168,546,0,0,0,'','','',''),(169,538,0,0,0,'','','',''),(170,512,0,0,0,'','','',''),(171,530,0,0,0,'','','',''),(172,539,0,0,0,'','','',''),(173,510,0,0,0,'','','',''),(174,467,0,0,0,'','','',''),(175,469,0,0,0,'','','',''),(176,476,0,0,0,'','','',''),(177,548,0,0,0,'','','',''),(178,460,0,0,0,'','','',''),(179,529,0,0,0,'','','',''),(180,514,0,0,0,'','','',''),(181,309,0,0,0,'','','',''),(182,347,0,0,0,'','','',''),(183,335,0,0,0,'','','',''),(184,470,0,0,0,'','','',''),(185,546,0,0,0,'','','',''),(186,538,0,0,0,'','','',''),(187,512,0,0,0,'','','',''),(188,530,0,0,0,'','','',''),(189,539,0,0,0,'','','',''),(190,510,0,0,0,'','','',''),(191,467,0,0,0,'','','',''),(192,469,0,0,0,'','','',''),(193,476,0,0,0,'','','',''),(194,548,0,0,0,'','','',''),(195,529,0,0,0,'','','',''),(196,327,0,0,0,'','','',''),(197,460,0,0,0,'','','',''),(198,510,0,0,0,'','','',''),(199,309,0,0,0,'','','',''),(200,538,0,0,0,'','','',''),(201,539,0,0,0,'','','',''),(202,514,0,0,0,'','','',''),(203,347,0,0,0,'','','',''),(204,335,0,0,0,'','','',''),(205,467,0,0,0,'','','',''),(206,470,0,0,0,'','','',''),(207,546,0,0,0,'','','',''),(208,530,0,0,0,'','','',''),(209,469,0,0,0,'','','',''),(210,476,0,0,0,'','','',''),(211,548,0,0,0,'','','',''),(212,551,0,0,0,'','','',''),(213,460,0,0,0,'','','',''),(214,529,0,0,0,'','','',''),(215,327,0,0,0,'','','',''),(216,514,0,0,0,'','','',''),(217,309,0,0,0,'','','',''),(218,347,0,0,0,'','','',''),(219,335,0,0,0,'','','',''),(220,470,0,0,0,'','','',''),(221,546,0,0,0,'','','',''),(222,538,0,0,0,'','','',''),(223,512,0,0,0,'','','',''),(224,530,0,0,0,'','','',''),(225,539,0,0,0,'','','',''),(226,510,0,0,0,'','','',''),(227,467,0,0,0,'','','',''),(228,469,0,0,0,'','','',''),(229,476,0,0,0,'','','',''),(230,548,0,0,0,'','','',''),(231,551,0,0,0,'','','',''),(232,327,0,0,0,'','','',''),(233,510,0,0,0,'','','',''),(234,347,0,0,0,'','','',''),(235,529,0,0,0,'','','',''),(236,538,0,0,0,'','','',''),(237,539,0,0,0,'','','',''),(238,514,0,0,0,'','','',''),(239,467,0,0,0,'','','',''),(240,309,0,0,0,'','','',''),(241,335,0,0,0,'','','',''),(242,470,0,0,0,'','','',''),(243,546,0,0,0,'','','',''),(244,530,0,0,0,'','','',''),(245,512,0,0,0,'','','',''),(246,476,0,0,0,'','','',''),(247,548,0,0,0,'','','',''),(248,469,0,0,0,'','','',''),(249,551,0,0,0,'','','',''),(250,510,0,0,0,'','','',''),(251,347,0,0,0,'','','',''),(252,335,0,0,0,'','','',''),(253,470,0,0,0,'','','',''),(254,467,0,0,0,'','','',''),(255,529,0,0,0,'','','',''),(256,538,0,0,0,'','','',''),(257,539,0,0,0,'','','',''),(258,514,0,0,0,'','','',''),(259,309,0,0,0,'','','',''),(260,546,0,0,0,'','','',''),(261,512,0,0,0,'','','',''),(262,530,0,0,0,'','','',''),(263,548,0,0,0,'','','',''),(264,469,0,0,0,'','','',''),(265,476,0,0,0,'','','',''),(266,551,0,0,0,'','','',''),(267,0,0,0,0,'','','',''),(268,0,0,0,0,'','','',''),(269,0,0,0,0,'','','',''),(270,0,0,0,0,'','','',''),(271,551,0,0,0,'','','',''),(272,0,0,0,0,'','','',''),(273,0,0,0,0,'','','',''),(274,0,0,0,0,'','','',''),(275,0,0,0,0,'','','',''),(276,0,0,0,0,'','','',''),(277,0,0,0,0,'','','',''),(278,0,0,0,0,'','','',''),(279,0,0,0,0,'','','',''),(280,0,0,0,0,'','','',''),(281,0,0,0,0,'','','',''),(282,0,0,0,0,'','','',''),(283,0,0,0,0,'','','',''),(284,327,0,0,0,'','','',''),(285,529,0,0,0,'','','',''),(286,510,0,0,0,'','','',''),(287,539,0,0,0,'','','',''),(288,538,0,0,0,'','','',''),(289,467,0,0,0,'','','',''),(290,309,0,0,0,'','','',''),(291,514,0,0,0,'','','',''),(292,470,0,0,0,'','','',''),(293,512,0,0,0,'','','',''),(294,546,0,0,0,'','','',''),(295,530,0,0,0,'','','',''),(296,476,0,0,0,'','','',''),(297,548,0,0,0,'','','',''),(298,469,0,0,0,'','','',''),(299,327,0,0,0,'','','',''),(300,529,0,0,0,'','','',''),(301,510,0,0,0,'','','',''),(302,539,0,0,0,'','','',''),(303,538,0,0,0,'','','',''),(304,467,0,0,0,'','','',''),(305,309,0,0,0,'','','',''),(306,514,0,0,0,'','','',''),(307,470,0,0,0,'','','',''),(308,512,0,0,0,'','','',''),(309,546,0,0,0,'','','',''),(310,530,0,0,0,'','','',''),(311,476,0,0,0,'','','',''),(312,548,0,0,0,'','','',''),(313,469,0,0,0,'','','',''),(314,551,0,0,0,'','','',''),(315,315,6,0,0,'9,10,12','2','2,4,18,15,17','1,2'),(316,309,0,0,0,'','','',''),(317,529,0,0,0,'','','',''),(318,347,0,0,0,'','','',''),(319,335,0,0,0,'','','',''),(320,327,0,0,0,'','','',''),(321,460,0,0,0,'','','',''),(322,514,0,0,0,'','','',''),(323,470,0,0,0,'','','',''),(324,546,0,0,0,'','','',''),(325,512,0,0,0,'','','',''),(326,538,0,0,0,'','','',''),(327,530,0,0,0,'','','',''),(328,539,0,0,0,'','','',''),(329,510,0,0,0,'','','',''),(330,467,0,0,0,'','','',''),(331,469,0,0,0,'','','',''),(332,476,0,0,0,'','','',''),(333,548,0,0,0,'','','',''),(334,551,0,0,0,'','','',''),(335,315,4,4,1,'9,10,12,4,13,15','2,15','2,4,18,15,17,7,31,6,16,33','1,2,4,3'),(336,535,0,0,0,'','','',''),(337,516,0,0,0,'','','',''),(338,517,0,0,0,'','','',''),(339,545,0,0,0,'','','',''),(340,587,0,0,0,'','','',''),(341,649,13,13,1,'','','',''),(342,315,0,0,0,'','','',''),(343,648,14,14,1,'','','',''),(344,654,12,12,1,'','','',''),(345,652,10,10,1,'4,13,15','1','15,17','1,4'),(346,651,11,11,1,'','','',''),(347,653,9,9,1,'','','',''),(348,655,15,15,1,'','','',''),(349,648,0,0,0,'','','',''),(350,653,0,0,0,'','','',''),(351,652,0,0,0,'','','',''),(352,649,0,0,0,'','','',''),(353,654,0,0,0,'','','',''),(354,651,0,0,0,'','','',''),(355,309,0,0,0,'','','',''),(356,335,0,0,0,'','','',''),(357,529,0,0,0,'','','',''),(358,652,0,0,0,'','','',''),(359,347,0,0,0,'','','',''),(360,327,0,0,0,'','','',''),(361,514,0,0,0,'','','',''),(362,460,0,0,0,'','','',''),(363,649,0,0,0,'','','',''),(364,546,0,0,0,'','','',''),(365,470,0,0,0,'','','',''),(366,648,0,0,0,'','','',''),(367,654,0,0,0,'','','',''),(368,512,0,0,0,'','','',''),(369,538,0,0,0,'','','',''),(370,651,0,0,0,'','','',''),(371,539,0,0,0,'','','',''),(372,530,0,0,0,'','','',''),(373,653,0,0,0,'','','',''),(374,551,0,0,0,'','','',''),(375,510,0,0,0,'','','',''),(376,467,0,0,0,'','','',''),(377,548,0,0,0,'','','',''),(378,469,0,0,0,'','','',''),(379,476,0,0,0,'','','',''),(380,655,0,0,0,'','','',''),(381,660,0,0,0,'','','',''),(382,649,0,0,0,'','','',''),(383,327,0,0,0,'','','',''),(384,653,0,0,0,'','','',''),(385,654,0,0,0,'','','',''),(386,467,0,0,0,'','','',''),(387,335,0,0,0,'','','',''),(388,309,0,0,0,'','','',''),(389,529,0,0,0,'','','',''),(390,514,0,0,0,'','','',''),(391,460,0,0,0,'','','',''),(392,648,0,0,0,'','','',''),(393,546,0,0,0,'','','',''),(394,651,0,0,0,'','','',''),(395,470,0,0,0,'','','',''),(396,512,0,0,0,'','','',''),(397,538,0,0,0,'','','',''),(398,539,0,0,0,'','','',''),(399,530,0,0,0,'','','',''),(400,551,0,0,0,'','','',''),(401,510,0,0,0,'','','',''),(402,660,0,0,0,'','','',''),(403,548,0,0,0,'','','',''),(404,469,0,0,0,'','','',''),(405,476,0,0,0,'','','',''),(406,655,0,0,0,'','','',''),(407,737,4,0,0,'','','',''),(408,746,0,0,0,'','','',''),(409,794,0,0,0,'','','',''),(410,893,0,0,0,'','','',''),(411,761,0,0,0,'','','',''),(412,1081,0,0,0,'','','',''),(413,786,0,0,0,'','','',''),(414,747,0,0,0,'','','',''),(415,926,0,0,0,'','','',''),(416,788,0,0,0,'','','',''),(417,784,0,0,0,'','','',''),(418,335,0,0,0,'','','',''),(419,347,0,0,0,'','','',''),(420,760,0,0,0,'','','',''),(421,753,0,0,0,'','','',''),(422,754,0,0,0,'','','',''),(423,309,0,0,0,'','','',''),(424,1080,0,0,0,'','','',''),(425,327,0,0,0,'','','',''),(426,748,0,0,0,'','','',''),(427,1003,0,0,0,'','','',''),(428,529,0,0,0,'','','',''),(429,514,0,0,0,'','','',''),(430,460,0,0,0,'','','',''),(431,1039,0,0,0,'','','',''),(432,787,0,0,0,'','','',''),(433,649,0,0,0,'','','',''),(434,689,0,0,0,'','','',''),(435,1014,0,0,0,'','','',''),(436,810,0,0,0,'','','','');

--
-- Table structure for table `company_user_department_assign`
--

CREATE TABLE `company_user_department_assign` (
  `company_user_department_assign_id` int(10) NOT NULL AUTO_INCREMENT,
  `company_id` int(10) NOT NULL,
  `user_id` int(10) NOT NULL,
  `department_id` int(10) NOT NULL,
  PRIMARY KEY (`company_user_department_assign_id`)
) ENGINE=MyISAM AUTO_INCREMENT=41 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `company_user_department_assign`
--

INSERT INTO `company_user_department_assign` VALUES (3,3,315,1),(4,3,315,2),(5,3,315,3),(6,3,315,4),(7,3,315,5),(8,3,309,1),(9,3,470,3),(10,3,347,2),(11,3,467,1),(12,3,476,4),(13,3,460,3),(14,3,327,3),(15,3,335,4),(16,3,510,5),(17,3,512,4),(18,3,469,8),(19,3,514,6),(20,3,529,8),(21,3,530,6),(22,3,538,9),(23,3,539,9),(24,3,546,1),(25,3,548,8),(26,3,551,6),(27,3,490,4),(28,3,335,8),(29,3,648,10),(30,3,649,10),(31,3,651,10),(32,3,652,10),(33,3,653,10),(34,3,654,10),(35,3,655,10),(36,34,315,11),(37,34,648,11),(38,20,546,13),(39,20,527,12),(40,20,661,12);

--
-- Table structure for table `configuration`
--

CREATE TABLE `configuration` (
  `configuration_id` int(11) NOT NULL AUTO_INCREMENT,
  `configuration_title` varchar(255) NOT NULL,
  `configuration_key` varchar(255) NOT NULL,
  `configuration_value` varchar(255) NOT NULL,
  `configuration_description` varchar(255) NOT NULL,
  `configuration_group_id` int(11) NOT NULL,
  `sort_order` int(5) DEFAULT NULL,
  `last_modified` datetime DEFAULT NULL,
  `date_added` datetime NOT NULL,
  `use_function` varchar(255) DEFAULT NULL,
  `set_function` varchar(255) DEFAULT NULL,
  PRIMARY KEY (`configuration_id`)
) ENGINE=MyISAM AUTO_INCREMENT=154 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `configuration`
--

INSERT INTO `configuration` VALUES (1,'Store Name','STORE_NAME','Living My Purpose','The name of my store',1,1,NULL,'2010-01-22 15:35:53',NULL,NULL),(2,'Store Owner','STORE_OWNER','Mike Adams','The name of my store owner',1,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(3,'E-Mail Address','STORE_OWNER_EMAIL_ADDRESS','mike@emeraldv3.com','The e-mail address of my store owner',1,3,NULL,'2010-01-22 15:35:53',NULL,NULL),(4,'E-Mail From','EMAIL_FROM','mike@emeraldv3.com <mike@emeraldv3.com>','The e-mail address used in (sent) e-mails',1,4,NULL,'2010-01-22 15:35:53',NULL,NULL),(5,'Country','STORE_COUNTRY','223','The country my store is located in <br><br><b>Note: Please remember to update the store zone.</b>',1,6,NULL,'2010-01-22 15:35:53','tep_get_country_name','tep_cfg_pull_down_country_list('),(6,'Zone','STORE_ZONE','18','The zone my store is located in',1,7,NULL,'2010-01-22 15:35:53','tep_cfg_get_zone_name','tep_cfg_pull_down_zone_list('),(7,'Expected Sort Order','EXPECTED_PRODUCTS_SORT','desc','This is the sort order used in the expected products box.',1,8,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'asc\', \'desc\'), '),(8,'Expected Sort Field','EXPECTED_PRODUCTS_FIELD','date_expected','The column to sort by in the expected products box.',1,9,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'products_name\', \'date_expected\'), '),(9,'Switch To Default Language Currency','USE_DEFAULT_LANGUAGE_CURRENCY','false','Automatically switch to the language\'s currency when it is changed',1,10,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(10,'Send Extra Order Emails To','SEND_EXTRA_ORDER_EMAILS_TO','mike@emeraldv3.com','Send extra order emails to the following email addresses, in this format: Name 1 &lt;email@address1&gt;, Name 2 &lt;email@address2&gt;',1,11,NULL,'2010-01-22 15:35:53',NULL,NULL),(11,'Use Search-Engine Safe URLs (still in development)','SEARCH_ENGINE_FRIENDLY_URLS','false','Use search-engine safe urls for all site links',1,12,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(12,'Display Cart After Adding Product','DISPLAY_CART','true','Display the shopping cart after adding a product (or return back to their origin)',1,14,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(13,'Allow Guest To Tell A Friend','ALLOW_GUEST_TO_TELL_A_FRIEND','false','Allow guests to tell a friend about a product',1,15,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(14,'Default Search Operator','ADVANCED_SEARCH_DEFAULT_OPERATOR','and','Default search operators',1,17,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'and\', \'or\'), '),(15,'Store Address and Phone','STORE_NAME_ADDRESS','Store Name\nAddress\nCountry\nPhone','This is the Store Name, Address and Phone used on printable documents and displayed online',1,18,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_textarea('),(16,'Show Category Counts','SHOW_COUNTS','true','Count recursively how many products are in each category',1,19,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(17,'Tax Decimal Places','TAX_DECIMAL_PLACES','0','Pad the tax value this amount of decimal places',1,20,NULL,'2010-01-22 15:35:53',NULL,NULL),(18,'Display Prices with Tax','DISPLAY_PRICE_WITH_TAX','true','Display prices with tax included (true) or add the tax at the end (false)',1,21,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(19,'First Name','ENTRY_FIRST_NAME_MIN_LENGTH','2','Minimum length of first name',2,1,NULL,'2010-01-22 15:35:53',NULL,NULL),(20,'Last Name','ENTRY_LAST_NAME_MIN_LENGTH','2','Minimum length of last name',2,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(21,'Date of Birth','ENTRY_DOB_MIN_LENGTH','10','Minimum length of date of birth',2,3,NULL,'2010-01-22 15:35:53',NULL,NULL),(22,'E-Mail Address','ENTRY_EMAIL_ADDRESS_MIN_LENGTH','6','Minimum length of e-mail address',2,4,NULL,'2010-01-22 15:35:53',NULL,NULL),(23,'Street Address','ENTRY_STREET_ADDRESS_MIN_LENGTH','5','Minimum length of street address',2,5,NULL,'2010-01-22 15:35:53',NULL,NULL),(24,'Company','ENTRY_COMPANY_MIN_LENGTH','2','Minimum length of company name',2,6,NULL,'2010-01-22 15:35:53',NULL,NULL),(25,'Post Code','ENTRY_POSTCODE_MIN_LENGTH','4','Minimum length of post code',2,7,NULL,'2010-01-22 15:35:53',NULL,NULL),(26,'City','ENTRY_CITY_MIN_LENGTH','3','Minimum length of city',2,8,NULL,'2010-01-22 15:35:53',NULL,NULL),(27,'State','ENTRY_STATE_MIN_LENGTH','2','Minimum length of state',2,9,NULL,'2010-01-22 15:35:53',NULL,NULL),(28,'Telephone Number','ENTRY_TELEPHONE_MIN_LENGTH','3','Minimum length of telephone number',2,10,NULL,'2010-01-22 15:35:53',NULL,NULL),(29,'Password','ENTRY_PASSWORD_MIN_LENGTH','5','Minimum length of password',2,11,NULL,'2010-01-22 15:35:53',NULL,NULL),(30,'Credit Card Owner Name','CC_OWNER_MIN_LENGTH','3','Minimum length of credit card owner name',2,12,NULL,'2010-01-22 15:35:53',NULL,NULL),(31,'Credit Card Number','CC_NUMBER_MIN_LENGTH','10','Minimum length of credit card number',2,13,NULL,'2010-01-22 15:35:53',NULL,NULL),(32,'Review Text','REVIEW_TEXT_MIN_LENGTH','50','Minimum length of review text',2,14,NULL,'2010-01-22 15:35:53',NULL,NULL),(33,'Best Sellers','MIN_DISPLAY_BESTSELLERS','1','Minimum number of best sellers to display',2,15,NULL,'2010-01-22 15:35:53',NULL,NULL),(34,'Also Purchased','MIN_DISPLAY_ALSO_PURCHASED','1','Minimum number of products to display in the \'This Customer Also Purchased\' box',2,16,NULL,'2010-01-22 15:35:53',NULL,NULL),(35,'Address Book Entries','MAX_ADDRESS_BOOK_ENTRIES','5','Maximum address book entries a customer is allowed to have',3,1,NULL,'2010-01-22 15:35:53',NULL,NULL),(36,'Search Results','MAX_DISPLAY_SEARCH_RESULTS','20','Amount of products to list',3,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(37,'Page Links','MAX_DISPLAY_PAGE_LINKS','5','Number of \'number\' links use for page-sets',3,3,NULL,'2010-01-22 15:35:53',NULL,NULL),(38,'Special Products','MAX_DISPLAY_SPECIAL_PRODUCTS','9','Maximum number of products on special to display',3,4,NULL,'2010-01-22 15:35:53',NULL,NULL),(39,'New Products Module','MAX_DISPLAY_NEW_PRODUCTS','9','Maximum number of new products to display in a category',3,5,NULL,'2010-01-22 15:35:53',NULL,NULL),(40,'Products Expected','MAX_DISPLAY_UPCOMING_PRODUCTS','10','Maximum number of products expected to display',3,6,NULL,'2010-01-22 15:35:53',NULL,NULL),(41,'Manufacturers List','MAX_DISPLAY_MANUFACTURERS_IN_A_LIST','0','Used in manufacturers box; when the number of manufacturers exceeds this number, a drop-down list will be displayed instead of the default list',3,7,NULL,'2010-01-22 15:35:53',NULL,NULL),(42,'Manufacturers Select Size','MAX_MANUFACTURERS_LIST','1','Used in manufacturers box; when this value is \'1\' the classic drop-down list will be used for the manufacturers box. Otherwise, a list-box with the specified number of rows will be displayed.',3,7,NULL,'2010-01-22 15:35:53',NULL,NULL),(43,'Length of Manufacturers Name','MAX_DISPLAY_MANUFACTURER_NAME_LEN','15','Used in manufacturers box; maximum length of manufacturers name to display',3,8,NULL,'2010-01-22 15:35:53',NULL,NULL),(44,'New Reviews','MAX_DISPLAY_NEW_REVIEWS','6','Maximum number of new reviews to display',3,9,NULL,'2010-01-22 15:35:53',NULL,NULL),(45,'Selection of Random Reviews','MAX_RANDOM_SELECT_REVIEWS','10','How many records to select from to choose one random product review',3,10,NULL,'2010-01-22 15:35:53',NULL,NULL),(46,'Selection of Random New Products','MAX_RANDOM_SELECT_NEW','10','How many records to select from to choose one random new product to display',3,11,NULL,'2010-01-22 15:35:53',NULL,NULL),(47,'Selection of Products on Special','MAX_RANDOM_SELECT_SPECIALS','10','How many records to select from to choose one random product special to display',3,12,NULL,'2010-01-22 15:35:53',NULL,NULL),(48,'Categories To List Per Row','MAX_DISPLAY_CATEGORIES_PER_ROW','3','How many categories to list per row',3,13,NULL,'2010-01-22 15:35:53',NULL,NULL),(49,'New Products Listing','MAX_DISPLAY_PRODUCTS_NEW','10','Maximum number of new products to display in new products page',3,14,NULL,'2010-01-22 15:35:53',NULL,NULL),(50,'Best Sellers','MAX_DISPLAY_BESTSELLERS','10','Maximum number of best sellers to display',3,15,NULL,'2010-01-22 15:35:53',NULL,NULL),(51,'Also Purchased','MAX_DISPLAY_ALSO_PURCHASED','6','Maximum number of products to display in the \'This Customer Also Purchased\' box',3,16,NULL,'2010-01-22 15:35:53',NULL,NULL),(52,'Customer Order History Box','MAX_DISPLAY_PRODUCTS_IN_ORDER_HISTORY_BOX','6','Maximum number of products to display in the customer order history box',3,17,NULL,'2010-01-22 15:35:53',NULL,NULL),(53,'Order History','MAX_DISPLAY_ORDER_HISTORY','10','Maximum number of orders to display in the order history page',3,18,NULL,'2010-01-22 15:35:53',NULL,NULL),(54,'Product Quantities In Shopping Cart','MAX_QTY_IN_CART','99','Maximum number of product quantities that can be added to the shopping cart (0 for no limit)',3,19,NULL,'2010-01-22 15:35:53',NULL,NULL),(55,'Small Image Width','SMALL_IMAGE_WIDTH','100','The pixel width of small images',4,1,NULL,'2010-01-22 15:35:53',NULL,NULL),(56,'Small Image Height','SMALL_IMAGE_HEIGHT','80','The pixel height of small images',4,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(57,'Heading Image Width','HEADING_IMAGE_WIDTH','57','The pixel width of heading images',4,3,NULL,'2010-01-22 15:35:53',NULL,NULL),(58,'Heading Image Height','HEADING_IMAGE_HEIGHT','40','The pixel height of heading images',4,4,NULL,'2010-01-22 15:35:53',NULL,NULL),(59,'Subcategory Image Width','SUBCATEGORY_IMAGE_WIDTH','100','The pixel width of subcategory images',4,5,NULL,'2010-01-22 15:35:53',NULL,NULL),(60,'Subcategory Image Height','SUBCATEGORY_IMAGE_HEIGHT','57','The pixel height of subcategory images',4,6,NULL,'2010-01-22 15:35:53',NULL,NULL),(61,'Calculate Image Size','CONFIG_CALCULATE_IMAGE_SIZE','true','Calculate the size of images?',4,7,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(62,'Image Required','IMAGE_REQUIRED','true','Enable to display broken images. Good for development.',4,8,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(63,'Gender','ACCOUNT_GENDER','false','Display gender in the customers account',5,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(64,'Date of Birth','ACCOUNT_DOB','false','Display date of birth in the customers account',5,2,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(65,'Company','ACCOUNT_COMPANY','true','Display company in the customers account',5,3,'2010-01-28 14:20:49','2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(66,'Suburb','ACCOUNT_SUBURB','false','Display suburb in the customers account',5,4,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(67,'State','ACCOUNT_STATE','false','Display state in the customers account',5,5,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(68,'Installed Modules','MODULE_PAYMENT_INSTALLED','','List of payment module filenames separated by a semi-colon. This is automatically updated. No need to edit. (Example: cc.php;cod.php;paypal.php)',6,0,'2010-02-20 12:03:59','2010-01-22 15:35:53',NULL,NULL),(69,'Installed Modules','MODULE_ORDER_TOTAL_INSTALLED','ot_subtotal.php;ot_tax.php;ot_shipping.php;ot_total.php','List of order_total module filenames separated by a semi-colon. This is automatically updated. No need to edit. (Example: ot_subtotal.php;ot_tax.php;ot_shipping.php;ot_total.php)',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(70,'Installed Modules','MODULE_SHIPPING_INSTALLED','flat.php','List of shipping module filenames separated by a semi-colon. This is automatically updated. No need to edit. (Example: ups.php;flat.php;item.php)',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(71,'Enable Cash On Delivery Module','MODULE_PAYMENT_COD_STATUS','True','Do you want to accept Cash On Delevery payments?',6,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(72,'Payment Zone','MODULE_PAYMENT_COD_ZONE','0','If a zone is selected, only enable this payment method for that zone.',6,2,NULL,'2010-01-22 15:35:53','tep_get_zone_class_title','tep_cfg_pull_down_zone_classes('),(73,'Sort order of display.','MODULE_PAYMENT_COD_SORT_ORDER','0','Sort order of display. Lowest is displayed first.',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(74,'Set Order Status','MODULE_PAYMENT_COD_ORDER_STATUS_ID','0','Set the status of orders made with this payment module to this value',6,0,NULL,'2010-01-22 15:35:53','tep_get_order_status_name','tep_cfg_pull_down_order_statuses('),(75,'Enable Credit Card Module','MODULE_PAYMENT_CC_STATUS','True','Do you want to accept credit card payments?',6,0,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(76,'Split Credit Card E-Mail Address','MODULE_PAYMENT_CC_EMAIL','','If an e-mail address is entered, the middle digits of the credit card number will be sent to the e-mail address (the outside digits are stored in the database with the middle digits censored)',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(77,'Sort order of display.','MODULE_PAYMENT_CC_SORT_ORDER','0','Sort order of display. Lowest is displayed first.',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(78,'Payment Zone','MODULE_PAYMENT_CC_ZONE','0','If a zone is selected, only enable this payment method for that zone.',6,2,NULL,'2010-01-22 15:35:53','tep_get_zone_class_title','tep_cfg_pull_down_zone_classes('),(79,'Set Order Status','MODULE_PAYMENT_CC_ORDER_STATUS_ID','0','Set the status of orders made with this payment module to this value',6,0,NULL,'2010-01-22 15:35:53','tep_get_order_status_name','tep_cfg_pull_down_order_statuses('),(80,'Enable Flat Shipping','MODULE_SHIPPING_FLAT_STATUS','True','Do you want to offer flat rate shipping?',6,0,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(81,'Shipping Cost','MODULE_SHIPPING_FLAT_COST','5.00','The shipping cost for all orders using this shipping method.',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(82,'Tax Class','MODULE_SHIPPING_FLAT_TAX_CLASS','0','Use the following tax class on the shipping fee.',6,0,NULL,'2010-01-22 15:35:53','tep_get_tax_class_title','tep_cfg_pull_down_tax_classes('),(83,'Shipping Zone','MODULE_SHIPPING_FLAT_ZONE','0','If a zone is selected, only enable this shipping method for that zone.',6,0,NULL,'2010-01-22 15:35:53','tep_get_zone_class_title','tep_cfg_pull_down_zone_classes('),(84,'Sort Order','MODULE_SHIPPING_FLAT_SORT_ORDER','0','Sort order of display.',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(85,'Default Currency','DEFAULT_CURRENCY','USD','Default Currency',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(86,'Default Language','DEFAULT_LANGUAGE','en','Default Language',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(87,'Default Order Status For New Orders','DEFAULT_ORDERS_STATUS_ID','1','When a new order is created, this order status will be assigned to it.',6,0,NULL,'2010-01-22 15:35:53',NULL,NULL),(88,'Display Shipping','MODULE_ORDER_TOTAL_SHIPPING_STATUS','true','Do you want to display the order shipping cost?',6,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(89,'Sort Order','MODULE_ORDER_TOTAL_SHIPPING_SORT_ORDER','2','Sort order of display.',6,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(90,'Allow Free Shipping','MODULE_ORDER_TOTAL_SHIPPING_FREE_SHIPPING','false','Do you want to allow free shipping?',6,3,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(91,'Free Shipping For Orders Over','MODULE_ORDER_TOTAL_SHIPPING_FREE_SHIPPING_OVER','50','Provide free shipping for orders over the set amount.',6,4,NULL,'2010-01-22 15:35:53','currencies->format',NULL),(92,'Provide Free Shipping For Orders Made','MODULE_ORDER_TOTAL_SHIPPING_DESTINATION','national','Provide free shipping for orders sent to the set destination.',6,5,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'national\', \'international\', \'both\'), '),(93,'Display Sub-Total','MODULE_ORDER_TOTAL_SUBTOTAL_STATUS','true','Do you want to display the order sub-total cost?',6,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(94,'Sort Order','MODULE_ORDER_TOTAL_SUBTOTAL_SORT_ORDER','1','Sort order of display.',6,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(95,'Display Tax','MODULE_ORDER_TOTAL_TAX_STATUS','true','Do you want to display the order tax value?',6,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(96,'Sort Order','MODULE_ORDER_TOTAL_TAX_SORT_ORDER','3','Sort order of display.',6,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(97,'Display Total','MODULE_ORDER_TOTAL_TOTAL_STATUS','true','Do you want to display the total order value?',6,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(98,'Sort Order','MODULE_ORDER_TOTAL_TOTAL_SORT_ORDER','4','Sort order of display.',6,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(99,'Country of Origin','SHIPPING_ORIGIN_COUNTRY','223','Select the country of origin to be used in shipping quotes.',7,1,NULL,'2010-01-22 15:35:53','tep_get_country_name','tep_cfg_pull_down_country_list('),(100,'Postal Code','SHIPPING_ORIGIN_ZIP','NONE','Enter the Postal Code (ZIP) of the Store to be used in shipping quotes.',7,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(101,'Enter the Maximum Package Weight you will ship','SHIPPING_MAX_WEIGHT','50','Carriers have a max weight limit for a single package. This is a common one for all.',7,3,NULL,'2010-01-22 15:35:53',NULL,NULL),(102,'Package Tare weight.','SHIPPING_BOX_WEIGHT','3','What is the weight of typical packaging of small to medium packages?',7,4,NULL,'2010-01-22 15:35:53',NULL,NULL),(103,'Larger packages - percentage increase.','SHIPPING_BOX_PADDING','10','For 10% enter 10',7,5,NULL,'2010-01-22 15:35:53',NULL,NULL),(104,'Display Product Image','PRODUCT_LIST_IMAGE','1','Do you want to display the Product Image?',8,1,NULL,'2010-01-22 15:35:53',NULL,NULL),(105,'Display Product Manufaturer Name','PRODUCT_LIST_MANUFACTURER','0','Do you want to display the Product Manufacturer Name?',8,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(106,'Display Product Model','PRODUCT_LIST_MODEL','0','Do you want to display the Product Model?',8,3,NULL,'2010-01-22 15:35:53',NULL,NULL),(107,'Display Product Name','PRODUCT_LIST_NAME','2','Do you want to display the Product Name?',8,4,NULL,'2010-01-22 15:35:53',NULL,NULL),(108,'Display Product Price','PRODUCT_LIST_PRICE','3','Do you want to display the Product Price',8,5,NULL,'2010-01-22 15:35:53',NULL,NULL),(109,'Display Product Quantity','PRODUCT_LIST_QUANTITY','0','Do you want to display the Product Quantity?',8,6,NULL,'2010-01-22 15:35:53',NULL,NULL),(110,'Display Product Weight','PRODUCT_LIST_WEIGHT','0','Do you want to display the Product Weight?',8,7,NULL,'2010-01-22 15:35:53',NULL,NULL),(111,'Display Buy Now column','PRODUCT_LIST_BUY_NOW','4','Do you want to display the Buy Now column?',8,8,NULL,'2010-01-22 15:35:53',NULL,NULL),(112,'Display Category/Manufacturer Filter (0=disable; 1=enable)','PRODUCT_LIST_FILTER','1','Do you want to display the Category/Manufacturer Filter?',8,9,NULL,'2010-01-22 15:35:53',NULL,NULL),(113,'Location of Prev/Next Navigation Bar (1-top, 2-bottom, 3-both)','PREV_NEXT_BAR_LOCATION','2','Sets the location of the Prev/Next Navigation Bar (1-top, 2-bottom, 3-both)',8,10,NULL,'2010-01-22 15:35:53',NULL,NULL),(114,'Check stock level','STOCK_CHECK','true','Check to see if sufficent stock is available',9,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(115,'Subtract stock','STOCK_LIMITED','true','Subtract product in stock by product orders',9,2,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(116,'Allow Checkout','STOCK_ALLOW_CHECKOUT','true','Allow customer to checkout even if there is insufficient stock',9,3,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(117,'Mark product out of stock','STOCK_MARK_PRODUCT_OUT_OF_STOCK','***','Display something on screen so customer can see which product has insufficient stock',9,4,NULL,'2010-01-22 15:35:53',NULL,NULL),(118,'Stock Re-order level','STOCK_REORDER_LEVEL','5','Define when stock needs to be re-ordered',9,5,NULL,'2010-01-22 15:35:53',NULL,NULL),(119,'Store Page Parse Time','STORE_PAGE_PARSE_TIME','false','Store the time it takes to parse a page',10,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(120,'Log Destination','STORE_PAGE_PARSE_TIME_LOG','/var/log/www/tep/page_parse_time.log','Directory and filename of the page parse time log',10,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(121,'Log Date Format','STORE_PARSE_DATE_TIME_FORMAT','%d/%m/%Y %H:%M:%S','The date format',10,3,NULL,'2010-01-22 15:35:53',NULL,NULL),(122,'Display The Page Parse Time','DISPLAY_PAGE_PARSE_TIME','true','Display the page parse time (store page parse time must be enabled)',10,4,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(123,'Store Database Queries','STORE_DB_TRANSACTIONS','false','Store the database queries in the page parse time log (PHP4 only)',10,5,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(124,'Use Cache','USE_CACHE','false','Use caching features',11,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(125,'Cache Directory','DIR_FS_CACHE','/tmp/','The directory where the cached files are saved',11,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(126,'E-Mail Transport Method','EMAIL_TRANSPORT','sendmail','Defines if this server uses a local connection to sendmail or uses an SMTP connection via TCP/IP. Servers running on Windows and MacOS should change this setting to SMTP.',12,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'sendmail\', \'smtp\'),'),(127,'E-Mail Linefeeds','EMAIL_LINEFEED','LF','Defines the character sequence used to separate mail headers.',12,2,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'LF\', \'CRLF\'),'),(128,'Use MIME HTML When Sending Emails','EMAIL_USE_HTML','false','Send e-mails in HTML format',12,3,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'),'),(129,'Verify E-Mail Addresses Through DNS','ENTRY_EMAIL_ADDRESS_CHECK','false','Verify e-mail address through a DNS server',12,4,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(130,'Send E-Mails','SEND_EMAILS','true','Send out e-mails',12,5,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(131,'Enable download','DOWNLOAD_ENABLED','false','Enable the products download functions.',13,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(132,'Download by redirect','DOWNLOAD_BY_REDIRECT','false','Use browser redirection for download. Disable on non-Unix systems.',13,2,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(133,'Expiry delay (days)','DOWNLOAD_MAX_DAYS','7','Set number of days before the download link expires. 0 means no limit.',13,3,NULL,'2010-01-22 15:35:53',NULL,''),(134,'Maximum number of downloads','DOWNLOAD_MAX_COUNT','5','Set the maximum number of downloads. 0 means no download authorized.',13,4,NULL,'2010-01-22 15:35:53',NULL,''),(135,'Enable GZip Compression','GZIP_COMPRESSION','false','Enable HTTP GZip compression.',14,1,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'true\', \'false\'), '),(136,'Compression Level','GZIP_LEVEL','5','Use this compression level 0-9 (0 = minimum, 9 = maximum).',14,2,NULL,'2010-01-22 15:35:53',NULL,NULL),(137,'Session Directory','SESSION_WRITE_DIRECTORY','/tmp','If sessions are file based, store them in this directory.',15,1,NULL,'2010-01-22 15:35:53',NULL,NULL),(138,'Force Cookie Use','SESSION_FORCE_COOKIE_USE','False','Force the use of sessions when cookies are only enabled.',15,2,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(139,'Check SSL Session ID','SESSION_CHECK_SSL_SESSION_ID','False','Validate the SSL_SESSION_ID on every secure HTTPS page request.',15,3,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(140,'Check User Agent','SESSION_CHECK_USER_AGENT','False','Validate the clients browser user agent on every page request.',15,4,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(141,'Check IP Address','SESSION_CHECK_IP_ADDRESS','False','Validate the clients IP address on every page request.',15,5,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(142,'Prevent Spider Sessions','SESSION_BLOCK_SPIDERS','True','Prevent known spiders from starting a session.',15,6,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(143,'Recreate Session','SESSION_RECREATE','False','Recreate the session to generate a new session ID when the customer logs on or creates an account (PHP >=4.1 needed).',15,7,NULL,'2010-01-22 15:35:53',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(144,'Enable PayPal Express Checkout','MODULE_PAYMENT_PAYPAL_EXPRESS_STATUS','False','Do you want to accept PayPal Express Checkout payments?',6,1,NULL,'2010-01-28 14:23:26',NULL,'tep_cfg_select_option(array(\'True\', \'False\'), '),(145,'API Username','MODULE_PAYMENT_PAYPAL_EXPRESS_API_USERNAME','','The username to use for the PayPal API service',6,0,NULL,'2010-01-28 14:23:26',NULL,NULL),(146,'API Password','MODULE_PAYMENT_PAYPAL_EXPRESS_API_PASSWORD','','The password to use for the PayPal API service',6,0,NULL,'2010-01-28 14:23:26',NULL,NULL),(147,'API Signature','MODULE_PAYMENT_PAYPAL_EXPRESS_API_SIGNATURE','','The signature to use for the PayPal API service',6,0,NULL,'2010-01-28 14:23:26',NULL,NULL),(148,'Transaction Server','MODULE_PAYMENT_PAYPAL_EXPRESS_TRANSACTION_SERVER','Live','Use the live or testing (sandbox) gateway server to process transactions?',6,0,NULL,'2010-01-28 14:23:26',NULL,'tep_cfg_select_option(array(\'Live\', \'Sandbox\'), '),(149,'Transaction Method','MODULE_PAYMENT_PAYPAL_EXPRESS_TRANSACTION_METHOD','Sale','The processing method to use for each transaction.',6,0,NULL,'2010-01-28 14:23:26',NULL,'tep_cfg_select_option(array(\'Authorization\', \'Sale\'), '),(150,'Payment Zone','MODULE_PAYMENT_PAYPAL_EXPRESS_ZONE','0','If a zone is selected, only enable this payment method for that zone.',6,2,NULL,'2010-01-28 14:23:26','tep_get_zone_class_title','tep_cfg_pull_down_zone_classes('),(151,'Sort order of display.','MODULE_PAYMENT_PAYPAL_EXPRESS_SORT_ORDER','0','Sort order of display. Lowest is displayed first.',6,0,NULL,'2010-01-28 14:23:26',NULL,NULL),(152,'Set Order Status','MODULE_PAYMENT_PAYPAL_EXPRESS_ORDER_STATUS_ID','0','Set the status of orders made with this payment module to this value',6,0,NULL,'2010-01-28 14:23:26','tep_get_order_status_name','tep_cfg_pull_down_order_statuses('),(153,'cURL Program Location','MODULE_PAYMENT_PAYPAL_EXPRESS_CURL','/usr/bin/curl','The location to the cURL program application.',6,0,NULL,'2010-01-28 14:23:26',NULL,NULL);

--
-- Table structure for table `configuration_group`
--

CREATE TABLE `configuration_group` (
  `configuration_group_id` int(11) NOT NULL AUTO_INCREMENT,
  `configuration_group_title` varchar(64) NOT NULL,
  `configuration_group_description` varchar(255) NOT NULL,
  `sort_order` int(5) DEFAULT NULL,
  `visible` int(1) DEFAULT '1',
  PRIMARY KEY (`configuration_group_id`)
) ENGINE=MyISAM AUTO_INCREMENT=16 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `configuration_group`
--

INSERT INTO `configuration_group` VALUES (1,'My Store','General information about my store',1,1),(2,'Minimum Values','The minimum values for functions / data',2,1),(3,'Maximum Values','The maximum values for functions / data',3,1),(4,'Images','Image parameters',4,1),(5,'Customer Details','Customer account configuration',5,1),(6,'Module Options','Hidden from configuration',6,0),(7,'Shipping/Packaging','Shipping options available at my store',7,1),(8,'Product Listing','Product Listing    configuration options',8,1),(9,'Stock','Stock configuration options',9,1),(10,'Logging','Logging configuration options',10,1),(11,'Cache','Caching configuration options',11,1),(12,'E-Mail Options','General setting for E-Mail transport and HTML E-Mails',12,1),(13,'Download','Downloadable products options',13,1),(14,'GZip Compression','GZip compression options',14,1),(15,'Sessions','Session options',15,1);

--
-- Table structure for table `counter`
--

CREATE TABLE `counter` (
  `startdate` char(8) DEFAULT NULL,
  `counter` int(12) DEFAULT NULL
) ENGINE=MyISAM DEFAULT CHARSET=latin1;

--
-- Dumping data for table `counter`
--

INSERT INTO `counter` VALUES ('20100122',307);

--
-- Table structure for table `counter_history`
--

CREATE TABLE `counter_history` (
  `month` char(8) DEFAULT NULL,
  `counter` int(12) DEFAULT NULL
) ENGINE=MyISAM DEFAULT CHARSET=latin1;

--
-- Dumping data for table `counter_history`
--


--
-- Table structure for table `countries`
--

CREATE TABLE `countries` (
  `countries_id` int(11) NOT NULL AUTO_INCREMENT,
  `countries_name` varchar(64) NOT NULL,
  `countries_iso_code_2` char(2) NOT NULL,
  `countries_iso_code_3` char(3) NOT NULL,
  `address_format_id` int(11) NOT NULL,
  PRIMARY KEY (`countries_id`),
  KEY `IDX_COUNTRIES_NAME` (`countries_name`),
  KEY `countries_iso_code_2` (`countries_iso_code_2`)
) ENGINE=MyISAM AUTO_INCREMENT=240 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `countries`
--

INSERT INTO `countries` VALUES (1,'Afghanistan','AF','AFG',1),(2,'Albania','AL','ALB',1),(3,'Algeria','DZ','DZA',1),(4,'American Samoa','AS','ASM',1),(5,'Andorra','AD','AND',1),(6,'Angola','AO','AGO',1),(7,'Anguilla','AI','AIA',1),(8,'Antarctica','AQ','ATA',1),(9,'Antigua and Barbuda','AG','ATG',1),(10,'Argentina','AR','ARG',1),(11,'Armenia','AM','ARM',1),(12,'Aruba','AW','ABW',1),(13,'Australia','AU','AUS',1),(14,'Austria','AT','AUT',5),(15,'Azerbaijan','AZ','AZE',1),(16,'Bahamas','BS','BHS',1),(17,'Bahrain','BH','BHR',1),(18,'Bangladesh','BD','BGD',1),(19,'Barbados','BB','BRB',1),(20,'Belarus','BY','BLR',1),(21,'Belgium','BE','BEL',1),(22,'Belize','BZ','BLZ',1),(23,'Benin','BJ','BEN',1),(24,'Bermuda','BM','BMU',1),(25,'Bhutan','BT','BTN',1),(26,'Bolivia','BO','BOL',1),(27,'Bosnia and Herzegowina','BA','BIH',1),(28,'Botswana','BW','BWA',1),(29,'Bouvet Island','BV','BVT',1),(30,'Brazil','BR','BRA',1),(31,'British Indian Ocean Territory','IO','IOT',1),(32,'Brunei Darussalam','BN','BRN',1),(33,'Bulgaria','BG','BGR',1),(34,'Burkina Faso','BF','BFA',1),(35,'Burundi','BI','BDI',1),(36,'Cambodia','KH','KHM',1),(37,'Cameroon','CM','CMR',1),(38,'Canada','CA','CAN',1),(39,'Cape Verde','CV','CPV',1),(40,'Cayman Islands','KY','CYM',1),(41,'Central African Republic','CF','CAF',1),(42,'Chad','TD','TCD',1),(43,'Chile','CL','CHL',1),(44,'China','CN','CHN',1),(45,'Christmas Island','CX','CXR',1),(46,'Cocos (Keeling) Islands','CC','CCK',1),(47,'Colombia','CO','COL',1),(48,'Comoros','KM','COM',1),(49,'Congo','CG','COG',1),(50,'Cook Islands','CK','COK',1),(51,'Costa Rica','CR','CRI',1),(52,'Cote D\'Ivoire','CI','CIV',1),(53,'Croatia','HR','HRV',1),(54,'Cuba','CU','CUB',1),(55,'Cyprus','CY','CYP',1),(56,'Czech Republic','CZ','CZE',1),(57,'Denmark','DK','DNK',1),(58,'Djibouti','DJ','DJI',1),(59,'Dominica','DM','DMA',1),(60,'Dominican Republic','DO','DOM',1),(61,'East Timor','TP','TMP',1),(62,'Ecuador','EC','ECU',1),(63,'Egypt','EG','EGY',1),(64,'El Salvador','SV','SLV',1),(65,'Equatorial Guinea','GQ','GNQ',1),(66,'Eritrea','ER','ERI',1),(67,'Estonia','EE','EST',1),(68,'Ethiopia','ET','ETH',1),(69,'Falkland Islands (Malvinas)','FK','FLK',1),(70,'Faroe Islands','FO','FRO',1),(71,'Fiji','FJ','FJI',1),(72,'Finland','FI','FIN',1),(73,'France','FR','FRA',1),(74,'France, Metropolitan','FX','FXX',1),(75,'French Guiana','GF','GUF',1),(76,'French Polynesia','PF','PYF',1),(77,'French Southern Territories','TF','ATF',1),(78,'Gabon','GA','GAB',1),(79,'Gambia','GM','GMB',1),(80,'Georgia','GE','GEO',1),(81,'Germany','DE','DEU',5),(82,'Ghana','GH','GHA',1),(83,'Gibraltar','GI','GIB',1),(84,'Greece','GR','GRC',1),(85,'Greenland','GL','GRL',1),(86,'Grenada','GD','GRD',1),(87,'Guadeloupe','GP','GLP',1),(88,'Guam','GU','GUM',1),(89,'Guatemala','GT','GTM',1),(90,'Guinea','GN','GIN',1),(91,'Guinea-bissau','GW','GNB',1),(92,'Guyana','GY','GUY',1),(93,'Haiti','HT','HTI',1),(94,'Heard and Mc Donald Islands','HM','HMD',1),(95,'Honduras','HN','HND',1),(96,'Hong Kong','HK','HKG',1),(97,'Hungary','HU','HUN',1),(98,'Iceland','IS','ISL',1),(99,'India','IN','IND',1),(100,'Indonesia','ID','IDN',1),(101,'Iran (Islamic Republic of)','IR','IRN',1),(102,'Iraq','IQ','IRQ',1),(103,'Ireland','IE','IRL',1),(104,'Israel','IL','ISR',1),(105,'Italy','IT','ITA',1),(106,'Jamaica','JM','JAM',1),(107,'Japan','JP','JPN',1),(108,'Jordan','JO','JOR',1),(109,'Kazakhstan','KZ','KAZ',1),(110,'Kenya','KE','KEN',1),(111,'Kiribati','KI','KIR',1),(112,'Korea, Democratic People\'s Republic of','KP','PRK',1),(113,'Korea, Republic of','KR','KOR',1),(114,'Kuwait','KW','KWT',1),(115,'Kyrgyzstan','KG','KGZ',1),(116,'Lao People\'s Democratic Republic','LA','LAO',1),(117,'Latvia','LV','LVA',1),(118,'Lebanon','LB','LBN',1),(119,'Lesotho','LS','LSO',1),(120,'Liberia','LR','LBR',1),(121,'Libyan Arab Jamahiriya','LY','LBY',1),(122,'Liechtenstein','LI','LIE',1),(123,'Lithuania','LT','LTU',1),(124,'Luxembourg','LU','LUX',1),(125,'Macau','MO','MAC',1),(126,'Macedonia, The Former Yugoslav Republic of','MK','MKD',1),(127,'Madagascar','MG','MDG',1),(128,'Malawi','MW','MWI',1),(129,'Malaysia','MY','MYS',1),(130,'Maldives','MV','MDV',1),(131,'Mali','ML','MLI',1),(132,'Malta','MT','MLT',1),(133,'Marshall Islands','MH','MHL',1),(134,'Martinique','MQ','MTQ',1),(135,'Mauritania','MR','MRT',1),(136,'Mauritius','MU','MUS',1),(137,'Mayotte','YT','MYT',1),(138,'Mexico','MX','MEX',1),(139,'Micronesia, Federated States of','FM','FSM',1),(140,'Moldova, Republic of','MD','MDA',1),(141,'Monaco','MC','MCO',1),(142,'Mongolia','MN','MNG',1),(143,'Montserrat','MS','MSR',1),(144,'Morocco','MA','MAR',1),(145,'Mozambique','MZ','MOZ',1),(146,'Myanmar','MM','MMR',1),(147,'Namibia','NA','NAM',1),(148,'Nauru','NR','NRU',1),(149,'Nepal','NP','NPL',1),(150,'Netherlands','NL','NLD',1),(151,'Netherlands Antilles','AN','ANT',1),(152,'New Caledonia','NC','NCL',1),(153,'New Zealand','NZ','NZL',1),(154,'Nicaragua','NI','NIC',1),(155,'Niger','NE','NER',1),(156,'Nigeria','NG','NGA',1),(157,'Niue','NU','NIU',1),(158,'Norfolk Island','NF','NFK',1),(159,'Northern Mariana Islands','MP','MNP',1),(160,'Norway','NO','NOR',1),(161,'Oman','OM','OMN',1),(162,'Pakistan','PK','PAK',1),(163,'Palau','PW','PLW',1),(164,'Panama','PA','PAN',1),(165,'Papua New Guinea','PG','PNG',1),(166,'Paraguay','PY','PRY',1),(167,'Peru','PE','PER',1),(168,'Philippines','PH','PHL',1),(169,'Pitcairn','PN','PCN',1),(170,'Poland','PL','POL',1),(171,'Portugal','PT','PRT',1),(172,'Puerto Rico','PR','PRI',1),(173,'Qatar','QA','QAT',1),(174,'Reunion','RE','REU',1),(175,'Romania','RO','ROM',1),(176,'Russian Federation','RU','RUS',1),(177,'Rwanda','RW','RWA',1),(178,'Saint Kitts and Nevis','KN','KNA',1),(179,'Saint Lucia','LC','LCA',1),(180,'Saint Vincent and the Grenadines','VC','VCT',1),(181,'Samoa','WS','WSM',1),(182,'San Marino','SM','SMR',1),(183,'Sao Tome and Principe','ST','STP',1),(184,'Saudi Arabia','SA','SAU',1),(185,'Senegal','SN','SEN',1),(186,'Seychelles','SC','SYC',1),(187,'Sierra Leone','SL','SLE',1),(188,'Singapore','SG','SGP',4),(189,'Slovakia (Slovak Republic)','SK','SVK',1),(190,'Slovenia','SI','SVN',1),(191,'Solomon Islands','SB','SLB',1),(192,'Somalia','SO','SOM',1),(193,'South Africa','ZA','ZAF',1),(194,'South Georgia and the South Sandwich Islands','GS','SGS',1),(195,'Spain','ES','ESP',3),(196,'Sri Lanka','LK','LKA',1),(197,'St. Helena','SH','SHN',1),(198,'St. Pierre and Miquelon','PM','SPM',1),(199,'Sudan','SD','SDN',1),(200,'Suriname','SR','SUR',1),(201,'Svalbard and Jan Mayen Islands','SJ','SJM',1),(202,'Swaziland','SZ','SWZ',1),(203,'Sweden','SE','SWE',1),(204,'Switzerland','CH','CHE',1),(205,'Syrian Arab Republic','SY','SYR',1),(206,'Taiwan','TW','TWN',1),(207,'Tajikistan','TJ','TJK',1),(208,'Tanzania, United Republic of','TZ','TZA',1),(209,'Thailand','TH','THA',1),(210,'Togo','TG','TGO',1),(211,'Tokelau','TK','TKL',1),(212,'Tonga','TO','TON',1),(213,'Trinidad and Tobago','TT','TTO',1),(214,'Tunisia','TN','TUN',1),(215,'Turkey','TR','TUR',1),(216,'Turkmenistan','TM','TKM',1),(217,'Turks and Caicos Islands','TC','TCA',1),(218,'Tuvalu','TV','TUV',1),(219,'Uganda','UG','UGA',1),(220,'Ukraine','UA','UKR',1),(221,'United Arab Emirates','AE','ARE',1),(222,'United Kingdom','GB','GBR',1),(223,'United States','US','USA',2),(224,'United States Minor Outlying Islands','UM','UMI',1),(225,'Uruguay','UY','URY',1),(226,'Uzbekistan','UZ','UZB',1),(227,'Vanuatu','VU','VUT',1),(228,'Vatican City State (Holy See)','VA','VAT',1),(229,'Venezuela','VE','VEN',1),(230,'Viet Nam','VN','VNM',1),(231,'Virgin Islands (British)','VG','VGB',1),(232,'Virgin Islands (U.S.)','VI','VIR',1),(233,'Wallis and Futuna Islands','WF','WLF',1),(234,'Western Sahara','EH','ESH',1),(235,'Yemen','YE','YEM',1),(236,'Yugoslavia','YU','YUG',1),(237,'Zaire','ZR','ZAR',1),(238,'Zambia','ZM','ZMB',1),(239,'Zimbabwe','ZW','ZWE',1);

--
-- Table structure for table `currencies`
--

CREATE TABLE `currencies` (
  `currencies_id` int(11) NOT NULL AUTO_INCREMENT,
  `title` varchar(32) NOT NULL,
  `code` char(3) NOT NULL,
  `symbol_left` varchar(12) DEFAULT NULL,
  `symbol_right` varchar(12) DEFAULT NULL,
  `decimal_point` char(1) DEFAULT NULL,
  `thousands_point` char(1) DEFAULT NULL,
  `decimal_places` char(1) DEFAULT NULL,
  `value` float(13,8) DEFAULT NULL,
  `last_updated` datetime DEFAULT NULL,
  PRIMARY KEY (`currencies_id`),
  KEY `idx_currencies_code` (`code`)
) ENGINE=MyISAM AUTO_INCREMENT=3 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `currencies`
--

INSERT INTO `currencies` VALUES (1,'US Dollar','USD','$','','.',',','2',1.00000000,'2010-01-22 15:35:53'),(2,'Euro','EUR','','EUR','.',',','2',1.10360003,'2010-01-22 15:35:53');

--
-- Table structure for table `customers`
--

CREATE TABLE `customers` (
  `customers_id` int(11) NOT NULL AUTO_INCREMENT,
  `customers_gender` char(1) NOT NULL,
  `customers_firstname` varchar(32) NOT NULL,
  `customers_lastname` varchar(32) NOT NULL,
  `customers_dob` datetime NOT NULL DEFAULT '0000-00-00 00:00:00',
  `customers_email_address` varchar(96) NOT NULL,
  `customers_default_address_id` int(11) DEFAULT NULL,
  `customers_telephone` varchar(32) NOT NULL,
  `customers_fax` varchar(32) DEFAULT NULL,
  `customers_password` varchar(40) NOT NULL,
  `customers_newsletter` char(1) DEFAULT NULL,
  PRIMARY KEY (`customers_id`),
  KEY `idx_customers_email_address` (`customers_email_address`),
  KEY `customers_firstname` (`customers_firstname`),
  KEY `customers_lastname` (`customers_lastname`)
) ENGINE=MyISAM AUTO_INCREMENT=1832 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `customers`
--

INSERT INTO `customers` VALUES (39,'m','Nic','Noll','0000-00-00 00:00:00','nicknoll88@gmail.com',39,'','','e1e295b6db3742968957894f72bcc18f:90','1'),(40,'m','Nathan','Cornett','0000-00-00 00:00:00','nathancornett@hotmail.com',40,'619-823-5974','','10acb5721898167fa70da874c9006cc1:44','1'),(223,'m','Phil','Ortiz','0000-00-00 00:00:00','david.ortiz@ashford.edu',223,'619-808-3683','','9cbd5f36911023667048767ae5ad4ee8:9b','0'),(207,'m','Dan','Adams','0000-00-00 00:00:00','dadams@contenderplumbing.com',207,'760 445-3378','760 789-7188','f61ce79bf023ab3b3ec6fe2da2d45faf:9a','0'),(46,'m','Mike','Adams','0000-00-00 00:00:00','mike@livingmypurpose.com',46,'6199850799','','36c575d98c416c774ed8b5e61386a21f:df','1'),(266,'m','Jeffrey','Kotterman','0000-00-00 00:00:00','jeffk@nasnutrition.com',NULL,'858-694-0317','619-596-0166','4d36eefd4c3c3761cdcaf048f6cf04aa:b1',''),(29,'m','Subhash','K. Jain','0000-00-00 00:00:00','application1@samyakonline.net',29,'','','1d02e38e3385f4004c80a6b4e2e0fd7c:4d','1'),(226,'m','Michael','Salsberry','0000-00-00 00:00:00','michael.salsberry@gmail.com',NULL,'12345','','18c6b48ccf89e962263cb2354200f08f:18',''),(66,'m','Theresa','Adams','0000-00-00 00:00:00','gardnsr4me@yahoo.com',66,'7607034553','','1a5d8b8ac172b7dc1873226e1c3ce47c:48','1'),(222,'m','Sarah','Bailey','0000-00-00 00:00:00','sbailey@labahns.com',222,'-0298345-8','','2d866910a7c7354438bb42708f272966:d7','0'),(58,'m','James','Adams','0000-00-00 00:00:00','jwadams5k@hotmail.com',58,'760-443-9856','','a2063b44d28c5300bd02fd7acc81e9a6:0a','0'),(59,'m','Michael','Spieker','0000-00-00 00:00:00','michaelspieker@gmail.com',59,'760-533-3936','','4a32e15c37b301d57dd49c97b59ff677:03','1'),(60,'f','Natalie','Spieker','0000-00-00 00:00:00','nataliespieker@gmail.com',60,'(760)419-3117','','bb5ba175c17475c8bde3927d869a10a5:52','1'),(78,'m','Jason','Adams','0000-00-00 00:00:00','jpadams83@yahoo.com',78,'7605332011','','26f28348c63694ca9fc80c30e600c5cc:80','1'),(221,'m','Lon','Lloyd','0000-00-00 00:00:00','ramonabeeman@aol.com',221,'7605255235','','2d5f1336688e1177909d5c7b223cac2d:90','0'),(247,'m','Mikie','Rundlett Jr','0000-00-00 00:00:00','mikierundlett@gmail.com',247,'619-578-8971','','26265750003aa76429477b90d0670d17:98','1'),(198,'m','Kevin','Mcnulty','0000-00-00 00:00:00','kevinlawrencemcnulty@gmail.com',198,'','','2e198ab1d6d68957c69aacf7226c0d35:0d','1'),(183,'m','Johnny','Norman','0000-00-00 00:00:00','johnnymf.norman@gmail.com',183,'','','b382a783946458ed4606fd36943a7de7:78','1'),(191,'m','Nick','Noll','0000-00-00 00:00:00','nick@inmarketsolutions.com',191,'4075325253','866-469-0910','bc6a122721ac49b7a656e8b120f19481:30','1'),(200,'m','Demo','','0000-00-00 00:00:00','demo',200,'6199850799','','cb1e7326292d9fe42707e7a86eec630b:83','1'),(201,'f','Traci','Adams','0000-00-00 00:00:00','tracigayle@gmail.com',201,'760-317-8196','','5edca75ce40174bb9ce4d9d7c4e51cf7:21','0'),(205,'f','Rochelle','Anderson','0000-00-00 00:00:00','rochelle@mastersprogram.org',205,'949-721-4191','949-721-9694','931ca1286e23f379530b496be37389b6:86','0'),(227,'m','Travis','George','0000-00-00 00:00:00','travisgeorge91@gmail.com',NULL,'12345','','ec816b1e98e0e0a6936649a969f4c8f9:c4',''),(206,'m','Justin','Cram','0000-00-00 00:00:00','wildrose317@yahoo.com',206,'','','0bf4583a8deca06245a9ac5cf576e965:b3','1'),(246,'f','Vickie','Perron','0000-00-00 00:00:00','vperron@rightability.com',246,'650-504-6009','','d0305483b6a8a391f1a983cddf91ca32:dc','1'),(233,'m','Brandon','Kapp','0000-00-00 00:00:00','b-kapp@hotmail.com',233,'619-579-3740','','de637a44638821978cee390c58713991:42','0'),(215,'f','Joanna','LaBahn','0000-00-00 00:00:00','jlabahn@labahns.com',215,'','','38f9ab6a86841cd24aa7a8a9a0665fb8:15','1'),(228,'f','Gaye','Miller','0000-00-00 00:00:00','gayemramona@aol.com',228,'760-788-9117','','35b56d7d9610c7d5f0cd3977c7fbf6b7:de','0'),(248,'m','Mike','Rundlett','0000-00-00 00:00:00','mrundlett@aol.com',248,'619-588-8820','619-588-8810','34c2aa5f375187f2a5fd17f0203949f0:dd','1'),(235,'m','David','LaBahn','0000-00-00 00:00:00','dlabahn@labahns.com',NULL,'','','5d4558d912b853b71ae6dab9cb3034bd:77',''),(231,'m','Ron','Gaschler','0000-00-00 00:00:00','nathan.cornett@ashford.edu',231,'866-974-5700','','398261b89f7dbdf83e6adfe8c27bdac0:cf','0'),(238,'m','Tebuho Dumisani','Mulala','0000-00-00 00:00:00','tebuho86@zambia.co.zm',238,'+260978047632','','43a9ec071a7db3f8aaaf7455c7ff47aa:60','1'),(236,'f','Just In Time ','Refrigeration','0000-00-00 00:00:00','linda@justintimeref.com',236,'602-521-8811','','5fad402ad0f4e4ea89840a6fa9d94ce1:4e','0'),(278,'f','Angelica','Plascencia','0000-00-00 00:00:00','aplascen24@gmail.com',278,'619-495-4679','','9883ccf9c580df715ef99d4ba929c34e:4f','0'),(239,'m','Mike','LaBahn','0000-00-00 00:00:00','mlabahn@labahns.com',239,'','','0b7443c0a3b04483a7924e1cdbe82111:eb','0'),(252,'m','Manuel','Gonzales','0000-00-00 00:00:00','mgonzalez@labahns.com',252,'','','eb370b20fd168f2c6e5643d39050b820:08','1'),(240,'m','Sharon','Specht','0000-00-00 00:00:00','sSpecht@labahns.com',240,'','','42412db0a6cbc1789e6ee8ff6e97ab89:93','0'),(241,'m','Kyle','Robinson','0000-00-00 00:00:00','kyle_robinson@gallup.com',241,'9528380239','','7a877786ea3dd9315deb4b9e4e50dfec:29','0'),(242,'m','Jeffrey','Morrison','0000-00-00 00:00:00','jmorrison@jeffreymorrison.com',242,'4089737228','4089737229','0c5654fcdeab929003bf8eff92951c25:7e','1'),(243,'f','Jessica ','Adams','0000-00-00 00:00:00','cosmo4girl@yahoo.com',243,'619-977-1083','','46d455c00457cf9b6989c9bbee558c7a:17','0'),(244,'m','Mark','Matthews','0000-00-00 00:00:00','mark@cbcrinc.com',NULL,'12345','','9d825171a103d855c537f56f0d6fcb83:56','0'),(245,'f','Samantha','Scheuer','0000-00-00 00:00:00','sam92065@yahoo.com',245,'17603152313','','41fce60e6b1a7618740cb92215371a01:cf','1'),(249,'m','Renate','Perkins','0000-00-00 00:00:00','renateperkins@yahoo.com',NULL,'12345',NULL,'f7953d7ce60b08add406c0655f047043:a5',NULL),(250,'m','Subhash','Jain','0000-00-00 00:00:00','info@samyakonline.net',NULL,'12345','','7bba2207127cf7eb6e148a9a4e958e26:3a','0'),(251,'m','Todd','Swicegood','0000-00-00 00:00:00','swicegood.todd@gmail.com',NULL,'12345','','1bb36d4ac3636a90d4380df78ee5c06c:5f',''),(253,'m','Myolo','Gonzalez','0000-00-00 00:00:00','mayologonzalez@labahns.com ',253,'','','f4a36a1b19bdebdda36963da9d236a56:75','1'),(254,'m','Carrey','Worthy','0000-00-00 00:00:00','cworthy@labahns.com',254,'','','e168a41083d44547960e5b5609d9532c:cd','1'),(255,'m','Oscar','Montoya','0000-00-00 00:00:00','omontoya@labahns.com',255,'','','f268a13cb652bbc2e612ac5f1a21429b:17','1'),(256,'m','Amy','Meader','0000-00-00 00:00:00','eleganceonice@hotmail.com',256,'','','43d5ffacc3e0cacdb992bdabb0f9b5bd:cd','1'),(490,'m','John','Oberster','0000-00-00 00:00:00','bonnie@oberster.org',490,'','','b0b2144b4a4488160cf14ac69267cdec:b3','1'),(258,'m','Charlie','Youngkin','0000-00-00 00:00:00','charlie.youngkin@mvccramona.org',258,'760.214.1677','','228f57e9a27ed2cce2bab053a0312ec6:12','1'),(259,'f','Mindy','Selinger','0000-00-00 00:00:00','mjs@mindyselinger.com',259,'760 15-2676','','0b55b52efb01632791f0b820b26be90a:0f','0'),(260,'m','Mickey ','Nielsen','0000-00-00 00:00:00','mpnielsen@sbcglobal.net',260,'760-703-7651','','8dc337f40f7fd4bb0b52b8ab37ac6f15:8a','0'),(261,'f','Jessica','Glazewski','0000-00-00 00:00:00','jessi464554eva@yahoo.com',261,'619 715 1496','','576c157cf9728dec3de3f0c81c3b9b3b:a0','0'),(262,'m','Alejandro','Rodriguez','0000-00-00 00:00:00','gotomix@safe-mail.net',NULL,'12345','','44076270b5ef3cbee3a9d89afee2f899:54',''),(264,'m','Peter','Jorgenson','0000-00-00 00:00:00','plj.news@gmail.com',264,'760.532.5080','','1edefe9c17f6939971006f0c4d046be2:a1','1'),(267,'m','Max','Modeen','0000-00-00 00:00:00','max.modeen1@gmail.com',267,'7606505416','','25126083ed15321c0ac7d6bc9dfde70c:37','0'),(268,'m','Chris','George','0000-00-00 00:00:00','C.George@TeamKiaofElCajon.com',268,'','','e6a0a51cad4a3377f656b3c965977662:1d','1'),(269,'m','Rhonda','Cooke','0000-00-00 00:00:00','rc444@cox.net',NULL,'12345','','8137e9fca9fdeb773fa02be3fd2d77b8:f0',''),(270,'m','David','Selmier','0000-00-00 00:00:00','David8@cox.net',270,'7604409884','','7ffbe467a590f0239c4109558d47067f:8e','1'),(271,'f','michaelya','maynard','0000-00-00 00:00:00','sunshinelovebug@greenaboutthegills.com',271,'6192063304','','b1a0015da589001bca92613f640e7079:5a','0'),(277,'m','Bruce','Hatton','0000-00-00 00:00:00','bruce.hatton@cox.net',NULL,'12345','','5d0e112fc56d8c2fe953c4fe859eba00:77',''),(279,'m','Nathan','Stuart','0000-00-00 00:00:00','sponger16@hotmail.com',279,'6199850799','','4bcf1eee46dd054994e7dfcb4fd276ef:0b','0'),(276,'f','Tina','Kotterman','0000-00-00 00:00:00','etrisystem@yahoo.com',276,'619-596-9317','619-596-0166','0d357279cd204b5ff87070d2f6de3072:b8','0'),(491,'m','Kim','Reif','0000-00-00 00:00:00','kim@treelectric.com',491,'','','e969e086825d10714fd3abcfd3a42405:ae','1'),(282,'f','Kaitlyn','Niedens','0000-00-00 00:00:00','katiebear90210@yahoo.com',282,'760 644 4768','','b6af8cb02e0959e2a8226c2d52bd36f8:66','0'),(489,'f','Emilia','Provencio','0000-00-00 00:00:00','emipro@cox.net',489,'6193169299','6198720732','e036839fb1e9094fe173d7d5912e4c61:a0','1'),(284,'f','Mindy','Selinger','0000-00-00 00:00:00','mindys@networkingeventfinders.com',284,'760315-2676','','01405a66807b8d776886f954827a944f:ef','0'),(289,'f','Brenda','Lloyd','0000-00-00 00:00:00','ramonaqueenbee@aol.com',289,'760/518-3506','','5ccb4f64e6427547f6fdaa7da9e6fbe1:e9','1'),(321,'m','Mattison ','Rundlett','0000-00-00 00:00:00','madjackrun37@aol.com',321,'','','aaec7cf72c78d768ea9af01948999669:4c','1'),(287,'f','Karen','Loftus','0000-00-00 00:00:00','kloftus@goodwillsocal.org',287,'3235292146','3235392046','29eb7c923d62c99ee85f89fe3dbea456:d0','1'),(288,'m','Jordon','Landmark','0000-00-00 00:00:00','jrlandmark@gmail.com',NULL,'12345','','74c3df9500d46bec8ac93947dde3a62b:07',''),(322,'m','Tony','Olausson','0000-00-00 00:00:00','tony.olausson@rackspace.com',322,'210 276 0947','','9a0e41285f8fcb07bf6019c3168f6bf1:66','0'),(323,'f','Kizzie ','Jones','0000-00-00 00:00:00','jonesk81@gmail.com',323,'5042351550','','2efa8d1f9b860c73dd04e3ecd65ab468:1e','0'),(319,'m','Carmen','Vertullo','0000-00-00 00:00:00','carmenv@simplybetter.net ',319,'3456','','6e89fc0ce124d50eb81221c949accc5e:40','1'),(320,'m','Lois','Vertullo','0000-00-00 00:00:00','loisv@simplybetter.net',320,'3456','','50b998682ee87e01e17d426b33ab3d71:ed','1'),(310,'m','Michael','Pridgeon','0000-00-00 00:00:00','m.pridgeon@teamkiaofelcajon.com',310,'3','','b168fdefd67468ee6e184fc924d88d34:8f','0'),(311,'m','Tony','Jones','0000-00-00 00:00:00','tonyj5250@yahoo.com',311,'3546','','03f7f82af42ad9ab11f0328422610ba1:14','0'),(312,'m','R','Littlefield','0000-00-00 00:00:00','r.littlefield@teamkiaofelcajon.com',312,'3546','','201eb88c1800d73957bfd796e59aecd8:63','0'),(313,'m','Adam','Wolf','0000-00-00 00:00:00','adamvernonwolf@yahoo.com',313,'65','','80047280bb4ff152eaaa60d7e4bdfb58:12','0'),(382,'m','Jeff','Caddell','0000-00-00 00:00:00','aworshipguy71@yahoo.com',382,'858-335-1556 ','','d254a221f7da9a72c725b76369364c45:71','1'),(314,'m','M','Brent','0000-00-00 00:00:00','m.brent7777@hotmail.com',314,'657','','ee7f006a6b2cd8c5f383e4a2709fa47a:c3','0'),(398,'m','Jim','Collins','0000-00-00 00:00:00','jim.collins3@cox.net',398,'619-729-7411','','a328ad733bbd8d904f8e72c31e86e0d4:e2','0'),(317,'m','Kevin','Stavness','0000-00-00 00:00:00','kevin.stavness@gmail.com',317,'9167400855','','1770d9ac3f3b59880540b36fc1d7dda5:32','0'),(318,'m','Trevor','Stavness','0000-00-00 00:00:00','tstavness@gmail.com',318,'9164127265','','36630f960475de1fe77b7c05a7f0e834:b8','0'),(324,'m','reece','coulter','0000-00-00 00:00:00','thevoyagerhaslanded@gmail.com',324,'8583657343','','900fd1e99f420fd9d13bb842b90598ef:dd','0'),(325,'m','Paloma','Gooch','0000-00-00 00:00:00','paloma_gooch@yahoo.com',NULL,'6199720679','','652ec9835b650b5576e4b754a3027e69:65','0'),(335,'f','Sharon','Danner','0000-00-00 00:00:00','roseshar@cox.net',NULL,'619-920-8881','','4a38b7757b3b11afc92319853662103e:53','1'),(336,'m','Kathleen','Ohara','0000-00-00 00:00:00','kathy@gresandiego.com',NULL,'12345','','4d7179c083408936f37e2a258863d61b:8b',''),(331,'m','Broc','Kelly','0000-00-00 00:00:00','broc@brocglobal.com',NULL,'12345','','c998ec106fe5e514188e0354a22cf3a8:a8',''),(332,'f','Audrie','Nash','0000-00-00 00:00:00','audrienash@gmail.com',332,'530-582-9498','530-582-6769','c7852315de3a030941ba323519adb076:3a','0'),(333,'m','Zachary','Nash','0000-00-00 00:00:00','zacharynash@hotmail.com',NULL,'12345',NULL,'a711459b63912ed3731076c9f0774333:1f',NULL),(334,'m','Kirk','Texeira','0000-00-00 00:00:00','kirk@workoutwithkirk.com',NULL,'12345','','c29d9a593ad8b8475eb4e4b69f350547:df',''),(343,'f','Audrie','Nash','0000-00-00 00:00:00','nash.construction.s@gmail.com',343,'530-582-9498','530-582-6769','8afc7225a37c52e54046fef62a4741d7:45','0'),(342,'m','Stephen','Nash','0000-00-00 00:00:00','stephen.nash@nashtahoe.com',342,'530-582-9498','','65b97119971415565a9be03e6b643131:f9','0'),(386,'f','Debra D.','Dantice','0000-00-00 00:00:00','coasttocoastcontact@gmail.com',386,'714-681-2110','','96528c05c0a9ca59d2099fd7c3415e44:db','0'),(381,'f','Elizabeth','Nash','0000-00-00 00:00:00','lizzie5461@gmail.com',381,'775 671 5531','','9112a95cd149a3e7658c8c38d5ff0fd1:59','0'),(363,'m','Deborah','Al-Hamami','0000-00-00 00:00:00','louea380@hotmail.co.uk',NULL,'12345','','10b65a615ee670dc3b1cd9df8e785482:e7',''),(383,'f','Mona','Maynard','0000-00-00 00:00:00','bringmebayken@gmail.com',383,'559-313-1974','','b0e4697597dcc432946457bfa9e65f15:45','0'),(384,'m','Glenn','Lowe','0000-00-00 00:00:00','jglennlowe@gmail.com',384,'760-870-1574','','964b7b5509df04c387dcd7f928fde4b5:2d','1'),(385,'m','Victor','Sanchez','0000-00-00 00:00:00','victor.a.sanchez@gmail.com',385,'4086055461','','32a7fd7a670dc943dc4c108a8f330947:c9','0'),(367,'f','Zainab','Miran','0000-00-00 00:00:00','zainab_miran@yahoo.com',367,'6192776624','','c80351b5f012a351411873327ce4bfd5:c7','0'),(368,'f','Sheryl','Bjornson','0000-00-00 00:00:00','sherylbjornson@yahoo.com',368,'6198187178','','ade8cd47e9e4de392521c547c11b9b3d:75','0'),(387,'m','Randy','Pigott','0000-00-00 00:00:00','rdh101790@hotmail.com',387,'951-696-0509','','f1b16afda92c12c760542cfc6fb2c237:d8','1'),(388,'m','Michael','Harris','0000-00-00 00:00:00','helpforsuccess@gmail.com',388,'619-609-3470','','28929ffb3a77d9a7ee6486716524a47c:c3','0'),(389,'m','Robert','Leavitt','0000-00-00 00:00:00','rfleavitt@gmail.com',389,'858 243 4553','','8bd4a0649af6c5a81f3cd47a6fd8ce20:84','1'),(390,'f','erica','crossland','0000-00-00 00:00:00','erica@gpmsandiego.com',390,'','','bad8db6a79835b1332569585efedf9e4:18','1'),(1222,'m','Garrett','Solberg','0000-00-00 00:00:00','bbsolberg@aol.com',1222,'858-220-6615','','3b7fc5c720010d1d91678acdd64feeec:6c','1'),(392,'m','Joshua','Solberg','0000-00-00 00:00:00','YAMountain301@aol.com',392,'858-695-3876','','c74d9764234528568d3fb650dfdd315e:9d','0'),(710,'m','Dianna','Gilmore','0000-00-00 00:00:00','g6fam@yahoo.com',710,'619-823-4333','','d623b236feefbedcd74b478d71a2ea00:7d','0'),(394,'m','Stephen','Brindley','0000-00-00 00:00:00','stephenwbrindley@gmail.com',394,'760-822-3603','','aec81ea9cbfaf05214bb994320ddaea5:3a','1'),(395,'m','Eric','Clarke','0000-00-00 00:00:00','eric.clarke@mvccramona.org',395,'','','44a0191060fd73f66ccbcbe4cca6c4be:63','0'),(396,'m','Bill','Downing','0000-00-00 00:00:00','dreammaximizer@gmail.com',396,'805-794-4290','','71e1c4bb1bb3ba281016a836c890422b:d5','0'),(397,'m','Åukasz','GawroÅ„ski','0000-00-00 00:00:00','lukasz.gawr@gmail.com',397,'+48 662 872 749','','aae6154eef875e68e00cb943d5c5b399:f2','1'),(399,'m','Kevin','Miller','0000-00-00 00:00:00','KevinMiller@foothillschurch.org',399,'619 442-7728','','c61f187fc8ce6b33d58461a34cc16bd1:63','1'),(400,'f','Alison ','Bennett','0000-00-00 00:00:00','alisonbennett@foothillschurch.org',400,'6194427728','','869d0c6e0d7a965ba9024ec0894ccfaf:21','0'),(401,'f','Hannah','Smith','0000-00-00 00:00:00','hannahsmith@foothillschurch.org',401,'6194427728','','d773e4826c7f0af4a05ac53a7672bd2e:18','0'),(402,'m','Rachel','Adams','0000-00-00 00:00:00','uluvtaloveme04@gmail.com',402,'6196551049','','4aeb6b2bfcd87969ed668b4f19057674:40','1'),(403,'m','Jeremy','Miller','0000-00-00 00:00:00','jeremymiller@foothillschurch.org',403,'6199920603','','3dc9540565eea7f3a1e78e7c8454d558:9a','0'),(405,'f','Britt','Mulvaney','0000-00-00 00:00:00','snoopystarr1@yahoo.com',405,'6194052994','','4bafe9c0e76709da39502c9a6f8fe129:05','0'),(406,'m','Valerie','Colacchia','0000-00-00 00:00:00','shawn-cola@sbcglobal.net',406,'','','8dffbfed36f24c0e58f9df1f39869329:94','1'),(408,'f','souls','jen','0000-00-00 00:00:00','sugi_200@hotmail.com',408,'416 827 5886','','26a89f0874b4c7711b238b8ddddde229:5f','0'),(409,'m','Sammy','Simpson','0000-00-00 00:00:00','dcsammy@hotmail.com',409,'3233935507','','372dd39853902929310a8b833dbc241f:35','1'),(410,'m','Gary','McCunn','0000-00-00 00:00:00','gary@mccunn.us',410,'602-460-4012','','392d34644a30d1101ed1ff6915fa5b66:62','0'),(411,'m','Al','Ancira','0000-00-00 00:00:00','alsirrigation@yahoo.com',411,'510-332-3605','','464832c6a821b7aa67be85d1a60c88aa:ed','1'),(412,'f','Ros','Jaquiery','0000-00-00 00:00:00','ros.craig@actrix.co.nz',412,'043893969','','24e588cbeab3ddd09fe420100db2f72a:1a','1'),(413,'f','Eileen','Bellamy','0000-00-00 00:00:00','bellaarts2010@gmail.com',413,'4155725595','','323b56addf3973854d82497caaab0c78:68','1'),(414,'f','laura','jones','0000-00-00 00:00:00','laurajones143@hotmail.com',414,'4067771717','','eba4620f498eb385ea52acd28e704dbe:e3','0'),(415,'m','florin','radu','0000-00-00 00:00:00','wishilldie2@yahoo.com',415,'0768444502','none','527529191176a0ffc4e464e31be6f287:bb','1'),(416,'m','Thom','Lubic','0000-00-00 00:00:00','thomlubic@gmail.com',416,'6197977522','','9193b39e6a551035000dac995127e13e:84','1'),(417,'m','Key','Seng','0000-00-00 00:00:00','keyseng@att.net',417,'7142728801','','89f16d3319713baa44799f298fb04647:1e','1'),(418,'f','Elizabeth','Crabtree','0000-00-00 00:00:00','lizcrabtree1@gmail.com',418,'805-239-1840','','f2552c8b3c4e72a6ca5a818cedd13479:7f','0'),(419,'f','Giulia','Luca','0000-00-00 00:00:00','giulialuca@sbcglobal.net',419,'713.296.1931','','4eacbd4fc709b0cd9ff1043ec35915bc:6f','1'),(420,'m','Robert Paul','Black','0000-00-00 00:00:00','jebean@hotmail.com',420,'760-789-7581','','767a43be2268e724d12028023296b9f7:2b','0'),(481,'f','Julia','Garcia','0000-00-00 00:00:00','christiangladiator@gmail.com',481,'','','3c4e31128c96b80a001ec26445658af6:37','1'),(422,'m','rando','proomet','0000-00-00 00:00:00','rando0828@hot.ee',422,'37253478037','','464147fa8e04a34369608d6cd1fe1dab:ae','0'),(423,'m','Tom','Koss','0000-00-00 00:00:00','camrealty@yahoo.com',423,'6196982825','','b9776a11f774bce8f5abc8cad19e29d9:a9','1'),(424,'f','Jodie','Daniels','0000-00-00 00:00:00','jcdaniels3@gmail.com',424,'863-797-7318','','8dd94d62e4fe78ffefd4f591c2a8a2c8:0e','1'),(425,'f','Reva','Hambleton','0000-00-00 00:00:00','hambletonreva@hotmail.com',425,'7856331192','','841cca9e676786c68bb0c48a7da406fc:de','0'),(426,'m','Amari','Ice','0000-00-00 00:00:00','iceamari@gmail.com',426,'317-216-9189','','4767c5f5d2c526c07c0d59503a3cd6ae:8c','0'),(427,'m','David','Barnes','0000-00-00 00:00:00','dateofbirth422@gmail.com',427,'301-531-5540','','bf5c99c617922f297613f01ccc572a89:d3','0'),(428,'f','Michele','To','0000-00-00 00:00:00','coachmichele@yahoo.com',428,'303-503-2304','','9563716c94fe3b410b217a2f202f75ed:20','0'),(429,'m','Walter','Stoermer','0000-00-00 00:00:00','whs_1984@hotmail.com',429,'9092260621','','4129f70b9b2855527cb31abeb7fb8dbe:06','0'),(430,'m','Taylor','Wynings','0000-00-00 00:00:00','twynings@gmail.com',430,'7572180068','','79a0e208c4be7058ad7c3a6cfd1fc816:7d','0'),(431,'m','Talon','DeAngelo','0000-00-00 00:00:00','fecmop53@gmail.com',431,'6198849957','','c0ca34b7a76b6d817d024a64de58c70f:c1','1'),(432,'f','Michelle','DeAngelo','0000-00-00 00:00:00','mdeangelo2@cox.net',432,'6198849957','','7dfd0118fb00e3067f37edc3e07cfbc4:6f','0'),(433,'f','Linda','Knapp','0000-00-00 00:00:00','llknapp@san.rr.com',433,'858-485-8366','','d480ad5eaed6d0c18ca02d31f27ae292:b8','1'),(434,'m','Troy','Hollinger','0000-00-00 00:00:00','Troy@theVIEfoundation.org',434,'','fecmop53@gmail.com','b5b6f3812f8dff55aab53b9e8c506c1c:79','1'),(435,'m','Landi','Idrizi','0000-00-00 00:00:00','landi@live.ca',435,'888-997-0291','','94190449180fa74ff5418206b97291d1:53','0'),(436,'m','Jim','Law','0000-00-00 00:00:00','n9114p@aol.com',436,'6194401871','','56c29ee4c4e7fba82bfb00d32ed350c5:15','1'),(437,'f','Cathy','Law','0000-00-00 00:00:00','claw@ababaqa.com',437,'6194401781','','7ff5a6b7ab6b431e107098fc0d937766:02','1'),(438,'m','Darlene','Peer','0000-00-00 00:00:00','darlenep@ababaqa.com ',438,'','','8d89b6a7416903ebbadef4c23c0da7b5:b7','1'),(439,'m','Kevin','Chappell','0000-00-00 00:00:00','kevinC@ababaqa.com',439,'','','570606a2e64a22cf77f3c1dc046ef5d4:a8','1'),(440,'m','Tom','McAllister','0000-00-00 00:00:00','Tomm@ababaqa.com',440,'','','1f7b0fc7baadf56f1eb2f6195fd745ea:b8','1'),(441,'m','Larry ','Olson','0000-00-00 00:00:00','larryo@ababaqa.com',441,'','','bcc12f01e957a2e4219ed08a8f646d83:95','1'),(442,'m','Chuck','Page','0000-00-00 00:00:00','chuckp@ababaqa.com',442,'','','d915f88f207fd122b7da4a1c61b07b00:3f','1'),(443,'m','Ray','Silva','0000-00-00 00:00:00','rays@ababaqa.com',443,'','','290890cff33ea696adcf28b2f1dc1a8e:66','1'),(444,'m','Ray','Doane','0000-00-00 00:00:00','rayd@ababaqa.com',444,'','','fd080f82e6d1d03755d6c21f4b3b8714:b2','1'),(445,'m','Glen','Morin','0000-00-00 00:00:00','Glenm@ababaqa.com',445,'','','ea59e71e20cf50ba7265b441a0a42585:8a','1'),(446,'m','Sue','Katona','0000-00-00 00:00:00','Suek@ababaqa.com',446,'','','6ddb23d0e8b8a14af16bd3917fbdc7c7:3e','1'),(447,'m','Jorge','Munoz','0000-00-00 00:00:00','Jorgem@ababaqa.com',447,'','','10a7931f3133bae9dc8e8a3106758982:98','1'),(448,'m','Susie','Kennedy','0000-00-00 00:00:00','Susiek@ababaqa.com',448,'','','dbcb8be36be8892f8f8a5b6302c6d8ad:ba','1'),(449,'m','Lorelei','Bean','0000-00-00 00:00:00','loreleib@ababaqa.com',449,'','','e07b5cc5b2252eb28ae07136cc04cb3e:5c','1'),(450,'m','Yon','Rasmussen','0000-00-00 00:00:00','Yonr@ababaqa.com',450,'','','85038641791d1bea3731c7a65dddf91e:e5','1'),(451,'m','Bernie','Baquerizo','0000-00-00 00:00:00','bernieb@ababaqa.com',451,'','','d1a72108825a04320578a050b3c60d6e:1b','1'),(452,'m','Subhash','Jain','0000-00-00 00:00:00','subhash2012@samyakonline.net',452,'999999999','','3548bf068deee85536f635d2f9da1f69:f6','0'),(453,'f','Tina','Carson','0000-00-00 00:00:00','Fromtinal@yahoo.com',453,'6626139030','','411ecb1dfa4a2cedfab8ffc0635f853a:c0','0'),(454,'m','Jamie','Moore','0000-00-00 00:00:00','socaloutlawsfreak@gmail.com',454,'','','f25cb528484273d91b283983c040c1e0:2a','1'),(455,'f','Linda','Krokenberger','0000-00-00 00:00:00','l.krokenberger@gmail.com',455,'8587351696','','fe3d7b12f72670921c3dfb97e267d59c:95','0'),(456,'m','kjorge','Kjorge','0000-00-00 00:00:00','kenguezi@gmail.com',456,'+274422545','','bd818cca58089b035265402fe726bedd:c1','0'),(457,'m','Jon','Shellhammer','0000-00-00 00:00:00','jgshell@cox.net',457,'','','6d50f474fa98eed331aebcd97a69a0a2:1a','1'),(458,'m','Gary','Buchholz','0000-00-00 00:00:00','yodaeyes@cox.net',458,'760-420-6663','','aabf074984008702e6e3f6127d4c4ab7:72','0'),(459,'m','Andrew','Marasso','0000-00-00 00:00:00','amarasso7@gmail.com',459,'920-450-4448','','40edd7a1992674a8f013439fa162755a:f8','0'),(460,'m','josh','stewart','0000-00-00 00:00:00','stewk2_1836@yahoo.co.uk',460,'7607886411','','2ce8193965e49486252523b5ce2ed736:6c','0'),(461,'m','Gary','Stapp','0000-00-00 00:00:00','garyandpat2132@yahoo.com',461,'769-789-5473','','48a6ab2b868639896869e24236d91639:9f','0'),(462,'m','Ron','Hardesty','0000-00-00 00:00:00','ron@hardestydrywall.com',462,'760-473-3755','760-788-1718','817852fc74da7d46acf3363d6b3fe646:c1','1'),(463,'f','Mindy','Chenault','0000-00-00 00:00:00','mindychenault@gmail.com',463,'6198940961','','2ca8c42fe4fe17df9b708e554a8a70a7:0d','1'),(464,'m','Ross','Chenault','0000-00-00 00:00:00','rosschenault@gmail.com',464,'','','f2876cc4e31697d486f0eebb4debefc0:6b','1'),(465,'m','Evan','Knapp','0000-00-00 00:00:00','Yamaha16@san.rr.com',465,'','','28c66f87d68d1d56b3fd200c0f947a10:14','1'),(466,'f','Karen','Wynott','0000-00-00 00:00:00','coachkaren@email.com',466,'','','de794f21048c73c9fa6ab9f18523b546:d7','1'),(467,'m','Jeremy','Edmiston','0000-00-00 00:00:00','Jeremy@Cornerstone.cx',467,'619 306-4242','','847bb476939ebc92163aaef83763de83:9a','0'),(468,'m','Sharon','Ritchie','0000-00-00 00:00:00','imritch@cox.net',468,'','','846ab5e606a00c3478f16d073a526406:54','1'),(469,'m','Inger ','Kidd','0000-00-00 00:00:00','battubunny@cox.net',469,'','','dfeaeae235b42bba970708b2bf2c3be7:41','1'),(470,'m','Ginny','Shellhammer','0000-00-00 00:00:00','ginnyshell@cox.net',470,'','','4ad8e00ce5eb334bb010206e02ba8f06:e5','1'),(471,'m','CJ','Conrad','0000-00-00 00:00:00','cj.conrad@cox.net',471,'','','ce7cca23d70b2bf27553cce88747a309:47','1'),(480,'m','Lee','Reisinger','0000-00-00 00:00:00','lreisinger@san.rr.com',480,'','','d4ca8451fd877801aba5f4beb598d6e2:f5','1'),(479,'f','Terah','Reed','0000-00-00 00:00:00','4terah@cox.net',479,'','','c8b9416857954dbcdc779c835d58d8eb:9a','1'),(473,'f','Laurie','Wright','0000-00-00 00:00:00','landwright@sbcglobal.net ',473,'619-464-6073','','a0b553bf27512043038ce13a0a041ab7:02','0'),(482,'m','Alvaro','Provencio','0000-00-00 00:00:00','aaprovencio@cox.net',482,'','','340405edec13433524ba98e0e6af2005:bb','1'),(483,'m','Garland','Buckingham','0000-00-00 00:00:00','gbuckingham@assetmarketingsystems.com',483,'','','5d5a834e6caf3a45543de8c49fbbe9c2:92','1'),(484,'m','Shanley','Murray','0000-00-00 00:00:00','shanleysmith333@pointloma.edu',484,'619-962-0594','','5144c8fbd17b3b5551bc29259e949caa:60','1'),(485,'m','Teresa','Wright','0000-00-00 00:00:00','mizwright2004@yahoo.com',485,'','','8f6811b6bc60c8975c74c36cd682dbf1:bf','1'),(500,'m','Cheryl\'s Son','Guzman','0000-00-00 00:00:00','killer_astroids@yahoo.com',500,'','','2f2eeb5fc19026105329399781fa8d3a:5c','1'),(486,'m','Alvaro I. ','Provencio','0000-00-00 00:00:00','aiprovencio@cox.net',486,'','','86ffcfab3b1431183239b9bda55c5fef:f7','1'),(487,'m','Skip','Elmore','0000-00-00 00:00:00','selmore@skylinechurch.org',487,'','','0dbfa5c2d1d49b225bfce837754281cc:5c','1'),(488,'m','Emilia','Provencio','0000-00-00 00:00:00','emilia@eprovencio.com',488,'','','3981c758742a450f13b0075d58ffc15c:e3','1'),(492,'m','Joline','Martina','0000-00-00 00:00:00','jolinemartina7@gmail.com',492,'','','dd2835ffb191ed3706d14e48071ae46a:49','1'),(493,'m','Pamela','Fenlaw','0000-00-00 00:00:00','pfenlaw@gmail.com',493,'','','978d8d7dccca45b794b0bf56f2b4e2aa:2d','1'),(494,'m','Roger','Wynott','0000-00-00 00:00:00','wynott@ymail.com',494,'','','de126811dec0bb19e9d1e58890ecec76:6e','1'),(495,'m','Matt','Turney','0000-00-00 00:00:00','matt@turneycreative.com',495,'','','d22c3a86e9ce6ffbde05f450e7933904:e5','1'),(496,'m','Danial','Wilson','0000-00-00 00:00:00','djwilson2@gmail.com',496,'','','fb101ab03fce43c2faa3263a3dfb3311:c3','1'),(497,'m','Dick','Hausam','0000-00-00 00:00:00','dickandjan@me.com',497,'','','027efff9a7c7839b58a3fab0b9488248:bc','1'),(498,'m','Lisa','Deaderick','0000-00-00 00:00:00','Ldeaderick@yahoo.com',498,'','','af4d25194bcd3ff2d2da3c28fb8869e6:a3','1'),(499,'m','Gabrielle','Mulvaney','0000-00-00 00:00:00','gabrielle@livingmypurpose.com',499,'','','07fce2f61b78ba8d7f6cb78d111c6316:12','1'),(501,'m','Cheryl','Guzman','0000-00-00 00:00:00','cg1484@cox.net',501,'','','8c84112e69b2560019f575004a069b42:67','1'),(502,'f','Alyssa','Huggins','0000-00-00 00:00:00','Alyssa.leon88@gmail.com',502,'719-761-0245','','78c64ffa612642aa81cd3f15d0be6df2:78','0'),(503,'f','Leah','Diehl','0000-00-00 00:00:00','cademery@cox.net',503,'6192479448','','d68d50cea40a22b1b31208e857d54919:6c','0'),(504,'m','Spencer','Koroly','0000-00-00 00:00:00','skoroly@gmail.com',504,'619-251-5669','','d2d6e3c4d8cbb2b5f69629edc0afd64b:32','0'),(505,'f','Renee','Redman','0000-00-00 00:00:00','renee.redman@ctt.com',505,'6199726818','6195213633','8cdb6b957d3ab09ad38100059ba9a84e:6f','0'),(506,'f','Melanie','Burke','0000-00-00 00:00:00','melburke2@att.net',506,'619-440-4950','','f02cfebe68c20fb8329240b6512bbeb9:5e','1'),(507,'f','Ashley','Lane','0000-00-00 00:00:00','ashleylane@live.com',507,'757-686-4656','','de394166e52a9f0fb1ebdf8a417a500e:85','0'),(508,'m','David','Lane','0000-00-00 00:00:00','davidlane01@hotmail.com',508,'757-686-4656','','7532eca7d6ea0786b535553d8dda15a7:8f','0'),(509,'m','Makenzi','Rundlett','0000-00-00 00:00:00','msrundlett@gmail.com',509,'','','f88378915edbd777af2f44dcba496b0f:3c','1'),(510,'f','Linda','Jacobson','0000-00-00 00:00:00','lindajacobsen62@yahoo.com',510,'','','624874ce09d41d666cbe45b93dfbbbb4:4b','1'),(513,'f','Lynda','Obrien','0000-00-00 00:00:00','Puppylovers2@pacbell.net',513,'','','e98f6f346a14768463846f1e4a64979b:1c','1'),(512,'f','Sonia','Krick','0000-00-00 00:00:00','slkii@hotmail.com',512,'6194499840','','71d8a484307c19c6c9e809ddc78ff2c4:5b','0'),(514,'m','Tom','Obrien','0000-00-00 00:00:00','tlwobrie@pacbell.net',514,'','','f0e9c961298833d443684834e2c7d36a:b7','1'),(515,'m','Karen','Bennett','0000-00-00 00:00:00','kbkarl1@cox.net',515,'','','1aa4da3ecd33c3d0fb14c946013ce116:93','1'),(516,'m','Jordan ','Huggins','0000-00-00 00:00:00','jordan.huggins83@gmail.com',516,'','','19c548ca827b00cbcba2b3d19227fb01:a9','1'),(517,'m','Natalie ','Lewis','0000-00-00 00:00:00','natmlewis@gmail.com',517,'','','69e9272b4a919cbeb9df3b25dd9f9585:a4','1'),(518,'m','Molly','Zastoupil','0000-00-00 00:00:00','zastoupil3@gmail.com',518,'','','a6c98af26d4a76f03ceeff63ea941cc3:e7','1'),(520,'m','Steven ','Reed','0000-00-00 00:00:00','4steven@cox.net',520,'','','aa020fca1c14ef6a7d6458b3d9d401e2:88','1'),(521,'m','Mikaila','Santos','0000-00-00 00:00:00','mikailasantos0@gmail.com ',521,'','','9273b791d15ea501f96615f1ebacd15b:cc','1'),(522,'m','Mark','Hunter','0000-00-00 00:00:00','mdhunter50@gmail.com',522,'','','27608b73b5e923796ab646cf9b0401f7:64','1'),(523,'m','Dianna ','Cortes','0000-00-00 00:00:00','ijump10@yahoo.com',523,'','','2902ad3307c2ec4439332f4989be3f66:55','1'),(524,'m','gamer77','Redman','0000-00-00 00:00:00','gamer77@san.rr.com',524,'','','6fe9ddf2c01d5fc0b97aec169a5ca785:6a','1'),(525,'m','Freddie','Salababarria','0000-00-00 00:00:00','drfreddie@sbcglobal.net',525,'','','0fcc699b6ddce5c39babef8fa98e2ed5:85','1'),(526,'m','Frank W ','Gerberding','0000-00-00 00:00:00','frankg@apexadv.com',526,'','','94d5ba080fe46c8afe0f3426e2afa0c9:fe','1'),(527,'m','Melissa ','Guzman','0000-00-00 00:00:00','worldchangersinc@cox.net',527,'','','8f2740615d8c57a0d4593aba9615334c:f4','1'),(528,'m','Billy','White','0000-00-00 00:00:00','billywhite1216@hotmail.com',528,'','','800881fae0d0df8e6974bdd1a864e9b5:ad','1'),(529,'m','Evan ','Conrad','0000-00-00 00:00:00','evanwconrad@gmail.com',529,'','','077a5f9297c7f88a1d5afb35fe2528d9:c9','1'),(530,'f','Vrushali','Mudaliar','0000-00-00 00:00:00','vrushali.96@gmail.com',530,'3987678','','a9cc0214cef733237e8b07392dffde7a:77','0'),(531,'m','Shane','Miller','0000-00-00 00:00:00','shane3008@yahoo.com',531,'','','0204a97751ae3cd33731bdfd3db8865e:bc','1'),(532,'m','Dalton','Mosser','0000-00-00 00:00:00','dalton.mosser@yahoo.com',532,'','','e2fa6b628f71577ad54041ecf0d4b324:9c','1'),(533,'m','Monica','Hunter','0000-00-00 00:00:00','monica-hunter@cox.net',533,'6198200940','','be7e2cd12a33d7cbc011b8da43ad805f:ae','1'),(534,'m','John','Nelson','0000-00-00 00:00:00','nelsonmjon@gmail.com',534,'','','ed76dd9babfb8d50e513b78933914df9:c2','1'),(535,'m','Angel','Pauls','0000-00-00 00:00:00','manahel73@hotmail.com',535,'6199719671','','a0d34747d88828f6307de026e974426b:d3','1'),(536,'m','Nathan','Deyling','0000-00-00 00:00:00','nathandeyling@yahoo.com',536,'','','01753eeff3f41e8470149bf3a14066b0:e1','1'),(537,'m','Abigail','Nava','0000-00-00 00:00:00','abbynava77@yahoo.com',537,'','','0e425273f73ce63ac945d3e32c2c0c45:1a','1'),(538,'m','Dan','Cunningham','0000-00-00 00:00:00','dancunningham@cox.net',538,'760-315-3373','','5e43ca307d885d8f20f4ea3aa0e6e189:16','1'),(539,'m','Spencer ','George','0000-00-00 00:00:00','debbiegmomof3@hotmail.com',539,'6196723606','','d1f175d9f2fa2717c31b645a1e6fdad4:ae','0'),(540,'m','Joshua','Youpa','0000-00-00 00:00:00','joshuadavid1@gmail.com',540,'','','70329d3ff5b420e85953acd843d6bb9c:2d','1'),(541,'m','Lauren','West','0000-00-00 00:00:00','lwest89@live.com',541,'','','3b27d705a7e3b94563416e8c8c4eccc6:cd','1'),(542,'f','Sherrie','Russell','0000-00-00 00:00:00','sherrie.russell@sbcglobal.net',542,'248-835-5225','','21cdde2f6c11f7a88ade35f02b9127ae:32','1'),(543,'m','Tim','Miller','0000-00-00 00:00:00','Tim@tfgonline.com',543,'7602391723','','dcdebde53f62033dc4db63479105ec0d:a4','0'),(544,'m','Karly','Santos','0000-00-00 00:00:00','karlysantos36@gmail.com',544,'','','f38373805d289d135df6b41d78614054:09','1'),(545,'m','Jeff','Richards','0000-00-00 00:00:00','j.richards@teamkiaofelcajon.com',545,'6194447200','6194446594','720268cdbf847bb0ff424c368b8e2e81:d9','1'),(546,'m','Kathleen','Johnson','0000-00-00 00:00:00','kathcollege2@gmail.com',546,'','','fcc4d7f6889c399a2f8c7526cff5bd42:7b','1'),(547,'m','Cyndi','Seiler','0000-00-00 00:00:00','pupster@cox.net',547,'','','9e4486dc6a6b3f14eebfaa53976302c5:07','1'),(548,'m','Micaela','Fonseca','0000-00-00 00:00:00','littlebeaksrescue@yahoo.com',548,'','','b3ffcb4bf905b2080558d7cc4e0bcc8f:8a','1'),(549,'m','Debbie','George','0000-00-00 00:00:00','bucklebling@msn.com',549,'','','dcd93aa646de1c922e6423382623b88f:77','1'),(550,'m','Jon','Cowen','0000-00-00 00:00:00','gailcowen@yahoo.com',550,'','','c1d14f2e1911bd533dfe3a4c3483e077:35','1'),(551,'f','christina','barss','0000-00-00 00:00:00','barssc@ccf.org',551,'216-312-9497','','61d485226e5558014562962e2c3fbc89:bd','0'),(552,'m','Carson','Nevarde','0000-00-00 00:00:00','drummer375@gmail.com',552,'','','7ae99024e6e5bd77f328bc94b3b30af1:88','1'),(556,'m','Joseph','Hill','0000-00-00 00:00:00','josephmhill1@sbcglobal.net',556,'858-674-6409','','8392041917c4905568557680e2491855:ae','0'),(555,'m','Anna','IronCloud','0000-00-00 00:00:00','lightoftheworld514@livingmypurpose.com',555,'','','593c5e8c30fc5ccc38333dbc36aa8a49:3f','1'),(557,'m','Muhammad','Abid','0000-00-00 00:00:00','arslan_hameed13@yahoo.com',557,'','','9a538d830810da4826a4692641733c8c:91','1'),(558,'m','Taylor','McHale','0000-00-00 00:00:00','taylormchale2@gmail.com',558,'7605798025','','d75dba2ecd7eaa99a3797375063be741:f7','0'),(559,'m','Tom','Holmquist','0000-00-00 00:00:00','tomlholmquist@gmail.com',559,'','','3782fd4eefda07195f640f81d8741027:a6','1'),(560,'m','Garrett','Reed','0000-00-00 00:00:00','terag1357@gmail.com',560,'','','36dc8fc86ccc87b5a68f44b4df7ad6a4:45','1'),(561,'m','Luke','Eckert','0000-00-00 00:00:00','luke_eckert@cox.net',561,'','','de9b3cfea1fe74a5539fb3d8e99e7054:04','1'),(562,'f','Liz','Eckert','0000-00-00 00:00:00','eelisabeth66@gmail.com',562,'(619)5598898','','a2539c2076cc15bbdc0197a4154e62d7:c2','1'),(700,'m','Mike','Adams','0000-00-00 00:00:00','mike@livingmypurpose.com',700,'6199850799','','d66020de215f65b4c783c2ab36134950:e1','0'),(600,'m','Chris','Holmquist','0000-00-00 00:00:00','cholmquist@wilsonmeany.com',600,'4152983230','','9ee0682b143c64e99c0d7bfb70e789c1:ad','0'),(594,'m','Eric','Holmquist','0000-00-00 00:00:00','emhlb88@aol.com',594,'5627431246','','2fd304706541c9b13011e0444c4cdba8:ee','0'),(696,'m','tom','jerry','0000-00-00 00:00:00','arslan.hameed13@gmail.com',696,'92224335135','','486691b0a7bab0c72d9f1dacd391edd5:51','0'),(698,'m','Mike','Adams','0000-00-00 00:00:00','mike@livingmypurpose.com',698,'6199850799','','c5494e907aaa0e8e481d19b002ea8cf2:aa','0'),(626,'m','David','Richards','0000-00-00 00:00:00','icydogs@gmail.com',626,'','','887a0ee7f1d24272fbf5e9b1df48d7e9:8a','1'),(704,'f','Pam','Orlina','0000-00-00 00:00:00','pam.ncfs@gmail.com',704,'760-787-9911','','7723e36905db5c38c00ddc10add37caf:ff','1'),(658,'m','Devin','Vermeulen','0000-00-00 00:00:00','devin_vermeulen@live.com',658,'','','c396745e6237aced81514edb66f93108:14','1'),(659,'f','Jenny','LaBahn','0000-00-00 00:00:00','jlabahn04@yahoo.com',659,'','','f714321899a433938f8631d6504fe864:2a','1'),(706,'m','Jill','Black','0000-00-00 00:00:00','kmala@att.net',706,'760-789-7581','','3d340b1a1149923de03ed76045b27315:0b','0'),(703,'m','Eric','Holmquist','0000-00-00 00:00:00','Emhlb88@aol.com',703,'5624206247','','e97878fc92eeba5ab4cf0c4bfce29187:8c','0'),(693,'m','gottam','ghambiir','0000-00-00 00:00:00','arslan.hameed13@hotmail.com',693,'92224335135','','09dca18a5b5c12d5e891bf4d31d33337:ff','0'),(705,'m','Jill','Black','0000-00-00 00:00:00','kmala@att.net',705,'760-789-7581','','c7e2b02d3db3c81671b5c061761724e5:0d','0'),(707,'m','Tony','Orlina','0000-00-00 00:00:00','kenpocowboyto@hotmail.com',707,'','','ac69b80af81fe1969943d1c22e0479a6:2b','1'),(708,'m','Michael','Adams','0000-00-00 00:00:00','michaeladamsjr@gmail.com',708,'','','f160928628aed1296bc88eea0e539513:50','1'),(709,'m','Conor','Gilmore','0000-00-00 00:00:00','conorsk8s@yahoo.com',709,'','','8313fefbf7b1620b99fbcb5939489076:84','1'),(711,'m','Dianna','Gilmore','0000-00-00 00:00:00','g6fam@yahoo.com',711,'619-823-4333','','7ea823a4ad99bed2a8536b95b2ad50b3:a6','0'),(712,'m','Myra','Mroz','0000-00-00 00:00:00','myra@djminsuranceservices.com',712,'','','c42cf8868748788a7813984211d23bb2:b1','1'),(713,'m','Jessica','Frumm','0000-00-00 00:00:00','Jessica@DJMInsuranceServices.com',713,'','','75d4a66e372456e86940a873672d7bc4:fd','1'),(714,'m','Vanessa','Martin','0000-00-00 00:00:00','Vanessa@DJMInsuranceServices.com',714,'','','64046175012cb58b9ff11283ed27e045:03','1'),(715,'m','Darrin','Mroz','0000-00-00 00:00:00','Darrin@DJMInsuranceServices.com',715,'','','3ca6e80dd8a0391840c0a94a2f2fca8a:50','1'),(716,'m','Nicole','Amescua','0000-00-00 00:00:00','Nicole@DJMInsuranceServices.com',716,'','','d9190f1f327af05be1c88472b2bf2e62:3c','1'),(717,'m','David','Paul','0000-00-00 00:00:00','David@DJMInsuranceServices.com',717,'','','b461667a515651f0e42743581c11e286:3c','1'),(718,'m','Michael ','Martina','0000-00-00 00:00:00','jolinemartina@cox.net',718,'619-436-8256','','86f84e62f352856dd018060f9436deaf:16','1'),(719,'m','Ric','Vermeulen','0000-00-00 00:00:00','ricv@cox.net',719,'','','1f50c2a9e809daa349c53c099b2e32fb:17','1'),(720,'m','Kim','Vermeulen','0000-00-00 00:00:00','kimricv@gmail.com',720,'','','d12e702454858507edcf3a545a6ae86b:ee','1'),(721,'m','Devin','DeRosia','0000-00-00 00:00:00','devin.derosia@gmail.com',721,'','','4ebb0895819a237328a921a0141e477f:6e','1'),(722,'m','Pam','Orlina','0000-00-00 00:00:00','Pam.ncfs@gmail.com',722,'760-787-9911','','81d9ef81b8a665a3dc5da2fa24404e0b:f2','0'),(723,'m','James','Kurtz','0000-00-00 00:00:00','KurtzJames3@gmail.com',723,'760-787-9911','','cadf626d0386e481d17211944170dd66:4e','0'),(726,'f','Dabnee','Stoecker','0000-00-00 00:00:00','dlstoecker@hotmail.com',726,'760-814-5785','','70e2b28dfd218436cfebacbf48203c22:6e','1'),(728,'f','Rachel','McFarland','0000-00-00 00:00:00','rachey95@pacbell.net',728,'8584848477','','3113588441270a8317ba982cd984c60f:be','0'),(729,'m','MaryJo','Root','0000-00-00 00:00:00','MaryJo.ncfs@gmail.com',729,'619-405-6830','','2dba2f854ba778668f8ca1b6a2590fc6:a9','0'),(730,'m','MaryJo','Root','0000-00-00 00:00:00','maryjo.ncfs@gmail.com',730,'619-405-6830','','7e9ee25e119c81422bd6e07fc26ebf0f:6f','0'),(731,'m','Mark','Revetta','0000-00-00 00:00:00','Pam.ncfs@gmail.com',731,'619 889 6275','','2e34cff02a612a8403b5152b6a4fed77:e8','0'),(732,'m','Garhett','Revetta','0000-00-00 00:00:00','Garhettrevetta@yahoo.com',732,'619 889 6275','','c217bc01dc6b88573dcb16a18236c0ac:55','0'),(733,'m','Madison','Peila','0000-00-00 00:00:00','mad4soccer9@yahoo.com',733,'','','3000df4d5feaea5de2b2ba599d6d1fc6:20','1'),(734,'f','Mindy','Hoffman','0000-00-00 00:00:00','lighthouse5h@cox.net',734,'','','e26d9b425b36d6a9cdf3e7a00f7dbf8b:5c','1'),(736,'m','Alison','Newman','0000-00-00 00:00:00','Alison.n553@yahoo.com',736,'','','8a0e6e8c1055a73d517a0ee0a9f05924:09','1'),(737,'m','Dianna','Gilmore','0000-00-00 00:00:00','g6fam@yahoo.com',737,'','','5bb518b8d4f0fb6aa868685ca39dc900:5c','1'),(738,'m','Jeff','Richards','0000-00-00 00:00:00','jeffandjaneare@gmail.com',738,'6192490945','','b87d13e48dafa03cfc2770d3d20f24c8:ea','0'),(739,'m','Mark','Richards','0000-00-00 00:00:00','supermanismark@gmail.com',739,'6192490945','','955bfdd4460909873941cc5091fc5e8d:c3','0'),(742,'m','JOHN','Oberster','0000-00-00 00:00:00','john@oberster.org',742,'(619) 448-2464','','3bf36357cae1a5154da35c62da168547:c1','0'),(745,'m','MaryJo','Root','0000-00-00 00:00:00','MaryJo.ncfs@gmail.com',745,'619-405-6830','','0b66d48a3413e698fd5f524de43f2ae6:ad','0'),(743,'m','Pam','Orlina','0000-00-00 00:00:00','Pam.ncfs@gmail.com',743,'760-787-9911','','6956427ff3d852cd1667408d9d165d42:a4','0'),(744,'m','Cheyne','Hafner','0000-00-00 00:00:00','Hafner.college2013@gmail.com',744,'760-787-9911','','7d7e491faf26e24315fed2e7e51d4397:aa','0'),(746,'m','Zachery','Braunwarth','0000-00-00 00:00:00','zbraunwarth@hotmail.com',746,'619-405-6830','','c9e03d23c7b440a4ec31eef15ff84775:22','0'),(747,'m','MaryJo','Root','0000-00-00 00:00:00','maryjo.ncfs@gmail.com',747,'619-405-6830','','50a0b48073722af6964a79db88554feb:cb','1'),(748,'m','Alix','Wiley','0000-00-00 00:00:00','awiley0929@gmail.com',748,'','','929b939e51f729a26bc74f40e21a50d2:e6','1'),(749,'m','Todd','Nicholson','0000-00-00 00:00:00','tnicholson@skylinechurch.org',749,'','','030b87e24a09c1ba272c342253f74d66:3f','1'),(750,'m','Malvina','Laudicina','0000-00-00 00:00:00','laudicina.malvina@gmail.com',750,'','','d4e25a9c57c3fd21f3f88e0e7cab3dfd:ab','1'),(751,'m','Mark','Nicholson','0000-00-00 00:00:00','tylernich@gmail.com',751,'858.673.5984','','354540f30e199e75272bb28d602bad01:26','0'),(752,'m','Tyler','Nicholson','0000-00-00 00:00:00','tylernich@gmail.com',752,'858.673.5984','','f57be350d9bf87885aa55d65987740f0:3b','0'),(753,'m','stephen','carson','0000-00-00 00:00:00','scarson11@hotmail.com',753,'6193351175','','5b1962a48b148b5dddda0fd2385a939f:be','0'),(754,'m','Stephen','Carson','0000-00-00 00:00:00','scarson11@hotmail.com',754,'6193351175','','81ded38dcbfa679ae9dbd6edf0b71ac4:53','0'),(755,'m','TIM','JOHNSON','0000-00-00 00:00:00','kasie.ncfs@gmail.com',755,'858-733-2300','858-675-0110','4bd23998e5905cf3860694e2c45492fd:c4','0'),(756,'m','Brodie','Martin','0000-00-00 00:00:00','brodie726@yahoo.com',756,'858-733-2300','858-675-0110','9e3ea226bb7bd88c20f93ad3f3b00c5c:ae','0'),(757,'m','Sarah','Aymin','0000-00-00 00:00:00','sarahaymin@gmail.com',757,'7606444817','','99ba5e7d4b2f8c55db3d0f7042f9d041:d5','0'),(758,'m','Sarah','sarahaymin@gmail.com','0000-00-00 00:00:00','sarahaymin@gmail.com',758,'7606444817','','0d3f1171a71833f4b93e0df374925217:0f','0'),(759,'m','Sarah','Aymin','0000-00-00 00:00:00','sarahaymin@gmail.com',759,'','','70b175f5f82b71d4582a0e45a176150a:94','1'),(760,'m','Stephen','Carson','0000-00-00 00:00:00','scarson11@hotmail.com',760,'','','f05a6e454b056ad9b9a1b199f5952581:fe','1'),(761,'m','Jonny','Van Ommering','0000-00-00 00:00:00','jonnyboy121@gmail.com',761,'','','36a727131307fccdcd6205d8f764f864:a6','1'),(762,'m','emily','depue','0000-00-00 00:00:00','emily.m.depue@gmail.com',762,'6193025027','','c3840fce22e522c7ba331c5390c98d50:7f','0'),(763,'m','emily','depue','0000-00-00 00:00:00','emily.m.depue@gmail.com',763,'6193025027','','5d98e678a991102d9026f88d09c8ee06:e8','0'),(764,'m','Emily','Depue','0000-00-00 00:00:00','emily.m.depue@gmail.com',764,'','','9ae6fe81f541eb69d06322adb91359ed:5d','1'),(765,'m','Lilia','Monge','0000-00-00 00:00:00','liliamongencfs@gmail.com',765,'619-454-6645','','2d5426f1ed9b23b6a444ae3de7dcff4d:9d','0'),(766,'m','Lilia','Monge','0000-00-00 00:00:00','liliamongencfs@gmail.com',766,'619-454-6645','','6b188dd0a5522e3dbef9a0aa4e686f25:86','0'),(767,'m','Rose Marie','Hanington','0000-00-00 00:00:00','haningtonmatthew@gmail.com',767,'16193908735','16193908735','c2d3f33f842928710e3674e042eaed17:50','0'),(768,'m','Matthew','Hanington','0000-00-00 00:00:00','haningtonmatthew@gmail.com',768,'16193908735','16193908735','9fa8de07e0ef89c2b11360ec7aafcf9a:5b','0'),(769,'m','Lilia','Monge','0000-00-00 00:00:00','liliamongencfs@gmail.com',769,'','','7506d4d8125081c896e7a8ae333f5cc5:79','1'),(770,'m','Matthew','Hanington','0000-00-00 00:00:00','haningtonmatthew@gmail.com',770,'','','64e07defa1bf039b26db9ed091a9d151:77','1'),(771,'m','Jenn','English','0000-00-00 00:00:00','Gennevieve.34@gmail.com',771,'','','fc4d0ca5973275e74b880975e9fb6778:09','0'),(772,'m','Taylor','Abeel','0000-00-00 00:00:00','taylorabeel@gmail.com',772,'','','c01656aa8e538d25090404fb6cb8b9f1:e1','1'),(773,'f','Ana','Christopher','0000-00-00 00:00:00','ana@kaleocoaching.com',773,'619-757-9437','','8d52909317e64ee0eef75eba1907843e:6e','1'),(774,'m','Maryjo','Root','0000-00-00 00:00:00','maryjo.ncfs@gmail.com',774,'619-405-6830','','faeac4e1eef307c2ab7b0a3821e6c667:06','0'),(775,'m','Mackenzie','Loudon','0000-00-00 00:00:00','mackenzie@loudon-engineering.com',775,'619-405-6830','','d1fbea8c6292116c87f6cd469c5c6278:8b','0'),(776,'m','Jane','Loudon','0000-00-00 00:00:00','maryjo.ncfs@gmail.com',776,'7607056897','','cb825997f59646c410d1e9a027086a59:34','0'),(777,'m','Nicholas','Loudon','0000-00-00 00:00:00','nick.loudon1@gmail.com',777,'7607056897','','595b30906d1d0479af554d21465ef301:26','0'),(778,'m','John','Loudon','0000-00-00 00:00:00','maryjo.ncfs@gmail.com',778,'9155263605','','52b1869846dc9a97aca7524351ebaa3f:14','0'),(779,'m','John','Loudon','0000-00-00 00:00:00','cheeseo@gmail.com',779,'9155263605','','3383d06c483309ffd642bc847795925f:c1','0'),(780,'f','Chelsea','Stitt','0000-00-00 00:00:00','chelseastitt2010@gmail.com',780,'','','09949147bbb5df25ac23f8f99bb67037:99','0'),(781,'m','Levi','Michaud','0000-00-00 00:00:00','sumospeedster@yahoo.com',781,'6199618959','','14e8105935b432b932d2ddac5b05691b:6e','1'),(782,'m','Jason ','huntley','0000-00-00 00:00:00','jdh.scg@gmail.com',782,'858-353-9303','','8685e248c94ebe976bbdb423916d893f:4e','0'),(785,'m','Jason','Huntley','0000-00-00 00:00:00','jdh.scg@gmail.com',785,'','','c7fc19aee2487ff554d8099f033d24b7:3b','1'),(888,'m','Gustave','Lizarraga','0000-00-00 00:00:00','Gustave022@gmail.com',888,'','','acf82a2a19455acda5a9218752fb8115:c4','1'),(786,'m','Sierra','De Andrade','0000-00-00 00:00:00','sierra.deandrade@gmail.com',786,'619-405-6830','','2f3e8f0dcf0403bde252598a0ac781e1:44','0'),(787,'m','Caitlyn','Filippone','0000-00-00 00:00:00','caitlyn.filippone@gmail.com',787,'760-789-7953','','ca6a6e38ad9571a76054fc82ae3387fc:e9','0'),(788,'m','Maggie ','Topper','0000-00-00 00:00:00','brightlight4him@gmail.com',788,'','','95374d6d46e2ce3ca4689acb7f14787a:e0','1'),(789,'m','Michael','Davies','0000-00-00 00:00:00','michaeldavies1997@gmail.com',789,'','','faa59e60be26994577fc25a66f2aabbd:17','1'),(790,'m','Joshua','Davies','0000-00-00 00:00:00','joshualdavies@gmail.com',790,'(619)213-9084','','6188bc94a8996540c52f6df348e1705b:15','0'),(849,'m','Josh','Austel','0000-00-00 00:00:00','austelj@yahoo.com',849,'','','31506089005dca4e39283489662c3b88:86','1'),(850,'m','Joey','Magliato','0000-00-00 00:00:00','mdothalo@gmail.com',850,'','','066f063132e4f49f81ea9494c08c2c3d:b1','1'),(792,'m','Jeff','Dauz','0000-00-00 00:00:00','jad27@cox.net',792,'','','e592413048900fb17612aef9c0b9c5f2:80','1'),(793,'f','Kelsee','Dauz','0000-00-00 00:00:00','kdauz95@cox.net',793,'6193339723','','c79af56e8bcc04733caf39cb2d0927f2:da','1'),(794,'m','Charity','Johnson','0000-00-00 00:00:00','johnsonfamily_22@netzero.net',794,'6196475050','','dc3356c06190fa38d178c44a229bb7fc:1a','1'),(795,'m','Savannah','Reed','0000-00-00 00:00:00','savannah.adelyn@yahoo.com',795,'','','8085ee985ca428b30dbee7165ddad691:94','1'),(796,'m','Rebekah','Hermsmeier','0000-00-00 00:00:00','hermsmeier@yahoo.com',796,'','','c909bfd05344e28d7f007e7489d4ea23:32','1'),(797,'m','Benjamin','Gish','0000-00-00 00:00:00','bengish@cox.net',797,'','','bea2c967b755124dcce756185c733c85:cc','1'),(798,'m','Jonathan','Alvarado','0000-00-00 00:00:00','speedyg95@att.net',798,'6193685994','','6a669953eefc2a3a181240262409db3a:01','1'),(799,'m','Candin','Spooner','0000-00-00 00:00:00','mrdeeds250@yahoo.com',799,'','','72407cb60d42affa2971f8621cc97992:b6','1'),(801,'m','Calvin','Amos','0000-00-00 00:00:00','calvin.amos@att.net',801,'','','cd926d6b423bebf7865a11430b1775ce:c0','1'),(802,'f','Krista','Tidwell','0000-00-00 00:00:00','marbleskt@cox.net',802,'','','d322354854bc194a2bc46e0f87d49f6f:3a','0'),(803,'f','Tessa','Tidwell','0000-00-00 00:00:00','leopardpaw@cox.net',803,'','','4dc9b1d990e86b278a2d77406392c75a:87','1'),(804,'m','Tom','Edelen','0000-00-00 00:00:00','tomedelen@foothillsschool.net',804,'','','ffa6a8308aee86f0d5c132920e13f18b:61','1'),(805,'m','Betty','Goodman','0000-00-00 00:00:00','bettygoodman@foothillsschool.net',805,'','','18511f9ecd8918fb775f51fecd887cfb:15','1'),(806,'m','Chloe','Marquardt','0000-00-00 00:00:00','cmarquardt23@gmail.com',806,'','','607bf52bb15c5f40b120a6e4c0652a00:db','1'),(807,'m','Kasie','Ogrady','0000-00-00 00:00:00','kasie.ncfs@gmail.com',807,'6196075649','','98bdf5689740266b85c583ed0d1d1d6f:30','0'),(808,'m','Ryan','Deyling','0000-00-00 00:00:00','ryandey@cox.net',808,'','','36002d4b9eeac42770a887ab2efad1da:27','1'),(809,'m','Eileen','Cunningham','0000-00-00 00:00:00','eileenc@cox.net',809,'','','838bb56b706c24c758e5f67ace6f0bd3:ca','1'),(810,'m','Nathaniel','Cunningham','0000-00-00 00:00:00','nacham.95@gmail.com',810,'','','63da93bb586a90a64081acf3c4ac4c32:02','1'),(811,'m','Jeanne','Cochrun','0000-00-00 00:00:00','jeannecochran@pointloma.edu',811,'','','fcebc0172dc4b2de0adb27559ed62ef8:6b','1'),(812,'m','katey','huntley','0000-00-00 00:00:00','kateyhuntley@gmail.com',812,'719-331-2771','','1da7ff510e8454ab71936d57969b5cd6:d9','0'),(813,'m','Kyle','Moberg','0000-00-00 00:00:00','cktwinzrule@yahoo.com',813,'','','e4718233660c341b99069f830f79e5f3:14','1'),(814,'m','Cody','Moberg','0000-00-00 00:00:00','cody_moberg@yahoo.com',814,'','','4ac1357e1f9c41af64dedc0dcfdd3262:21','1'),(815,'m','Melissa','Goodman','0000-00-00 00:00:00','megoodman2013@foothillsschool.net',815,'','','9b97d7dfaa7502ad2c6e442ac2118bff:00','1'),(816,'m','Corey','Haines','0000-00-00 00:00:00','listeningby31@yahoo.com',816,'619-961-7765','','74faaca43c739499fad93de01785b422:f0','1'),(817,'m','Jade','Resto','0000-00-00 00:00:00','jade.resto2@yahoo.com',817,'858-472-8498','','fa6718c6020719fd37caf4c8c593e289:c4','1'),(818,'m','Zach','Wilbur','0000-00-00 00:00:00','zachwilbur27@yahoo.com',818,'','','ba650b0800a66757ac3e9364809e830e:05','1'),(819,'m','Priscilla ','Fitch','0000-00-00 00:00:00','pbfsoftball@gmail.com',819,'','','af1e28ffd136c53bfbd7ca7c742c6dec:f8','1'),(820,'m','Jade','Callahan','0000-00-00 00:00:00','jade.callahan@yahoo.com',820,'760-787-9911','','01576016388f654a5b6f754176237155:e7','0'),(821,'m','Maricelle ','Giusti','0000-00-00 00:00:00','mgiusti83@yahoo.com',821,'760-787-9911','','7e0b35dbc7faffe93236f14d162cbf2b:a0','0'),(822,'m','Tim','Elmore','0000-00-00 00:00:00','tim@growingleaders.com',822,'','','77aecd82492a89be085d419a3cebe084:d9','1'),(823,'m','Holly','Moore','0000-00-00 00:00:00','holly@growingleaders.com',823,'','','f8b5a646a8684f44064484952f12258d:87','1'),(824,'m','Chris','Chris','0000-00-00 00:00:00','Chris@growingleaders.com',824,'','','6d2bf3d7dced92b0039cba0223f98d68:73','1'),(825,'m','Katlyn','Katlyn','0000-00-00 00:00:00','Katlyn@growingleaders.com',825,'','','1060af6a79cb51f40b3f7a236a8db671:e5','1'),(826,'m','Jonathan','Jonathan','0000-00-00 00:00:00','Jonathan@growingleaders.com',826,'','','f0fa9e257de240e120ecd200ddf1e2d7:45','1'),(827,'f','Kelly','Raglin','0000-00-00 00:00:00','hardwickandkids@yahoo.com',827,'','','3ac339707c1c08c633942ebf7cfd96f6:19','1'),(828,'m','Briana','Taylor','0000-00-00 00:00:00','BrianaTaylor31@gmail.com',828,'619-607-5649','','068a845e5f7856d11d1483741cb54f9d:e2','0'),(829,'m','Robert','Rohde','0000-00-00 00:00:00','grayman1995@yahoo.com',829,'8584135640','','07fb223301532cb47a8ef4e52052f69f:2b','0'),(830,'m','Blake','Wurtzler','0000-00-00 00:00:00','bwurtzler.mcs@gmail.com',830,'760-787-9911','','ca0b88925d24c4ea51ccfde54dae48f1:f4','0'),(831,'m','Alycia ','Morgan','0000-00-00 00:00:00','sdmorgans@san.rr.com',831,'760-787-9911','','0ecaa0b1ff5e0466beebcae2ad2c4874:0f','0'),(832,'m','Marissa','Resnick','0000-00-00 00:00:00','Marissaxshay@gmail.com',832,'760-787-9911','','058c961b1eaaa1bc901c747f4efac6e3:43','0'),(833,'m','Antara','Gupta','0000-00-00 00:00:00','antgup@gmail.com',833,'619-607-5649','','6d08d1c971c5b1f7497d74a1d2a001c3:76','0'),(834,'f','Lauren','Resnick','0000-00-00 00:00:00','Laurenskye555@gmail.com',834,'760-787-9911','','9d0f489fc65b89d6437c1cadbdda61b2:be','0'),(835,'m','Amanda','Celiceo','0000-00-00 00:00:00','andy64cel7@yahoo.com',835,'619-405-6830','','af192e2997705ec2b5499cecd0480b0e:99','0'),(836,'m','Carissa','Park','0000-00-00 00:00:00','cparkten@yahoo.com',836,'858-586-1289','','93ecfdec1c685c7e8fade26de8b6c788:f3','0'),(837,'m','Kelly','Robson','0000-00-00 00:00:00','kellyannerobson@gmail.com',837,'619-607-5649','','41489172c840ee9ee001f712dc610ff5:c6','0'),(838,'m','Henry','Barajas','0000-00-00 00:00:00','henrygbarajas@gmail.com',838,'619-607-5649','','9871aad705313b7b7f7b2d681a4953e9:4e','0'),(839,'m','Bill','Root','0000-00-00 00:00:00','root493@gmail.com',839,'619-405-6830','','50e50695c026e159e323b4697922d21c:f4','0'),(840,'m','Rohan','Khurana','0000-00-00 00:00:00','rohan.k@sbcglobal.net',840,'760-787-9911','','ff34f46acbc7fdc5a9b813ea760add8b:70','0'),(841,'m','Mary','Hernandez','0000-00-00 00:00:00','keebler920@hotmail.com',841,'760-787-9911','','ad9826aa2445e44fad5ba5f4a38bb1a1:68','0'),(842,'m','Alfred','Pecson','0000-00-00 00:00:00','AlfredPecson@gmail.com',842,'760-787-9911','','6c8a3af2378f81aaa27d17d51d88c7d0:18','0'),(843,'f','Kirschten','Huntley','0000-00-00 00:00:00','jkjshuntley@gmail.com',843,'619-405-6830719-331-2771','','a973c0e39317e23ed2b5da0ac15703fc:d3','0'),(844,'m','Lauren','Bedore','0000-00-00 00:00:00','LaurenBedore@gmail.com',844,'619-607-5649','','64806696231f269b0b3adcd58a7c564d:dc','0'),(845,'m','Gustave','Lizarraga','0000-00-00 00:00:00','Gustave022@gmail.com',845,'619-607-5649','','b6c5dbe1f9cf025a3e624bb7951dfe7a:af','0'),(846,'m','Britten','Wright','0000-00-00 00:00:00','beemerw75@yahoo.com',846,'619 4546645','619 4546645','a8e6980b96c17250503eca51d8889fb0:8f','0'),(847,'m','Andy','Jedynak','0000-00-00 00:00:00','andy.jedynak@kidzui.com',847,'','','b8933cb76d8fb74fce08575c6d678c1f:f6','1'),(848,'m','Baily','Vickars','0000-00-00 00:00:00','bailey.vickars@cox.net',848,'','','20eef1c6499fa86f715bb3c8fb3144b9:85','1'),(851,'m','Brianna','Logan','0000-00-00 00:00:00','octobersky74@yahoo.com',851,'','','15a71d0d040576a078d69fadc8400538:3b','1'),(852,'m','Joanalise','Black','0000-00-00 00:00:00','joanaliseblack1@yahoo.com',852,'','','7d523d35bd4772d72c449f1601c73544:88','1'),(853,'f','Delilah','Nichols','0000-00-00 00:00:00','agirllikemehh@gmail.com',853,'','','1190a89c8b1991ebb8811e4dffe5fd88:9b','1'),(854,'m','Kaitlyn','Bell','0000-00-00 00:00:00','gymnasticsgurl@cox.net',854,'','','57601fc042d26056af24d76f7b81441e:8d','1'),(855,'m','Alexis','Perez','0000-00-00 00:00:00','princess.alexis.sixela@gmail.com',855,'','','63f1ed2f42ce201f9613963aeede3ec9:ab','1'),(856,'m','Haley','Smith','0000-00-00 00:00:00','burtonriderhms7@gmail.com',856,'','','0b3e4cb4c7e15ad17aa1896efbef6d15:ba','1'),(857,'m','Hayden','Mercurio','0000-00-00 00:00:00','hayden.mercurio@gmail.com',857,'','','fe748e3124ccdd4faf8cd37d87a8c971:b4','1'),(858,'m','Paulina','Castillo','0000-00-00 00:00:00','maltopoowtie1998@yahoo.com',858,'','','33c008c911c65806cb602f1916a0e6fa:43','1'),(859,'m','Miranda','Bugel','0000-00-00 00:00:00','bugelmiranda@yahoo.com',859,'','','01f7a7568cc0c1818538158dfe82ef58:56','1'),(860,'m','Lauren','Weigel','0000-00-00 00:00:00','the4weigels@cox.net',860,'','','6880c287b28b8f78bb8191e79ef13c0d:56','1'),(861,'m','Tyler','Lee','0000-00-00 00:00:00','tyler22@cox.net',861,'','','661657616cc262d4306ffa3ba594eaf0:a9','1'),(862,'m','Caralee','Loibl','0000-00-00 00:00:00','caraleeloibl@yahoo.com',862,'','','bd989cf9d1d1a379291b82c0c6cfb9b0:2c','1'),(863,'m','Adelyn','Reed','0000-00-00 00:00:00','lovegod4life10@ymail.com',863,'','','0a32bd01b5ed7efc7ca0ca63482c6988:74','1'),(864,'m','Allyson','Wickersham','0000-00-00 00:00:00','ally_bomb@yahoo.com',864,'6199729649','','fe7a8bf245331a6d7799cbaece1cbcfd:6b','1'),(865,'m','Kyle','Krick','0000-00-00 00:00:00','krkrick@gmail.com',865,'','','197541b3c0e4023b686a5a156d1e8186:8a','1'),(866,'m','Jarred','Stimpson','0000-00-00 00:00:00','stimpsonfour@yahoo.com',866,'','','aaac8fcda3da82a6232b50dc75f97e34:2b','1'),(867,'m','Daniel','Cango','0000-00-00 00:00:00','dc31796@yahoo.com',867,'','','f43f40af27814b12b649db5ae3d4c724:00','1'),(868,'m','Willy','Howse','0000-00-00 00:00:00','willyhowse@live.com',868,'','','77c9d437ed3d229e551230a882d10bb0:1a','1'),(1127,'m','Neh','Shah','0000-00-00 00:00:00','nehshah1@gmail.com',1127,'858-566-4905','','cf1e411213631591577b9c843054ce61:f8','0'),(870,'m','Jean','Montigo','0000-00-00 00:00:00','jeanlane82097@yahoo.com',870,'','','020d4aa00023cb0fbc8c7bc1f796d993:69','1'),(871,'f','Becky','Dreesen','0000-00-00 00:00:00','beckydreesen@gmail.com',871,'','','843cf89280ec3914a4da6b36f772cb64:a2','1'),(872,'m','Abrynna','Johnson','0000-00-00 00:00:00','bre-brehot96@yahoo.com',872,'','','fc2358c4f9fff0a12cf96c3f31980996:d1','1'),(873,'m','Alyssa','Fraga','0000-00-00 00:00:00','alyssa.victoria@gmail.com',873,'','','b5ffd3dc8ba56033bffcf9a8694b4e55:a0','1'),(874,'m','Lizzy','Langden','0000-00-00 00:00:00','llunidentified@gmail.com',874,'','','b0ac96d199a5629141f93f85dabb22d5:25','1'),(875,'m','Amanda','Howse','0000-00-00 00:00:00','amanda.howse@att.net',875,'','','4e322a00a4994b0f2e229275417000fd:0c','1'),(876,'m','Kevin','Krick','0000-00-00 00:00:00','superninjakevin@gmail.com',876,'','','620887b8c5fb7fe13c1678256854ae76:7e','1'),(877,'m','Ryan','Baxter','0000-00-00 00:00:00','ryanpaul1995@msn.com',877,'','','20b68fd200ae279997cf52ddd22a7885:fe','1'),(882,'m','Mark','Switzer','0000-00-00 00:00:00','laxlad85@yahoo.com',882,'','','dc80624f5df02376d9c43c827727a905:e4','1'),(878,'m','Dustin','Merfalen','0000-00-00 00:00:00','dustinmerf15@gmail.com',878,'','','2778869c2236e8bf589de17abd22944e:54','1'),(879,'m','Madison','Phillips','0000-00-00 00:00:00','madipgirl@yahoo.com',879,'','','a33c0c8fd5fc0fa84b00330ce423f8b0:50','1'),(880,'m','David','Fucella','0000-00-00 00:00:00','fdavid816@yahoo.com',880,'','','6c90938c7bc8ca5de7ac703c7a728dd5:af','1'),(881,'m','Kristen','Cherry','0000-00-00 00:00:00','kristen.cherry@therocksandiego.org',881,'','','a4af1ce8ee748345d381ddda80024f87:34','1'),(883,'m','Jack','Switzer','0000-00-00 00:00:00','jaswitzer2013@foothillsschool.net',883,'','','b30250a85b6f839777b3d5a309f53a2b:47','1'),(884,'m','Ryan','Ramos','0000-00-00 00:00:00','ryanramos@gmail.com',884,'619-607-5649','','09110a41ce5f8cb45fab1d4fcb7f3e5f:fe','0'),(885,'m','Angelica','Northup','0000-00-00 00:00:00','anorthup12@gmail.com',885,'619-405-6830','','e8a23df5504acf80267dc1f076ac2f44:d8','0'),(886,'m','Cassidy','Clark','0000-00-00 00:00:00','CassidyAClark@yahoo.com',886,'619-607-5649','','cbda42cf5524c03f7ab5fdc1441a289a:10','0'),(887,'m','Esther','Klijn','0000-00-00 00:00:00','estherklijn@yahoo.com',887,'619-607-5649','','ae9ec4e91ce4f9fd91d0cdf90b91509b:c2','0'),(889,'m','Terry','Woodburn','0000-00-00 00:00:00','twoodburn@centurytel.net',889,'619-772-7738','','4f932c24bb96d4d9a040779d95af6c5c:e5','0'),(890,'m','Mike','VanMeter','0000-00-00 00:00:00','mikevanmeter@foothillschurch.org',890,'6197339145','','a13489b00ef28c79451e1f7d98f2637d:1d','1'),(891,'m','Neil','Hoffman','0000-00-00 00:00:00','hoffmanautodetail@yahoo.com',891,'6198909606','','b078db8f37be0c91d1273b73202736f1:a2','1'),(892,'f','Megan','Mosley','0000-00-00 00:00:00','mega.leah@gmail.com',892,'6199225970','','68d73eb4e4bbb5d9dc35b4f9ed8501cf:b8','1'),(893,'m','Will','Zepeda','0000-00-00 00:00:00','willzepeda6199@yahoo.com',893,'7027438992','','84c8aedea7ed076059e31f9686184f77:43','1'),(894,'m','Jared','Cook','0000-00-00 00:00:00','cookjared@live.com',894,'6192520024','','0e19798b019243ae87971c6bf2d24ffc:08','1'),(895,'m','Emmanuel','Mercado','0000-00-00 00:00:00','e_mercado07@yahoo.com',895,'6193217839','','b25f7aa37a79dafbab3396d40e9eed72:3e','1'),(896,'m','Kim','Nabors','0000-00-00 00:00:00','kim10191@yahoo.com',896,'6195814953','','9f6be45f63e548223f0653ebc8932031:95','1'),(897,'m','Tony','LaDouce','0000-00-00 00:00:00','TonyLaDouce@gmail.com',897,'619-607-5649','','6944bf6d0556bf55eda9863695732153:b1','0'),(898,'f','Brittany','Shaeffer','0000-00-00 00:00:00','brittz2194@gmail.com',898,'719-331-2771','','7de3a3c8eb5a21d93dad79ccba00a3c2:3a','0'),(899,'m','Keith','Bridgeforth','0000-00-00 00:00:00','hc_kb@hotmail.com',899,'(619)869-5456','','54d2d9f209fc4c0abbb92c3018cee2a4:b1','0'),(900,'m','Joseph','Bridgeforth','0000-00-00 00:00:00','bridgeforth@live.com',900,'6192441938','','0b72dc3e02d83c8939a5e2072e508546:c2','1'),(901,'m','Isaac','Bridgeforth','0000-00-00 00:00:00','craker102@gmail.com',901,'','','095eb5ced85e033c2331170e064d80aa:18','1'),(902,'m','Quentin','Bridgeforth','0000-00-00 00:00:00','yourlove.quentin@gmail.com',902,'619 938 1165','','255eac30eb77bc94e6259bb0a61b4ae6:28','1'),(903,'m','Andrew ','Pence','0000-00-00 00:00:00','andrewpence917@msn.com',903,'','','f57aa00cf80cd86cbec5be0a9dc83829:eb','1'),(904,'m','Brian','Lawrence','0000-00-00 00:00:00','brian.e.law@gmail.com',904,'','','8f3d970adb5317ae1dddf5f9d6a5fc18:0f','1'),(905,'m','Danielle','Lawrence','0000-00-00 00:00:00','dani.m.law@gmail.com',905,'','','95e696316312dcd423213306d50ae8f5:2f','1'),(906,'m','Dustin','Merfalen','0000-00-00 00:00:00','merfthesmerf@hotmail.com',906,'','','c958817812df99372fb341b5213cb136:bf','1'),(907,'m','Jose','Flores','0000-00-00 00:00:00','jeflores2@gmail.com',907,'','','4e155ba93b6c4a2aa587bd075bc64f60:58','1'),(908,'m','Josh','Austel','0000-00-00 00:00:00','joshuagiraff@yahoo.com',908,'','','ab01d3ca68ccb33564a9b25c9a215766:19','1'),(909,'m','Lauren','Lee','0000-00-00 00:00:00','llee@skylinechurch.org',909,'','','340255730b723eaeca5d701a46c9e1d9:85','1'),(910,'m','Lauren','Snider','0000-00-00 00:00:00','lauren.snider23@gmail.com',910,'','','4a8cbe09d5459ed01f3e0ff3b27c7c84:ca','1'),(911,'m','Micah','Nicholson','0000-00-00 00:00:00','mnicholson@skylinechurch.org',911,'','','99a4dadcfb220b16fe2b1745b6c21e4f:83','1'),(912,'f','Briana','Bonta','0000-00-00 00:00:00','bbonta@skylinechurch.org',912,'6198899954','','cae0430daacaf074b01736c167241552:c3','0'),(913,'m','Lauren','Fleming','0000-00-00 00:00:00','beautifullylele@gmail.com',913,'','','10b943dd0610583958b7ea53e0a59ee4:9c','1'),(914,'m','Christina','Dutzer','0000-00-00 00:00:00','chrissystinna@gmail.com',914,'','','a0675f06ad181525f0add9899061a545:9e','1'),(915,'m','Leif','Simpson','0000-00-00 00:00:00','leif.simpson@gmail.com',915,'','','9e3e171e2a4e90116f7d5a4a71bec6a9:ed','1'),(916,'m','Evan','Salababarria','0000-00-00 00:00:00','evansalababarria@yahoo.com',916,'','','577b9fca7882e78160a3bc7cd7b6da99:27','1'),(918,'m','Andrea','Harden','0000-00-00 00:00:00','ilikecows101@yahoo.com',918,'619-607-5649','','813170f08ae1caedda6e9e9f1aa9948d:87','0'),(919,'m','Carissa','Park','0000-00-00 00:00:00','cparkten@yahoo.com',919,'','','fd242c489bf621677c375c6716e82375:2f','1'),(920,'m','Jacob','Secrist','0000-00-00 00:00:00','jseek210@gmail.com',920,'619-607-5649','','5c2e860836bf2e9e5fa866e371138f83:85','0'),(921,'m','Leah','Wilschetz','0000-00-00 00:00:00','leahwilschetz@aol.com',921,'619-607-5649','','0970bf5f33e73f23be48fd0951199f7a:ce','0'),(922,'m','Jeremy','LaBahn','0000-00-00 00:00:00','jlabahn4him08@hotmail.com',922,'','','9f4bc73428053c211e65bff42ae38247:2a','1'),(923,'m','Dustin','Wheeler','0000-00-00 00:00:00','Dustin.wheeler5@gmail.com',923,'','','cd4023c74f35fb25841c34e94e462952:3a','1'),(924,'m','Lora','Fisher','0000-00-00 00:00:00','lora.fisher@unionbank.com',924,'619 224 9108','','f20373cc3e65d8fe978d42dcc74616cc:7e','0'),(925,'m','Natalie','Barens','0000-00-00 00:00:00','nbarnes2418@gmail.com',925,'619-607-5649','','c5f95bb92eaba544411a0b74179be088:73','0'),(926,'m','Max','Lundberg','0000-00-00 00:00:00','kenneth.m.lundberg@gmail.com',926,'619-607-5649','','f020a9e5cbc5aab588a12dc6616379be:33','0'),(927,'m','Alfonso','Servey','0000-00-00 00:00:00','alfonso_servey@yahoo.com',927,'619-244-3620','','700a29ed6540e29eeb0a69c8d9fa2e49:8c','0'),(928,'m','Brian','Abeel','0000-00-00 00:00:00','brianbabeel@gmail.com',928,'','','bc354bc9fdf51c898bb4d1af86385455:2f','1'),(929,'m','Saige','Strickland','0000-00-00 00:00:00','saigebrielle08@gmail.com',929,'619-607-5649','','c499075b2f8e182b5546cc9ffb4f53c2:1f','0'),(930,'f','Cadence','Lewis','0000-00-00 00:00:00','CadenceLewis96@gmail.com',930,'619-607-5649','','91399a830f1387b19f3619290281ad5b:40','1'),(931,'f','Lisa','Carter','0000-00-00 00:00:00','angelsnmee@gmail.com',931,'6194437170','','ce4cd097b25b39a79a9dea1293ea6f3e:0a','1'),(932,'f','Fallon','Newland','0000-00-00 00:00:00','FALLON.NEWLAND@LHSSD.ORG',932,'','','9dcca9670acb746393c6eccb6118d3eb:cd','1'),(933,'f','Selah','Newland','0000-00-00 00:00:00','selah.newland@yahoo.com',933,'','','b787a063f2f3b02f73bc746a9b526017:66','1'),(934,'m','David','Lozoya','0000-00-00 00:00:00','DLozoya44@gmail.com',934,'619-607-5649','','11fb42028e3db5878ed0abd52d1ec7e9:d5','0'),(935,'m','Brad','Karen','0000-00-00 00:00:00','bradk8854@gmail.com',935,'619-607-5649','','79c21b41b764e6a212b10e55e9f92f60:48','0'),(936,'m','Monica','Morales','0000-00-00 00:00:00','monimon619@yahoo.com',936,'619.938.2536','619.938.2504','14b61485f940289d384791a170302289:73','0'),(937,'m','Ariel','Carey','0000-00-00 00:00:00','rockstarariel78@yahoo.com',937,'619-607-5649','','f157c2d09456141356a3096f72d074b1:ea','0'),(938,'m','Karina','Calderon','0000-00-00 00:00:00','KAlvarezCalderon@yahoo.com',938,'619-607-5649','','6e2b8174c6a7c4234f8960b4ff406309:46','0'),(939,'m','Tim ','Breuninger','0000-00-00 00:00:00','breucrew@cox.net',939,'6197923961','','cf08525c2483ff33477f25fdb97b41d7:04','0'),(940,'m','Nathan','Breuninger','0000-00-00 00:00:00','athletic_75@yahoo.com',940,'6197923961','','ac909579599137b2ca0f31e5d09af870:54','0'),(941,'m','Jugdesh','Vaghella','0000-00-00 00:00:00','jugdesh@djvsoft.com',941,'','','e782c4057597ddf99501fbca19c72d47:15','1'),(942,'m','Joseph','Fidelis','0000-00-00 00:00:00','divinecoders@gmail.com',942,'','','67384f1a53e971301eab582bf1a2d58a:86','1'),(943,'m','Sanin','Sanin','0000-00-00 00:00:00','sanica93@gmail.com',943,'','','1f7c0b5befd1a1a2bbe20531fab3ff44:d2','1'),(944,'f','Rachel','Clarke','0000-00-00 00:00:00','rachel.elizabeth.1989@gmail.com',944,'','','ae6fa8e259f6905991df15829939d7fb:82','1'),(1009,'f','Angela','Price','0000-00-00 00:00:00','dragonqueen71@yahoo.com',1009,'760-315-5066','','374b7cf06d92b745d2a38355a89c1f4e:dc','1'),(1008,'m','Corina','McMillen','0000-00-00 00:00:00','corina.mcmillen@sbcglobal.net',1008,'','','9f4fd8b4a4e6a6d43509234656d71df4:53','1'),(1006,'m','Kathleen','Jaquez','0000-00-00 00:00:00','rkjaquez@cox.net',1006,'','','19fd37208d17a0be670fc16f01f27623:2c','1'),(1007,'m','Lydia','Leffler','0000-00-00 00:00:00','lydialeffler@yahoo.com',1007,'','','55a2bc64b0ad0b97bda84347dd7dd62b:5d','1'),(999,'m','Kyla','Lodwig','0000-00-00 00:00:00','lodwigkyla@gmail.com',999,'6199850799','','10084693bf1a9c4691808c5dfe4f8484:a2','1'),(998,'f','Suzette','Palacios','0000-00-00 00:00:00','assembly@socaltax.net',998,'6197725075','','e5597da6db2d633a187e8a4123b49d56:08','1'),(997,'f','Debbie','Brown','0000-00-00 00:00:00','dbrown@socaltax.net',997,'','','9140e9013458098a139b3f3e0448f4ad:38','1'),(996,'m','Jerry','Joyner','0000-00-00 00:00:00','powerstroke2@cox.net',996,'(619)561-3097','','4db35d01873fc452e3cd90b169009f1f:81','1'),(986,'m','Robert','Tychsen','0000-00-00 00:00:00','rtychsen@gmail.com',986,'928-210-5846','','90dd70953021da922585a0fb5869fe4b:2d','1'),(1128,'m','Dornsife','Markisha','0000-00-00 00:00:00','mlea@usc.edu',1128,'','','f2ff9d5b173eefc6e7ded62ec896ea80:03','1'),(1000,'f','Debbie','Abeel','0000-00-00 00:00:00','debabeel@gmail.com',1000,'7604453080','','0f88a173475923d2053654300c5d4101:f8','1'),(1001,'m','Kelsey','Ellison','0000-00-00 00:00:00','nothingrhymeswithkelsey@gmail.com',1001,'858-334-9192','','82d44ba44d4e5c814c4f865a745f4f76:9e','0'),(1002,'m','Daniel','LaBahn','0000-00-00 00:00:00','daniel12labahn@hotmail.com',1002,'619 569 6060','','af45863eb6c06b82513841e4b3e13905:6f','1'),(1003,'m','David','Breeding','0000-00-00 00:00:00','d.breeding@att.net',1003,'','','e11233bd95babd01315cacf2aae59f7c:30','1'),(1004,'m','Mark','Gordon','0000-00-00 00:00:00','bajamark@directtv.net',1004,'','','41b7ea608c99623d03b83005bf69531a:e9','1'),(1005,'m','Gerri','Gordon','0000-00-00 00:00:00','twohorsegirl@directtv.net',1005,'','','e311d86e40890b3bb9ba457e56833ae4:a4','1'),(993,'f','Karen','Joyner','0000-00-00 00:00:00','taxgirl@cox.net',993,'619-654-6196','619-579-7800','c917a5ece1b664982ccf2711feee2077:8f','1'),(994,'m','Jeremy','Joyner','0000-00-00 00:00:00','lilman2131@gmail.com',994,'619-504-1180','','5905972b4b6ca85ddf9765a049814226:2c','1'),(995,'f','Janae','Joyner','0000-00-00 00:00:00','jjoyner717@yahoo.com',995,'619-957-2475','','41f4b9f945a1c80e0192194e8886db39:05','1'),(966,'m','Toni','Johnson','0000-00-00 00:00:00','johnsonfamily_2@netzero.net',966,'','','2e14e2c6ee52defeb29cdd233e1533d1:fc','1'),(967,'m','Tony','Piretti','0000-00-00 00:00:00','tony@vapure.com',967,'','','bf97cfe7e8fcad7509c9398420bce2ae:f7','1'),(1011,'m','Daniel','Spencer','0000-00-00 00:00:00','danielspencer269@yahoo.com',1011,'619-804-7602','','f5328804c0d274943db26b12fc20b41a:4e','1'),(1010,'m','Patricia','Simon','0000-00-00 00:00:00','simonmaltese@sbcglobal.net',1010,'760-789-6853','','ed10fca29de903cf31f7a6d97b4e76b9:3a','1'),(1012,'m','Robert','Walter','0000-00-00 00:00:00','walterrb@airproducts.com',1012,'760-789-1019','6107065745','a29c0fc76fdaa3b2fd21f5d144712c46:d1','1'),(1013,'f','Barbara','Walter','0000-00-00 00:00:00','walterbi2011@gmail.com',1013,'760-789-1019','','b540dcd49d07e18cbb8948355f5cdfe0:b5','0'),(1033,'m','David','Wilschetz','0000-00-00 00:00:00','davidwilschetz@gmail.com',1033,'619-964-0399','','9da03bcea60bde6203dc4ca66461c682:24','0'),(1032,'m','Ben','Sjogren','0000-00-00 00:00:00','ben.sjogren@yahoo.com',1032,'805-748-6560','','24aeb32038a01282587f42ee4812f05e:ff','1'),(1016,'m','Jeremy','Hassler','0000-00-00 00:00:00','roadracer1@cox.net',1016,'619-749-7004','','0f1553d2913c182e91652258f22c7c32:28','1'),(1017,'f','Christi','Hassler','0000-00-00 00:00:00','clhassler1@gmail.com',1017,'619-454-1802','','2b8cadd87e91233443684f5ebb85044f:77','0'),(1018,'f','Olivia','Kingston','0000-00-00 00:00:00','kingstonliv@gmail.com',1018,'8582089028','','b56bb31a35f3c29e1db2969e130f8309:8a','0'),(1019,'f','Viana','Pham','0000-00-00 00:00:00','viana.pham@hotmail.com',1019,'6192650160','','d6fa5c37936f2287d1d2f641aa6925eb:9f','0'),(1020,'f','Jensen','Bogan','0000-00-00 00:00:00','jenabogan@gmail.com',1020,'619-607-5649','','8dd81963710e827ece755fabd447d686:44','0'),(1021,'f','Ann Marie','Murphy','0000-00-00 00:00:00','evaannmarie@gmail.com',1021,'760-310-4652','','6a91cd53b459ef50221c38034d95c9fe:7a','0'),(1022,'m','Alex','Clayton','0000-00-00 00:00:00','alex9305@yahoo.com',1022,'6193909390','','9137e25ae2f2338f4b1aaa711ecf74bf:a6','0'),(1023,'f','Chloe','Gilbreth','0000-00-00 00:00:00','chloegilbreth@yahoo.com',1023,'858-449-0942','','4684c5b1243be98b0c462caf8c1681f4:2c','0'),(1024,'m','Grant','Gilbreth','0000-00-00 00:00:00','grantgilbreth@yahoo.com',1024,'858-602-9235','','84164e028a913b4104a6eb45ad4186b0:59','0'),(1025,'m','Reed','Gilbreth','0000-00-00 00:00:00','reedgilbreth@yahoo.com',1025,'858-602-9234','','2399823471f65a4b660fc30ad92db437:fa','0'),(1026,'m','Susie','Moyer','0000-00-00 00:00:00','sueeli27@yahoo.com',1026,'760-789-1126','','2d3340f9b481b96e3a255d67c6cbdcfd:ce','1'),(1027,'f','Kim','Adams','0000-00-00 00:00:00','kim@doctorblossom.com ',1027,'707-478-3031','','e25ced36070a052adfb267bd9757cef4:35','1'),(1028,'m','Taylor','Falduti','0000-00-00 00:00:00','tafalduti@yahoo.com',1028,'4483797','','d3d375db61b5a13f5c9e8e108d77f2c0:48','0'),(1029,'f','Bailee','Byers','0000-00-00 00:00:00','baileebyers@bellsouth.net',1029,'770-820-4116','','e030afee10f89a0678f75701043fab37:58','0'),(1030,'m','Jim','Gledhill','0000-00-00 00:00:00','gojimgled@gmail.com',1030,'8584440449','','d42bc558e15979d7a988e0ec487094c8:02','1'),(1031,'m','Douglas','Gore','0000-00-00 00:00:00','dcgore@earthlink.net',1031,'','','3c378489883c4f93834ee7092d5f4cd8:32','1'),(1034,'m','Jesse','Abeel','0000-00-00 00:00:00','jesseabeel@gmail.com',1034,'','','246a4cbb092993fae4e0b077158cfd23:26','1'),(1035,'f','Sarah','ORourke','0000-00-00 00:00:00','sarahorourke007@pointloma.edu',1035,'619-607-5649','','39a6e2854b75197ae5fd788d411e1f13:b8','0'),(1036,'f','Hannah','Wood','0000-00-00 00:00:00','hannaha777@cox.net',1036,'619-415-1569','','5bc9b8643159f09ebd3a14c39fd5f9e0:0e','0'),(1037,'m','Jim','Johnson','0000-00-00 00:00:00','jimjohnson39@yahoo.com',1037,'','','52e76e6be1279da35652bc9b566b7751:15','1'),(1038,'f','Christine','Leung','0000-00-00 00:00:00','christineleung111@gmail.com',1038,'619-619-0000','','1465adc260b0ce7d9ca41b5ff2c1b9f1:3f','0'),(1039,'m','Peter','Leung','0000-00-00 00:00:00','peterleung14@gmail.com',1039,'619-619-0000','','0f27f1865b2aec40b06735321e995f1e:0c','0'),(1040,'f','Kelly','Slizza','0000-00-00 00:00:00','kelly@ucsd.edu',1040,'760-787-9911','','8cab48d8ed6f72f0006b5b98d64310e7:35','0'),(1041,'m','Tami','Miskanin','0000-00-00 00:00:00','tmiskanin@hotmail.com',1041,'7244381013','','5d8eb536df54a8a7c30f098d22d7d037:8c','0'),(1042,'m','Teal','Messner','0000-00-00 00:00:00','tealmessner@yahoo.com',1042,'6198882599','','29a9c9e638b3720cce2f02171e052b48:65','0'),(1043,'f','Mirna','Adams','0000-00-00 00:00:00','mirnaadams@gmail.com',1043,'706-789-6609','','05e063830bca10d9620d1c151bac330a:4a','0'),(1044,'f','Dayla','Adams','0000-00-00 00:00:00','daylaadams@contenderplumbing.com',1044,'','','82d03ed8b7a5cc3e297d813e5aa3fe5f:65','1'),(1047,'m','Nina','Cervantes','0000-00-00 00:00:00','purple_guitar_8@yahoo.com',1047,'858-602-2475','','d2c3f88ad799910bae0f425b5f2a248d:fe','1'),(1046,'m','Samantha','Pejouan','0000-00-00 00:00:00','samantha9550@gmail.com',1046,'760-978-9550','','346b036508633e3250b2743546f8c7e2:c8','0'),(1048,'m','Thomas','Casey','0000-00-00 00:00:00','twcasey@cox.net',1048,'858-610-5421','','976ce2c6fc6aae5247ffc3efd90a82eb:cb','0'),(1049,'m','Scott','Hilton','0000-00-00 00:00:00','vhilton@okstate.edu ',1049,'6203538112','','1371fd1e3e5dacb3b704d4137bf87696:ae','0'),(1050,'m','Brandon','Chenault','0000-00-00 00:00:00','Brandon.Chenault@gmail.com',1050,'6199056788','','8069d1b5e16613ff1f1ad3669f0ac0a8:8c','1'),(1051,'m','Sabrina ','Cox','0000-00-00 00:00:00','sub4jc@earthlink.net',1051,'','','5c97278ee7540edc52d7ac32ecaaed07:d4','1'),(1052,'f','Gretchen','Williams','0000-00-00 00:00:00','gwilliams@gsphotography.org',1052,'7602391379','','0acc057b1f4d84c9fce4363a7c5c64b0:f4','1'),(1053,'m','Gray','Rohde','0000-00-00 00:00:00','grayman1995@yahoo.com',1053,'','','daf3aa2d59241d6d0373d3ce66cf8e67:d4','1'),(1054,'f','Kaya','White','0000-00-00 00:00:00','kthebookworm@gmail.com',1054,'760-789-0864','','5691088a922d3c9ea295a53e9863a7ff:37','0'),(1055,'f','Kim','Heggem','0000-00-00 00:00:00','Kimbug47@Hotmail.com',1055,'5039994926','','fbaccda025c3f02983bb7bae31083aae:0a','1'),(1056,'m','Richard','Blackledge','0000-00-00 00:00:00','richard.blackledge@gmail.com',1056,'3108084916','','1afd051cc8099f06ec519af835a51958:97','1'),(1057,'f','Jaime ','Myers','0000-00-00 00:00:00','jaime91@berkeley.edu',1057,'8585279452','','75add8c2ff8385a0b8977905f375c401:9c','1'),(1058,'f','Ruth','Melendez','0000-00-00 00:00:00','ruth.melendez123@gmail.com',1058,'(619)306-8846','','cd57155682e109b778de8b4036426a9d:2f','1'),(1059,'m','Ben','Roderick','0000-00-00 00:00:00','benroderick5@gmail.com',1059,'17607553975','','33baf66c3dda56d39492ca8384f45453:9d','1'),(1060,'m','Peter','Myers','0000-00-00 00:00:00','pbutter@san.rr.com',1060,'858-525-5195','','d9c52d1f6987cf780165623650ee45af:f5','0'),(1061,'m','Philip ','Geerdes','0000-00-00 00:00:00','pgeerdes@msn.com',1061,'858-525-5195','','d12919285988476d612466fe048e44d8:4b','0'),(1062,'m','Chris','Toth','0000-00-00 00:00:00','chrisltoth@yahoo.com',1062,'858 413 6060','','91026bbb5eb6ef12254ff1c31b72c773:a3','0'),(1063,'m','Victor','Aranda','0000-00-00 00:00:00','bombon0701@yahoo.com',1063,'619-843-5686','','2d48e5a7e77fbd4e215166cf7afc63b7:8b','1'),(1064,'m','Abraham','Sanchez','0000-00-00 00:00:00','mbsabraham@msn.com',1064,'6196377990','619-941-1295','5dc1d9cb4f613b1e4f73da22139f5e2d:05','0'),(1065,'f','Jasmine','Sanchez','0000-00-00 00:00:00','jasm11@msn.com',1065,'6194137647','858-380-9997','77277d97bce71767b2e9e25cdcf190d7:29','1'),(1066,'f','Molly','Hannon','0000-00-00 00:00:00','m.hannon1990@yahoo.com',1066,'','','4dbfa2dac7f0e28dbd16789192eb6d0a:6c','1'),(1067,'m','Justin','Christensen','0000-00-00 00:00:00','jcrom@gmail.com',1067,'6194643463','','eab349532806f520599ba7e84b4fa4d2:7d','0'),(1068,'m','Joshua','Smith','0000-00-00 00:00:00','jsabbynormal@gmail.com',1068,'6195881120','','464d488cef576f2a415c0a81e31ade05:b8','0'),(1069,'m','Rachel','Corona','0000-00-00 00:00:00','rekoaa@gmail.com',1069,'858-380-9997','','f849cb1fcbe95e9d5488ab2b2c932530:43','0'),(1070,'f','Annie','Atterbury','0000-00-00 00:00:00','Nancyatterbury@cox.net',1070,'6197490593','6197498034','d40f112eb22a402a389549c59298cc9a:0e','0'),(1071,'m','Anthony','Topete','0000-00-00 00:00:00','atopete6169@gmail.com',1071,'619-889-9080','','acfb13e618bb153555e87942e6598ffc:a0','0'),(1072,'f','Brooke','Mehki','0000-00-00 00:00:00','brookepamela.mehki@calbaptist.edu',1072,'619-453-7542','','31f47110df78d9eb1fca9452e52a1e7e:43','0'),(1073,'m','Heidi','Grimsby','0000-00-00 00:00:00','Heidi.Grimsby@yahoo.com',1073,'858-380-9997','','f369312ee49fdc23a9f12cdc0ad41a48:46','0'),(1074,'m','Brianna','Tramontano','0000-00-00 00:00:00','Briannatramontano@gmail.com',1074,'','','63d5a7095d8532778c7ae8ed98bf5d51:0c','1'),(1075,'f','Katerina','Harnetiaux','0000-00-00 00:00:00','jdkossler@gmail.com',1075,'9513239901','','52a8923a0ad8c97781819b52f9d91005:1c','1'),(1076,'f','Rachel Elizabeth','Mases','0000-00-00 00:00:00','rachellellizabeth@yahoo.com',1076,'9512833637','','7ac8bec1b111fd3154c4c3eb7f4a4bcd:35','0'),(1077,'m','Timothy','Mayer','0000-00-00 00:00:00','ilvtofish@msn.com',1077,'','','73ff851209badd131dbbc346010df0ff:ec','1'),(1078,'f','Melissa','Potter','0000-00-00 00:00:00','pinkypottpie@gmail.com',1078,'8587229846','','cfed3560ba6d690bd9a336946528bc3c:b9','0'),(1079,'m','Patsy','Wilson','0000-00-00 00:00:00','patti23@cox.net',1079,'760-787-9911','','fc6d3c5dd78b4c354a5c7540451876e7:1e','0'),(1080,'m','Jason','Winters','0000-00-00 00:00:00','pickingfoo@gmail.com',1080,'760-803-2877','','5f0687202c8bee8f16558741fa2395fb:49','0'),(1081,'m','Steven','Drenning','0000-00-00 00:00:00','Jesuswantsarelationshipwithyou@gmail.com',1081,'6195920596','','18da9d1bfa33ae2084edf36cd4c92f06:9c','0'),(1082,'m','Dusty','Gruber','0000-00-00 00:00:00','dustydonut@hotmail.com',1082,'','','d3d3c2a04588cdb89f273c599394a80c:e0','1'),(1083,'m','Sinai','Reyes','0000-00-00 00:00:00','omg_living_life@yahoo.com',1083,'','','625599ef2da5e8c7004c649168bdb2e8:df','1'),(1084,'m','Vince','Quinn','0000-00-00 00:00:00','Vinceq18@live.com',1084,'','','445f49aac13818454d21a64e72c97762:9b','1'),(1085,'m','Pat','Kruse','0000-00-00 00:00:00','PKruse1991@yahoo.com',1085,'','','5f4195691ac3c85e37a851637f0a08d3:b4','1'),(1086,'m','Connor','Chung','0000-00-00 00:00:00','Jeanchung55@gmail.com',1086,'','','a7c26df0ecf461ec0c37e4d1175a3eb9:fb','1'),(1087,'m','Mark','Kats','0000-00-00 00:00:00','mkats13@yahoo.com',1087,'760-525-4236','760-489-5073','66a6181d3fd9b15058d241953fba2fa2:41','0'),(1088,'m','Dale','Kats','0000-00-00 00:00:00','dkats7@yahoo.com',1088,'760-525-4236','760-489-5073','b9f31c8da8aa9b16d5dcb75938c09d71:32','1'),(1089,'m','Adina','Mroz','0000-00-00 00:00:00','adinamroz@yahoo.com',1089,'','','f4b07dd4497a616b2119b601d6b95955:a1','1'),(1090,'m','Miguel','Martin','0000-00-00 00:00:00','Mimartin2013@gmail.com',1090,'6192269815','','f2146786e1097368bd36249dc13702d7:63','1'),(1091,'m','Kiran','Mehta','0000-00-00 00:00:00','kiranm3000@gmail.com',1091,'858-380-9997','','440334ae043d335be6b16650c3c4e967:b4','0'),(1092,'m','Joshua','Villarino','0000-00-00 00:00:00','Joshua.Villarino@yahoo.com',1092,'6192771613','','cfeb58dbf1df9792dab30c73c7e70d52:69','1'),(1093,'m','Morgan','Peterson','0000-00-00 00:00:00','morgan@livingmypurpose.com',1093,'','','baaee8d7d50cc76d7b86f0745ac7e10a:3c','1'),(1094,'f','Scout','Wolfe','0000-00-00 00:00:00','lllywolfe@yahoo.com',1094,'619 9713863','','3864a1e607aa3cce4590b8bfdd2de78e:3c','1'),(1095,'f','Brianna','Ganzon','0000-00-00 00:00:00','awesomeisle@gmail.com',1095,'7608458179','','d5a6c6c509037bc2a5bf325d3dd058c2:ee','0'),(1096,'m','Derrick','Oh','0000-00-00 00:00:00','stohdc@yahoo.com',1096,'9516751990','','b87579428c8a9236e72b77ffc93adaac:3e','1'),(1097,'m','Miranda','Lara','0000-00-00 00:00:00','snakealchemist@gmail.com',1097,'(951) 736-0747','','5c9c94bb500959d3fd85030d7decb865:7b','1'),(1098,'f','Sydney','Waldron','0000-00-00 00:00:00','izsasuke98@gmail.com',1098,'9097255850','','caef3b4a5cc87eb8bb80c3156698752a:aa','0'),(1099,'m','Andrew','Chenault','0000-00-00 00:00:00','andrewchenault@gmail.com',1099,'6193288666','','f67be72db83b8828990e914ef88bb69a:d6','1'),(1100,'f','Karla','Krasky','0000-00-00 00:00:00','Kookiekarma@yahoo.com',1100,'760-215-4552','','1a0f0646eb162c598f489d040c01969c:2a','1'),(1101,'f','Kristina','McDaniel','0000-00-00 00:00:00','mtnkix@gmail.com',1101,'760 712-9004','','7b1dd0a3898a81b2a8a7cd04aaf7b7ea:72','1'),(1102,'m','Preston','Fraser','0000-00-00 00:00:00','greengal15@gmail.com',1102,'9517077005','','aa524eb16b71f88d16aecbdf47ccc5f1:60','1'),(1103,'m','Dominic','Giusti','0000-00-00 00:00:00','dgiusti@digmarketing.com',1103,'760-787-9911','','4d8066378bcb305c046ee8ee4fd9787a:c0','0'),(1104,'m','Ryan','Cage','0000-00-00 00:00:00','rycage@gmail.com',1104,'760-787-9911','','6a580a9b98f6774b8261d0a454bff7c0:d8','0'),(1105,'m','Troy','Beyer','0000-00-00 00:00:00','troy.beyer@lfcsinc.org',1105,'6195797232','','9ac516b6c8e0b4a7c931e42c7cbf6615:92','1'),(1106,'m','Karinne','Russo','0000-00-00 00:00:00','karinnerusso@yahoo.com',1106,'(619) 466-2982','','3f80cf16a4852bfc827cb0ed0b5e3147:8b','1'),(1107,'m','Patrick','Martin','0000-00-00 00:00:00','patrickMBS@gmail.com',1107,'8585389999','8585389952','a08d9f88dcdd7068c7e179a4f6b4b875:21','1'),(1108,'f','Allie','Servey','0000-00-00 00:00:00','serveyallie@yahoo.com',1108,'6193065120','','5f1b0ca34725ce68c0119423fbc653d0:13','1'),(1109,'f','Lisa','Martin','0000-00-00 00:00:00','hiddenoaksfloraldesign@gmail.com',1109,'858.449.5054','','b98fa5ca54a3ca4f40ec07a4595c88c7:d2','0'),(1110,'f','Selina','Mroz','0000-00-00 00:00:00','selina@djminsuranceservices.com',1110,'6199336054','','2246a212df602b5fb07646f337ee43b4:1e','1'),(1111,'m','James','Sadik','0000-00-00 00:00:00','James@djminsuranceservices.com',1111,'6197331690','','4c701aaa83ba8d71d691a2e862df9b08:47','1'),(1112,'m','Jessica','Burchard','0000-00-00 00:00:00','imjessicaxo@gmail.com',1112,'','','594431006226ebcce992411d487a1aa4:b8','1'),(1113,'f','Emily','Norris','0000-00-00 00:00:00','luv2rungirl@gmail.com',1113,'9519901972','','76d8a0318ab89b7893fdf2eddb30f2a5:29','0'),(1114,'m','Curtis','Anderson','0000-00-00 00:00:00','curtiswilliamanderson@yahoo.com',1114,'619-888-8407','','0f09216848eaaae211bb7ef93ac49195:6f','1'),(1115,'m','Brenner','Ryan','0000-00-00 00:00:00','ryan.brenner6@gmail.com',1115,'858-380-9997','','55681393a715aa452b73873c7b44f5cc:2c','0'),(1116,'m','Ron','Holt','0000-00-00 00:00:00','ronald23h@hotmail.com',1116,'','','eced63a63424340f9e4aab75137e6574:fb','1'),(1117,'f','Jen','Villagrana','0000-00-00 00:00:00','inchargeof4@gmail.com',1117,'8582544954','','3c3483b08b01a027d472743327395ac2:b5','1'),(1118,'m','Gene','Villagrana','0000-00-00 00:00:00','GeneVillagrana@cox.net',1118,'619-306-2167','','51d080a9357dd09e992b24672a26c487:f2','1'),(1119,'m','Leah','Cullen','0000-00-00 00:00:00','leahsingz@gmail.com',1119,'803-7550','','13187b812731189fdb2b8625e9aa55d2:90','1'),(1120,'m','Scott','Shelby','0000-00-00 00:00:00','sshelby@shelbyprogramming.com',1120,'760-315-5260','','8a04aa1d23a32bdd42f0bbadce1aa4f1:cf','0'),(1121,'m','Vicki','Sellers','0000-00-00 00:00:00','vickisellers@yahoo.com',1121,'317-8565','','444287e25af8b48c1e9c71dabedb70b9:f9','1'),(1122,'m','David','Meske','0000-00-00 00:00:00','dmeske@lmu.edu',1122,'760-654-3027','','0227ee07e76c4c01629c9db53ee65239:bc','1'),(1123,'m','Frank','Cabral','0000-00-00 00:00:00','fcabral.mcs@gmail.com',1123,'858-380-9997','','5e5c8b19fff1049f04eb8475d6982369:dc','0'),(1124,'f','Cassidy','Coker','0000-00-00 00:00:00','cassidycoker@gmail.com',1124,'619-390-3040','','03fbca7b46e009c1a1df5ef5df829c50:f7','1'),(1125,'f','Maryam','Atty','0000-00-00 00:00:00','maryam.atty@lfcsinc.org',1125,'6197490861','','c8b9cd9948f3cb6cf751dc098966c885:93','1'),(1126,'f','Andrea','Marquez','0000-00-00 00:00:00','andee.m3@gmail.com',1126,'6195347095','','eaa4321cd97ef05a293dbed67c6487fb:f9','1'),(1129,'m','George del','Hierro','0000-00-00 00:00:00','george.delhierro@trident.edu',1129,'','','8b9454fefe1364ab08907b3053d54ac8:73','1'),(1130,'m','Irene','Chung','0000-00-00 00:00:00','irene@collegeplanningsource.com',1130,'','','ec3d7aff2d08d24fa86377f9c33aa52a:1d','1'),(1131,'m','Teresa','Rios','0000-00-00 00:00:00','teresamrios@yahoo.com',1131,'','','117184fe0c7f4d0a85c70f3b15ebbda1:0b','1'),(1132,'m','Cameron','Desmarais','0000-00-00 00:00:00','Cameronsdesmarais@gmail.com',1132,'6197604043','','eca64c4aaa98dfb6c62b82e276410118:51','1'),(1133,'f','Malia','Naputi','0000-00-00 00:00:00','mnaputi@ovcastudent.com',1133,'619-847-4530','','43496bd77356c384bc22063b1073e26d:67','1'),(1134,'m','Michael','Cloyd','0000-00-00 00:00:00','micloyd2014@foothillsschool.net',1134,'6195792513','','82419c1f7330b41e8829d75ffde034a9:20','0'),(1135,'m','Chelsea','Mullen','0000-00-00 00:00:00','chelseamullen95@gmail.com',1135,'','','4ce6a914fa241802198acd8a417b9fc1:f1','1'),(1136,'f','Tammy','Spicer','0000-00-00 00:00:00','tamme66@live.com',1136,'','','6c2e41b78d485ed887275ff2b786d7ef:1f','1'),(1137,'m','Shae','King','0000-00-00 00:00:00','shaeking85@yahoo.com',1137,'','','b2048482ade38cc854bf1bb6b75cb28a:85','1'),(1138,'m','Lindsey','VanNevel','0000-00-00 00:00:00','lindseyvannevel@yahoo.com',1138,'','','8fba3fb26d8beccb504ef6beb5994b86:47','1'),(1139,'m','Tanya','Rodriguez','0000-00-00 00:00:00','x7xjewelzx7x@aol.com',1139,'','','cd77bd89180358b730e27ab7fed74115:d3','1'),(1140,'m','Emily','Harris','0000-00-00 00:00:00','emilysurrender@yahoo.com',1140,'','','aea863590ba0ff8c2b350c0a0bdf487f:21','1'),(1141,'m','April','Powell','0000-00-00 00:00:00','apowell08@cox.net',1141,'','','f1fcf9bbd161040821281d09e40c76ce:0c','1'),(1142,'m','Catherine','Ahue','0000-00-00 00:00:00','catherineahue49@yahoo.com',1142,'','','a83289903966d36d3c233431b28d32ae:79','1'),(1143,'m','Sheila','Galindo','0000-00-00 00:00:00','sheilarene1969@yahoo.com',1143,'','','824b0a835012311c8f11d57d2d60779a:07','1'),(1144,'m','Michelle','Wooldridge','0000-00-00 00:00:00','mrsmwooldridge@gmail.com',1144,'','','593f34cb8335aa5fff1698cf46fc2c5f:5f','1'),(1145,'m','Diane','Harshman','0000-00-00 00:00:00','nocalifdian@yahoo.com',1145,'','','7a4273eb0de3888843103d36ce16aa1d:41','1'),(1146,'m','Jerda E','Campbell','0000-00-00 00:00:00','jerdamammers@yahoo.com',1146,'','','b8b9e804bcdd8ccf49c2f48261986a7d:0d','1'),(1147,'m','Lexi','Moore','0000-00-00 00:00:00','Alexandria_rene_moore@yahoo.com',1147,'','','f0a1234327f4eca17256de94f7ece60e:f4','1'),(1148,'m','Sheri','Johnson','0000-00-00 00:00:00','sherijohnson1964@gmail.com',1148,'','','c36af874642be8f16ee1212bda9eb984:e8','1'),(1151,'m','Mat','Marquez','0000-00-00 00:00:00','mat.marquez@gcu.edu',1151,'','','69c9c594a419261d06a4cad69bcef387:8a','1'),(1150,'m','Tina','Serrano','0000-00-00 00:00:00','tserranohome@gmail.com',1150,'','','a258da5c5f07e782c0ef11831cf9b30a:4e','1'),(1152,'m','Dan','Slagle','0000-00-00 00:00:00','dan@newlifesd.com',1152,'','','d5283bca8c2cd82b4b3d424254c16a64:f2','1'),(1153,'m','Gina','Slagle','0000-00-00 00:00:00','gina@newlifesd.com',1153,'','','d076491a0f50140057683a10593f6f50:0d','1'),(1154,'m','Mike','Slagle','0000-00-00 00:00:00','mike@newlifesd.com',1154,'','','71fba06b801afcc67f562688180150e0:ee','1'),(1157,'f','Tina','Serrano','0000-00-00 00:00:00','tserranohome@gmail.com',1157,'619-966-9513','','2864b1489052d77ed24f3acfca49a8e3:bb','0'),(1156,'m','Dan','Slagle','0000-00-00 00:00:00','dan@newlifesd.com',1156,'','','d5283bca8c2cd82b4b3d424254c16a64:f2','1'),(1158,'m','Mat','Marquez','0000-00-00 00:00:00','mat.marquez@gcu.edu',1158,'','','98d40cf6d0a3f7741ecce2b3a0a0bb39:52','1'),(1159,'m','Tammy','Spicer','0000-00-00 00:00:00','tamme66@live.com ',1159,'','','1349ea057a9695862c3bfc8580605575:8a','1'),(1160,'m','Shae','King','0000-00-00 00:00:00','shaeking85@yahoo.com ',1160,'','','3367acac2cebe30a4c7bfd5a570df877:f7','1'),(1161,'m','Lindsey','VanNevel','0000-00-00 00:00:00','lindseyvannevel@yahoo.com',1161,'','','dc4aa1d31f95f926840edcf71fde4234:0a','1'),(1162,'m','Tanya','Rodriguez','0000-00-00 00:00:00','x7xjewelzx7x@aol.com',1162,'','','05b62f2d130d352f8221c8b26c633a73:5f','1'),(1163,'m','Emily','Harris','0000-00-00 00:00:00','emilysurrender@yahoo.com',1163,'760-789-1126','','82b8ff3b90762b6eebfe303be1cd0751:4c','1'),(1164,'m','April','Powell','0000-00-00 00:00:00','apowell08@cox.net',1164,'','','783058d78abac3c2eb961b9507c5db8f:10','1'),(1165,'m','Catherine','Ahue','0000-00-00 00:00:00','catherineahue49@yahoo.com',1165,'','','3a18641dc33a5bb721c718334a42f116:6a','1'),(1166,'m','Sheila','Galindo','0000-00-00 00:00:00','sheilarene1969@yahoo.com',1166,'','','1399134c60db7b8091527eb189a9bae7:ee','1'),(1167,'m','Michelle','Wooldridge','0000-00-00 00:00:00','mrsmwooldridge@gmail.com',1167,'','','343d8f484f31c6d1836c876f5f3d4468:74','1'),(1168,'f','Diane','Harshman','0000-00-00 00:00:00','nocalifdian@yahoo.com',1168,'6196303987','','cd03edc401159f08abd1dded6bad0b70:b9','1'),(1169,'m','Jerda E','Campbell','0000-00-00 00:00:00','jerdamammers@yahoo.com',1169,'','','fd965d961feffc0929252881822c5643:f3','1'),(1170,'m','Lexi','Moore','0000-00-00 00:00:00','Alexandria_rene_moore@yahoo.com',1170,'','','d56abc6d9bb5cbdfbec7ce96a54b1275:33','1'),(1171,'m','Sheri','Johnson','0000-00-00 00:00:00','sherijohnson1964@gmail.com',1171,'','','166dfb249593abce11661f520f1c10e0:a3','1'),(1172,'m','Sharon','Slagle','0000-00-00 00:00:00','sharon@newlifesd.com',1172,'','','61f9b6d10b3de89d9540751e0938ba84:9c','1'),(1173,'m','Jeff','Fink','0000-00-00 00:00:00','jeff@newlifesd.com',1173,'','','0d27751511c9f299d0083b7ee58bfda8:7b','1'),(1174,'m','Ashley','Fink','0000-00-00 00:00:00','ashley@newlifesd.com',1174,'','','c6e9a9fe0adb49acfc12b142baeda8f8:89','1'),(1175,'m','Tim','Heredia','0000-00-00 00:00:00','tim@newlifesd.com',1175,'','','6b2278a3d02cf0532f275b4569ef02ea:55','1'),(1176,'m','Terry','Skiles','0000-00-00 00:00:00','terry@newlifesd.com',1176,'','','f99d53ebbbcdbc6a827228435a495425:8e','1'),(1177,'m','Kylie','Skiles','0000-00-00 00:00:00','kylie@Newlifesd.com',1177,'','','b27685ac6923ff41de518f46c3f60ac6:49','1'),(1178,'m','Breanne','Stephen','0000-00-00 00:00:00','breanne@newlifesd.com',1178,'','','18a3fd3dc5a691e0ef3ec1898d5c05da:c0','1'),(1179,'m','Tobias','Burrier','0000-00-00 00:00:00','tobias@newlifesd.com',1179,'','','e38d722d78e8b7ae4e55541845fc7713:bc','1'),(1180,'m','Candice','Narlock','0000-00-00 00:00:00','mrs.kikinarlock@gmail.com',1180,'','','acd6271825e08055064dc753598594ed:0b','1'),(1181,'m','Kerensa','Gardnier','0000-00-00 00:00:00','klgardiner022605@yahoo.com',1181,'','','50d6256d20cb68ffa3ba5641a17417b3:78','1'),(1182,'m','Nathan','Penn','0000-00-00 00:00:00','nrpenn10@gmail.com',1182,'760-877-1600','','455d3be84d3973f879fc2da9b0aef54f:99','0'),(1183,'m','Mike','Adams','0000-00-00 00:00:00','flow@livingmypurpose.com',1183,'6199850799','','20a4e8512744014bafc66a9fd7ba9240:1b','1'),(1184,'m','mike','Adams','0000-00-00 00:00:00','flow2@livingmypurpose.com',1184,'6199850799','','22b23c786d1854ebcea558b9b5aaff66:84','1'),(1185,'m','Stephen','Tardiff','0000-00-00 00:00:00','Stephen.Tardiff@yahoo.com',1185,'6199947214','','e48ff4c10cb1bda634197fab9c7c8d74:fd','0'),(1186,'m','Mike','Adams','0000-00-00 00:00:00','testrecordadd@livingmypurpose.com',1186,'6199850799','','6edb65e29af697ec8bd4ca0cad95cad3:99','1'),(1188,'m','Jesus','Olivera','0000-00-00 00:00:00','mreisinger@edcoe.org',1188,'530-622-6600','','8280f5a7e51ef71007570c877b752f76:a4','0'),(1189,'m','Alexandra','Taran','0000-00-00 00:00:00','alexandrataran@ymail.com',1189,'801 9102024','','9ac9b4374258429a1f542795d72fa7a8:d0','0'),(1190,'m','Jared','Henderson','0000-00-00 00:00:00','jaredhenderson89@yahoo.com',1190,'17607882924','','bcbff13b09e9c465bef853db9db2d03c:71','0'),(1191,'m','Rhonda','Ruthenberg','0000-00-00 00:00:00','rhondaruthenberg@yahoo.com',1191,'','','03f396e7fe6f644dc0d9ff10091f4759:1d','1'),(1192,'f','Liz','Mases','0000-00-00 00:00:00','rachama@ca.rr.com',1192,'951-283-6567','','5ccbe72a07eec18728ecf734d7739202:b1','1'),(1193,'f','Nora','Diaz','0000-00-00 00:00:00','fullzoelife@yahoo.com',1193,'619 534-0369','','579e36391f7e9f3dc164ce73f125a13c:e5','0'),(1194,'f','Yoli','Hill','0000-00-00 00:00:00','yolic21ramona@cox.net',1194,'','','8538850a22be7ec3d1763a56e650f0b9:1a','1'),(1195,'m','Aiden','Ghosh','0000-00-00 00:00:00','reneemcarroll@gmail.com',1195,'(858) 380-9997','','77afed98c51e637d244ef45eb30a0b70:93','0'),(1196,'m','Mariah','Maller','0000-00-00 00:00:00','winduck27@yahoo.com',1196,'8583809997','','017ca7229e8b7e9bdfaa8b79595aed6a:8a','0'),(1197,'m','Rachel','Rahilly','0000-00-00 00:00:00','rachelrahilly@gmail.com',1197,'7608847173','','ba716784844a6497c686b6c4dfd4ad55:b8','0'),(1198,'m','Katherine','OBrien','0000-00-00 00:00:00','kob@celticcollegeconsultants.com',1198,'','','c913486ef21ff9c9dc700d6382d5c9e4:85','1'),(1199,'m','Fiona','Johnston','0000-00-00 00:00:00','rainbowaholic@gmail.com',1199,'','','3c357cf3a850b0b2310aad3aba8035bc:6f','1'),(1200,'f','Cindi','Topper','0000-00-00 00:00:00','cinnamomof3@gmail.com',1200,'619-694-6094','','59bb1966e8a226c9f26c6015ac8db1fc:52','1'),(1201,'m','Joshua','Stone','0000-00-00 00:00:00','joshuastone4@aol.com',1201,'858-277-3300','','dcbc1b4cce4754520a4383addf092c99:ca','0'),(1202,'f','Sam','Frimmel','0000-00-00 00:00:00','samfrimmel@aol.com',1202,'443-605-6745','','39834fbd46e4121ad0e370925fe778d8:f8','0'),(1203,'m','mike','Adams','0000-00-00 00:00:00','noinvoice@livingmypurpose.com',1203,'6199850799','','60242196ccb07eed082c1ba1b7447971:2f','0'),(1204,'m','mike','adams','0000-00-00 00:00:00','topemail@livingmypurpose.com',1204,'6199850799','','5a3f7b31d79f3da1d9f2e9578df11d63:af','0'),(1205,'m','mike','Adams','0000-00-00 00:00:00','btop3@livingmypurpose.com',1205,'6199850799','','915d103c5944ef75df3e1d85b8c2e601:17','0'),(1206,'m','Jonathan','Griswold','0000-00-00 00:00:00','newsboy4god@yahoo.com',1206,'6199850799','','d285084b60a8a21bc3e6c0ce3b178f4b:72','0'),(1207,'','Steve','Robinson','0000-00-00 00:00:00','steve.robinson@lfcsinc.org',1207,'6196682131','','0b30d80134e7a42d7843102d38aa334c:85','1'),(1208,'f','Anna','Naumenko','0000-00-00 00:00:00','anna@livingmypurpose.com',1208,'+447412106220','','180c4c779da2540a832a0e0ba1aa4535:d1','1'),(1209,'f','Margaret','Johnston','0000-00-00 00:00:00','chiquitaspirit@gmail.com',1209,'858 216 4386','','8e9b6d4dea315530c629bea9de432204:df','1'),(1210,'m','Dakota','Rivers','0000-00-00 00:00:00','dakota@dmoc.us',1210,'760-613-8619','','b5062e51f35b59053382ecef6e5d5298:41','0'),(1211,'f','Caryn','Smith','0000-00-00 00:00:00','lilcaryn111@hotmail.com',1211,'','','0b9b2447fdc39f8456b75385b7240dee:42','1'),(1212,'m','Nonette','Wolfskill','0000-00-00 00:00:00','nonettewolfskill@yahoo.com',1212,'','','62ff0bb6245e2877531d0600d2f9ee4d:2b','1'),(1213,'m','Kyle','Mann','0000-00-00 00:00:00','kdog1007@gmail.com',1213,'858-848-4490','','01d9efc2c88973c2ec583bf0e8b5fefd:3f','0'),(1214,'m','Bill','Weaver','0000-00-00 00:00:00','bill.weaver@usa.net',1214,'','','5c0ac3303c08c841d46b72f6abddb2f7:9e','1'),(1215,'f','Achala','Mishra','0000-00-00 00:00:00','achi.mishra@gmail.com',1215,'858-380-9997','','f451577f986e65833bca760e9ff99f8e:28','0'),(1216,'f','Claudia','Becerra','0000-00-00 00:00:00','claudia.becerra@lfcsinc.org',1216,'6193030089','','e530d97d8315399fa59ff3dfc357a414:77','1'),(1217,'m','Steve','Powell','0000-00-00 00:00:00','steve@mecoincorporated.com',1217,'','','7fd2e7ed2d66f40e7ddcadbc89910483:95','1'),(1218,'m','Renee','Powell','0000-00-00 00:00:00','renee@mecoincorporated.com',1218,'','','49a3a5b6385cbbdb324157a78ebf9507:8d','1'),(1219,'m','Andy','Jedynak','0000-00-00 00:00:00','Andymail@thejedynaks.com',1219,'3016398760','','dc02f740b2a85ccc06442d78c6329ad4:77','0'),(1220,'m','Craig','Beswick','0000-00-00 00:00:00','cbeswick@diegovalleycharter.org',1220,'6194909439','','5169afc8dfd323f131589a2afb2f442f:0d','1'),(1221,'m','Sam','Cruz','0000-00-00 00:00:00','shannon@bgcec.org',1221,'619--440-1600','','4c626374d03a9913197915c3dd972e96:4b','0'),(1223,'f','Caitlin','Pierce','0000-00-00 00:00:00','caitylino@cox.net',1223,'','','9cf8e96f935a3987ac05de495a920f7a:b1','1'),(1224,'m','Joel','Pierce','0000-00-00 00:00:00','joel.p@cox.net',1224,'858-486-0514','','c723f4c3997903e94fec74b6a458f4e6:71','0'),(1225,'','Joshua','Gibbs','0000-00-00 00:00:00','Joshuagibbs288@gmail.com',1225,'6199227001','','47d06398233e0fb5e128fda6efd5ff47:5b',''),(1226,'m','Justin','Discar','0000-00-00 00:00:00','just.in.this.car@gmail.com',1226,'','','2404f81dedb8099508a377d9d67aafa9:73','1'),(1227,'m','Daniel','Discar','0000-00-00 00:00:00','daniel.d.scar@gmail.com',1227,'','','ccc001db48ad2e9baf56109e8a338a5d:11','1'),(1228,'f','Brittany','Drake','0000-00-00 00:00:00','britt_tit6810@yahoo.com ',1228,'6197920582','','230e60488b229c6af90dfbd190ed4035:b6','1'),(1229,'m','Jon','Burch','0000-00-00 00:00:00','jonnie7k@gmail.com',1229,'','','bbc04d351d68762dd4f6c63ee6debf47:c3','1'),(1230,'m','Jennifer','Herrington','0000-00-00 00:00:00','jennifer.herrington2014@yahoo.com',1230,'','','4617ada1f101fd677edfd61a38e32c74:ef','1'),(1231,'m','Ashlee','Gonzales','0000-00-00 00:00:00','ashleeajaye13@gmail.com',1231,'619 692-0777','','7902b80d75429012230d86c4d2d34079:a4','1'),(1232,'m','Rodney','Wilson','0000-00-00 00:00:00','wrodney19@gmail.com',1232,'','','48a6a6186bf8abd56667c4726f3f8f7e:f1','1'),(1233,'m','Jacob','Toomey','0000-00-00 00:00:00','jcbtoomey@yahoo.com',1233,'','','efa9ab6d0595f5390aecf6c3534e4ca8:1d','1'),(1234,'m','Trisha','Navarro','0000-00-00 00:00:00','navarrotrisha644@yahoo.com',1234,'','','7d927e37b7d1b91708d02bfabadbf0ae:a6','1'),(1235,'m','Hannah','Thiele','0000-00-00 00:00:00','hannahthiele4@yahoo.com',1235,'619-402-6182','','d854f50c8bcecde6cf0702d8e1624f89:29','0'),(1236,'m','Jonathan','Farmer','0000-00-00 00:00:00','pinheadhelix@gmail.com',1236,'','','5d3cef22708b1b6f573204a66da0cf2d:14','1'),(1237,'m','Jackie','Farmer','0000-00-00 00:00:00','pinheadhelix2@gmail.com',1237,'','','f9e3e13eeabe5f528983153914059b20:2b','1'),(1238,'m','Anthony','Simms','0000-00-00 00:00:00','xevran1327@hotmail.com',1238,'','','e60ccd421516d4478e6e29721deab7ba:bf','1'),(1239,'m','Alexandre','Davis','0000-00-00 00:00:00','alexandre.davis.z@gmail.com',1239,'','','ec21147d3c9dc37cdd8112078e59b8b5:1a','1'),(1240,'m','Davida','Alvarado','0000-00-00 00:00:00','d143_iloveyou@yahoo.com',1240,'','','e5d283856ad18211b3387ffbb5733361:83','1'),(1241,'m','Keyanna','Wilson','0000-00-00 00:00:00','keyannalw@yahoo.com',1241,'','','c466a734e68f36d5df1dbbd4be2b128c:06','1'),(1242,'m','Pjay','Anderson','0000-00-00 00:00:00','preajhanaandersonbraxton@yahoo.com',1242,'','','3ca4daa94850f29931826f8b221b41d1:77','1'),(1243,'m','Derek','Klein','0000-00-00 00:00:00','bornagainfilmmakerdck@gmail.com',1243,'619-749-4753','','f0fd9c8eee1a6c2d31d63ec0991f7405:b6','1'),(1244,'f','Amanda','Albertson','0000-00-00 00:00:00','a.j.albertson7@gmail.com',1244,'619.441.9975','','3cfc8d75b273109ddadb592947b4fb6e:cc','1'),(1245,'m','Mark','Seits','0000-00-00 00:00:00','mseits@aol.com',1245,'8582046140','','1fa8e17ab40ceb82fc6ceefe5fe209b7:56','0'),(1246,'m','Mary','Seits','0000-00-00 00:00:00','seitsrus@aol.com',1246,'','','072a219c6cb856d74e9302831ee1102b:ea','1'),(1247,'m','Hannah','Seits','0000-00-00 00:00:00','HannahSeits@livingmypurpose.com',1247,'','','418ea8df57695bed7151a3f4a7a3866f:f9','1'),(1248,'m','Jered','Seits','0000-00-00 00:00:00','JeredSeits@livingmypurpose.com',1248,'','','ff79e2b42d5a835daf6e509d45337afc:e6','1'),(1249,'f','Morgan','Short','0000-00-00 00:00:00','momo.8230@yahoo.com',1249,'6194481945','','09e1f26b77618a1bcd9b6634484ac950:4c','1'),(1250,'m','Brendan','Coen','0000-00-00 00:00:00','brendanzanitcoen@gmail.com',1250,'7148131703','','34b60a6b4c81d1b91f2bda989e3f288b:29','0'),(1251,'m','Dave','Coen','0000-00-00 00:00:00','dave@collegeplanningamerica.com',1251,'7148131703','','8f6e868c4fcf830aa9fc272ef846ebb6:3d','1'),(1252,'m','Diane','Kilmer','0000-00-00 00:00:00','diane@christinaction.com',1252,'251-533-1656','','4603d505e179f416e529b258cd5f689c:d9','1'),(1253,'m','Mark','Higgins','0000-00-00 00:00:00','mrrrmark@hotmail.com',1253,'','','3b8e06a7fd4c7cf8f23d6a80ef13968f:ee','1'),(1254,'m','John','Little','0000-00-00 00:00:00','08johnjohn4@gmail.com',1254,'8587763382','','878ae6d4e2c201becc5cb16242c5e0c5:09',''),(1255,'f','Katie','Hall','0000-00-00 00:00:00','katie@collegeplanningamerica.com',1255,'949-228-7443','','02d9eaa0f7092113921c427e13b2fe9f:5c','1'),(1256,'m','Jessica','Bowers','0000-00-00 00:00:00','Jessie12integrity@gmail.com',1256,'858-380-9997','','242e04b1c9cb029e2769099d63fe9d1f:27','0'),(1257,'m','Taryn','Dimartile','0000-00-00 00:00:00','taryn.dimartile@collegeplus.org',1257,'','','6d76aeda5196f8da88660f3c1b03854c:f6','1'),(1258,'m','Jeff','Pezzotti','0000-00-00 00:00:00','jeffpz@gmail.com',1258,'503-702-8969','','9d42a02c95f5f8a5638a8425b0aba14d:95','1'),(1259,'m','Kaitlyn','Losch','0000-00-00 00:00:00','littlebugs7@gmail.com',1259,'(760)604-5677','','7ca17792520d6fb6dbde0e8ee9322e47:b1','1'),(1260,'f','Megan','Judge','0000-00-00 00:00:00','dalishwarden16@yahoo.com',1260,'','','383dd04d4bc2965fdb9f77dcccf84ee1:88','1'),(1261,'f','Amanda','Matheson','0000-00-00 00:00:00','amandanmatheson@gmail.com',1261,'858-805-1089','','3eaf0d7d5f0d060eb633e27ad538b991:ba','0'),(1262,'m','Michael','Matheson','0000-00-00 00:00:00','mcsteezyflip@gmail.com',1262,'858-380-9997','','4dfe9b66fc1d48add6f78cb67b2b9385:60','0'),(1263,'m','Jacob','Matheson','0000-00-00 00:00:00','jacobamatheson@gmail.com',1263,'858-229-0586','','926d36682c5bf67c8a361fc8f6846b87:28','0'),(1264,'m','Tim','Graffius','0000-00-00 00:00:00','timgraffius@gmail.com',1264,'','','8dca2b99639e8ae6dcb3b3d5a2201714:95','1'),(1265,'f','Sarah ','Girgis','0000-00-00 00:00:00','sarahgirgis15800@yahoo.com',1265,'858-380-9997','','51e920c850556ef4b7a01b73d43e942b:11','0'),(1266,'f','Lindsey','Gonsalves','0000-00-00 00:00:00','lindsey@csia-online.com',1266,'6193226007','','4e81c4b93d18cb9479e80a0003c3638a:0d','0'),(1267,'m','Jessica','Scott','0000-00-00 00:00:00','jessica@csia-online.com',1267,'619-741-5118','','172f110f2eb4063ad7ee1fafec45a1ae:a1','0'),(1268,'f','Joan','Haffey','0000-00-00 00:00:00','joan@csia-online.com',1268,'619-741-5118','','1cb542904d57415015590d222f5188ef:af','1'),(1269,'m','Jim','Matheson','0000-00-00 00:00:00','jmatheson@pacificacompanies.com',1269,'858-380-9997','','4e69dd3d9a7ef072c5cb701d99cf4e3d:3d','0'),(1270,'m','Mike','Adams','0000-00-00 00:00:00','testemails@livingmypurpose.com',1270,'','','6e8112f711905dd16f7b9ba086dcf08c:5d','1'),(1271,'','mike','Adams','0000-00-00 00:00:00','testemailagain@livingmypurpose.com',1271,'6199850799','','82568ec2b2b283c0debb1dcf6b2f9b07:9e','1'),(1272,'','Mike','Adams','0000-00-00 00:00:00','testemail3@livingmypurpose.com',1272,'6199850799','','6aaa6c773efa5fb8b7c50798f2b282fd:f3','1'),(1273,'','Mike','Adams','0000-00-00 00:00:00','testprofile@livingmypurpose.com',1273,'6199850799','','7aa21f3e8db6d3b87db04a2c24cc1bd0:96','1'),(1274,'f','Amanda','Poon','0000-00-00 00:00:00','dram.poon@gmail.com',1274,'17148910453','','13b4dbb35eb7d901c0030ba1551c6554:87','0'),(1275,'m','mike','Adams','0000-00-00 00:00:00','mja110952@gmail.com',1275,'','','36dbaa866d695ed618110ce78ffb717f:fc','1'),(1276,'m','Nick','Marquardt','0000-00-00 00:00:00','n.marquardt@teamkiaofelcajon.com',1276,'619.933.9772','','833a902127d4efcd1fb06313ea01d023:11','1'),(1277,'m','Viridiana','Cornel','0000-00-00 00:00:00','aloevera1987@gmail.com',1277,'','','9238d93181e219a389d46c1bd9332da9:0a','1'),(1278,'m','Robert','Lushia','0000-00-00 00:00:00','robertlushia@hotmail.com',1278,'','','b07dfbbb7a1005b062b2baad70feb845:af','1'),(1279,'f','Ashley','Ross','0000-00-00 00:00:00','aireland676@gmail.com',1279,'6197927545','','fe89db2242bc44ef1e0545222ef806ae:2f','1'),(1280,'m','vijay','verma','0000-00-00 00:00:00','vijay@geeksperhr.com',1280,'9977524771','12345','22472f8f09b90628cc9936f365671dde:89','1'),(1281,'m','student2','name','0000-00-00 00:00:00','student2@gmail.com',1281,'678','','1ec4facd53a598eff7f15c4d1fadd81c:a8','1'),(1830,'m','test','test','0000-00-00 00:00:00','new@gmail.com',1830,'758','','9e7d53683ce8a626085598342d56053d:ea','1'),(1775,'','Samantha','Aziez','0000-00-00 00:00:00','samantha.aziez34@livingmypurpose.com',1775,'',NULL,'956cf56df55ef10f7c96034f25210f79:e9',NULL),(1831,'','kumud','kumud','0000-00-00 00:00:00','archirayan15@gmail.com',1831,'','','73ffa6a323aed2a7ac8f269e5606aa7a:27',''),(1808,'','komal','komal','0000-00-00 00:00:00','komal@gmail.com',1808,'','','2bea4208e9517c89adeb6c777ac6a100:a5',''),(1823,'','kusum','kusum','0000-00-00 00:00:00','kusum@gmail.com',1823,'','','00ddbabc8f702bf7542028b6172482d5:0e',''),(1778,'','qqq','Amaya','0000-00-00 00:00:00','qqq@livingmypurpose.com',1778,'',NULL,'aafbb588089e68dda4cdb72e55759d0b:30',NULL),(1776,'','aaa','Albotri','0000-00-00 00:00:00','aaa@gmail.com',1776,'',NULL,'9ebcb9470044fab07f42d2e0b3332787:15',NULL),(1758,'','Maha','Albotri','0000-00-00 00:00:00','maha.albotri32@livingmypurpose.com',1758,'',NULL,'3b09de0f780486a8f9a566d754bdd941:de',NULL),(1759,'','Ivana','Amaya','0000-00-00 00:00:00','ivana.amaya32@livingmypurpose.com',1759,'',NULL,'3cf33eab3de627dc6b258b33f19983c7:a6',NULL),(1771,'m','molu','watera','0000-00-00 00:00:00','demo@demo.com',1771,'','','2f98c3cc38177521eb08e3242f8c19d9:b2','1'),(1762,'','Joseph','Atty','0000-00-00 00:00:00','joseph.atty32@livingmypurpose.com',1762,'',NULL,'c18697d9bb1e78c7c47ab3f95338487d:b8',NULL),(1763,'','Samantha','Aziez','0000-00-00 00:00:00','samantha.aziez32@livingmypurpose.com',1763,'',NULL,'cb3a868cd65db1d91765a8b480a970ed:38',NULL),(1764,'','Ivana','Amaya','0000-00-00 00:00:00','ivana.amaya33@livingmypurpose.com',1764,'',NULL,'0e01fbbf7dd4c5d22fafff4618eb46a3:77',NULL),(1765,'','Joseph','Atty','0000-00-00 00:00:00','joseph.atty33@livingmypurpose.com',1765,'',NULL,'c350b5bd02cbb8e70627dfd6f1d8f626:46',NULL),(1766,'','Ivana','Amaya','0000-00-00 00:00:00','ivana.amaya34@livingmypurpose.com',1766,'',NULL,'e7db79a857c26cbba6b84e4173f64a09:af',NULL),(1767,'','Joseph','Atty','0000-00-00 00:00:00','joseph.atty34@livingmypurpose.com',1767,'',NULL,'6f7497e5788d62777549a6b31dd50a77:3b',NULL),(1768,'','Ivana','Amaya','0000-00-00 00:00:00','ivana.amaya35@livingmypurpose.com',1768,'',NULL,'c2376cbd821674b4ae9d70fa240bdf3a:06',NULL),(1769,'','Joseph','Atty','0000-00-00 00:00:00','joseph.atty35@livingmypurpose.com',1769,'',NULL,'9d15480d218359282ec44b97058ad83a:7f',NULL),(1770,'m','dodo','yoray','0000-00-00 00:00:00','parmeet@geeksperhr.com',1770,'1234567890','','0d0179ae1ea9fa588c7a16fc8491ca6c:05','1'),(1774,'','Maha','Albotri','0000-00-00 00:00:00','maha.albotri34@livingmypurpose.com',1774,'',NULL,'18ce4f379cfebda035e134555517a09a:39',NULL);

--
-- Table structure for table `customers_basket`
--

CREATE TABLE `customers_basket` (
  `customers_basket_id` int(11) NOT NULL AUTO_INCREMENT,
  `customers_id` int(11) NOT NULL,
  `products_id` tinytext NOT NULL,
  `customers_basket_quantity` int(2) NOT NULL,
  `final_price` decimal(15,4) DEFAULT NULL,
  `customers_basket_date_added` char(8) DEFAULT NULL,
  PRIMARY KEY (`customers_basket_id`),
  KEY `idx_customers_basket_customers_id` (`customers_id`)
) ENGINE=MyISAM DEFAULT CHARSET=latin1;

--
-- Dumping data for table `customers_basket`
--


--
-- Table structure for table `customers_basket_attributes`
--

CREATE TABLE `customers_basket_attributes` (
  `customers_basket_attributes_id` int(11) NOT NULL AUTO_INCREMENT,
  `customers_id` int(11) NOT NULL,
  `products_id` tinytext NOT NULL,
  `products_options_id` int(11) NOT NULL,
  `products_options_value_id` int(11) NOT NULL,
  PRIMARY KEY (`customers_basket_attributes_id`),
  KEY `idx_customers_basket_att_customers_id` (`customers_id`)
) ENGINE=MyISAM DEFAULT CHARSET=latin1;

--
-- Dumping data for table `customers_basket_attributes`
--


--
-- Table structure for table `customers_info`
--

CREATE TABLE `customers_info` (
  `customers_info_id` int(11) NOT NULL,
  `customers_info_date_of_last_logon` datetime DEFAULT NULL,
  `customers_info_number_of_logons` int(5) DEFAULT NULL,
  `customers_info_date_account_created` datetime DEFAULT NULL,
  `customers_info_date_account_last_modified` datetime DEFAULT NULL,
  `global_product_notifications` int(1) DEFAULT '0',
  PRIMARY KEY (`customers_info_id`)
) ENGINE=MyISAM DEFAULT CHARSET=latin1;

--
-- Dumping data for table `customers_info`
--

INSERT INTO `customers_info` VALUES (266,NULL,0,'2011-03-06 11:48:32',NULL,0),(39,NULL,0,'2010-04-14 11:46:11',NULL,0),(223,NULL,0,'2010-12-16 10:53:56',NULL,0),(259,NULL,0,'2011-02-16 13:45:42',NULL,0),(40,NULL,0,'2010-04-29 09:42:58',NULL,0),(205,NULL,0,'2010-11-05 13:30:40',NULL,0),(226,NULL,0,'2010-12-21 09:04:22',NULL,0),(46,NULL,0,'2010-05-06 06:00:55',NULL,0),(29,NULL,0,'2010-02-23 05:38:19',NULL,0),(207,NULL,0,'2010-11-09 18:40:08',NULL,0),(227,NULL,0,'2010-12-21 20:50:13',NULL,0),(239,NULL,0,'2011-01-12 17:14:33',NULL,0),(222,NULL,0,'2010-12-15 07:39:43',NULL,0),(241,NULL,0,'2011-01-13 13:31:45',NULL,0),(58,NULL,0,'2010-07-09 14:45:08',NULL,0),(59,NULL,0,'2010-07-22 12:30:57',NULL,0),(60,NULL,0,'2010-07-22 12:40:11',NULL,0),(253,NULL,0,'2011-02-09 15:19:20',NULL,0),(66,NULL,0,'2010-08-03 07:40:25',NULL,0),(258,NULL,0,'2011-02-14 08:45:45',NULL,0),(249,NULL,0,'2011-02-04 14:29:35',NULL,0),(215,NULL,0,'2010-11-16 20:14:16',NULL,0),(260,NULL,0,'2011-02-17 07:48:30',NULL,0),(78,NULL,0,'2010-08-10 13:50:47',NULL,0),(278,NULL,0,'2011-03-21 16:21:53',NULL,0),(231,NULL,0,'2010-12-23 09:09:39',NULL,0),(243,NULL,0,'2011-01-18 21:35:17',NULL,0),(228,NULL,0,'2010-12-22 21:56:31',NULL,0),(247,NULL,0,'2011-02-03 17:21:53',NULL,0),(235,NULL,0,'2011-01-07 15:03:14',NULL,0),(244,NULL,0,'2011-01-20 17:03:25',NULL,0),(236,NULL,0,'2011-01-09 18:25:32',NULL,0),(248,NULL,0,'2011-02-03 17:25:15',NULL,0),(254,NULL,0,'2011-02-09 15:28:38',NULL,0),(242,NULL,0,'2011-01-17 22:13:42',NULL,0),(206,NULL,0,'2010-11-07 07:31:46',NULL,0),(233,NULL,0,'2010-12-29 14:26:40',NULL,0),(489,NULL,0,'2012-04-19 15:56:47',NULL,0),(256,NULL,0,'2011-02-09 15:55:52',NULL,0),(255,NULL,0,'2011-02-09 15:45:30',NULL,0),(240,NULL,0,'2011-01-12 17:32:05',NULL,0),(201,NULL,0,'2010-10-16 09:27:12',NULL,0),(221,NULL,0,'2010-12-15 07:26:16',NULL,0),(246,NULL,0,'2011-01-27 11:25:41',NULL,0),(200,NULL,0,'2010-10-16 02:41:43',NULL,0),(183,NULL,0,'2010-09-08 00:44:31',NULL,0),(251,NULL,0,'2011-02-08 17:07:13',NULL,0),(238,NULL,0,'2011-01-11 05:44:42',NULL,0),(198,NULL,0,'2010-10-05 17:07:17',NULL,0),(250,NULL,0,'2011-02-07 22:22:05',NULL,0),(245,NULL,0,'2011-01-23 16:54:39',NULL,0),(191,NULL,0,'2010-09-13 09:59:20',NULL,0),(252,NULL,0,'2011-02-09 15:01:52',NULL,0),(261,NULL,0,'2011-02-18 14:37:49',NULL,0),(262,NULL,0,'2011-02-28 17:43:18',NULL,0),(264,NULL,0,'2011-03-04 06:08:08',NULL,0),(382,NULL,0,'2011-06-15 14:25:44',NULL,0),(267,NULL,0,'2011-03-06 20:20:39',NULL,0),(268,NULL,0,'2011-03-16 07:07:42',NULL,0),(269,NULL,0,'2011-03-16 11:40:10',NULL,0),(270,NULL,0,'2011-03-16 12:33:45',NULL,0),(271,NULL,0,'2011-03-16 12:40:27',NULL,0),(277,NULL,0,'2011-03-21 06:34:50',NULL,0),(319,NULL,0,'2011-05-03 19:58:38',NULL,0),(321,NULL,0,'2011-05-04 13:22:36',NULL,0),(279,NULL,0,'2011-03-21 21:43:06',NULL,0),(276,NULL,0,'2011-03-19 15:31:12',NULL,0),(288,NULL,0,'2011-04-22 17:11:46',NULL,0),(320,NULL,0,'2011-05-03 20:01:55',NULL,0),(310,NULL,0,'2011-04-26 07:19:19',NULL,0),(311,NULL,0,'2011-04-26 07:29:41',NULL,0),(312,NULL,0,'2011-04-26 07:32:07',NULL,0),(313,NULL,0,'2011-04-26 07:39:25',NULL,0),(314,NULL,0,'2011-04-26 07:41:41',NULL,0),(367,NULL,0,'2011-06-06 10:37:53',NULL,0),(398,NULL,0,'2011-08-03 09:23:28',NULL,0),(317,NULL,0,'2011-04-28 21:56:01',NULL,0),(318,NULL,0,'2011-04-28 21:57:19',NULL,0),(322,NULL,0,'2011-05-14 17:34:45',NULL,0),(323,NULL,0,'2011-05-14 17:36:12',NULL,0),(324,NULL,0,'2011-05-17 11:37:30',NULL,0),(325,NULL,0,'2011-05-18 19:22:25',NULL,0),(336,NULL,0,'2011-05-24 16:37:11',NULL,0),(343,NULL,0,'2011-05-28 17:12:54',NULL,0),(335,NULL,0,'2011-05-24 16:29:50',NULL,0),(331,NULL,0,'2011-05-23 10:49:56',NULL,0),(332,NULL,0,'2011-05-23 13:03:47',NULL,0),(0,NULL,0,'2011-05-23 14:23:30',NULL,0),(334,NULL,0,'2011-05-23 14:27:57',NULL,0),(342,NULL,0,'2011-05-28 16:45:16',NULL,0),(383,NULL,0,'2011-06-17 15:22:17',NULL,0),(381,NULL,0,'2011-06-11 23:39:02',NULL,0),(384,NULL,0,'2011-06-20 13:36:39',NULL,0),(385,NULL,0,'2011-06-20 23:29:49',NULL,0),(368,NULL,0,'2011-06-06 10:49:59',NULL,0),(386,NULL,0,'2011-06-20 23:37:00',NULL,0),(387,NULL,0,'2011-06-22 20:07:32',NULL,0),(388,NULL,0,'2011-06-22 23:21:36',NULL,0),(389,NULL,0,'2011-06-24 08:17:31',NULL,0),(390,NULL,0,'2011-06-24 11:16:04',NULL,0),(1222,NULL,0,'2013-06-04 21:16:14',NULL,0),(392,NULL,0,'2011-07-03 22:09:30',NULL,0),(710,NULL,0,'2012-07-05 11:18:57',NULL,0),(394,NULL,0,'2011-07-18 09:56:16',NULL,0),(395,NULL,0,'2011-07-21 07:17:42',NULL,0),(396,NULL,0,'2011-07-21 11:32:09',NULL,0),(397,NULL,0,'2011-07-22 05:46:34',NULL,0),(399,NULL,0,'2011-08-03 14:11:03',NULL,0),(400,NULL,0,'2011-08-05 15:07:06',NULL,0),(401,NULL,0,'2011-08-05 15:37:45',NULL,0),(402,NULL,0,'2011-08-07 17:11:49',NULL,0),(403,NULL,0,'2011-08-10 10:49:45',NULL,0),(405,NULL,0,'2011-08-15 15:18:00',NULL,0),(406,NULL,0,'2011-08-22 12:43:23',NULL,0),(408,NULL,0,'2011-08-26 10:19:04',NULL,0),(409,NULL,0,'2011-08-29 07:46:55',NULL,0),(410,NULL,0,'2011-09-07 09:06:56',NULL,0),(411,NULL,0,'2011-09-09 10:19:58',NULL,0),(412,NULL,0,'2011-09-11 13:59:33',NULL,0),(413,NULL,0,'2011-09-12 11:09:28',NULL,0),(414,NULL,0,'2011-09-12 19:27:52',NULL,0),(415,NULL,0,'2011-09-14 03:48:22',NULL,0),(416,NULL,0,'2011-09-20 13:33:25',NULL,0),(417,NULL,0,'2011-10-04 20:52:43',NULL,0),(418,NULL,0,'2011-10-10 16:56:05',NULL,0),(419,NULL,0,'2011-10-11 07:11:09',NULL,0),(420,NULL,0,'2011-10-11 15:42:01',NULL,0),(481,NULL,0,'2012-04-11 19:53:52',NULL,0),(422,NULL,0,'2011-10-19 14:12:37',NULL,0),(423,NULL,0,'2011-10-21 09:05:32',NULL,0),(424,NULL,0,'2011-10-21 15:14:23',NULL,0),(425,NULL,0,'2011-10-22 03:13:56',NULL,0),(426,NULL,0,'2011-10-24 13:07:52',NULL,0),(427,NULL,0,'2011-11-13 15:25:49',NULL,0),(428,NULL,0,'2011-11-16 19:17:06',NULL,0),(429,NULL,0,'2011-11-27 01:23:53',NULL,0),(430,NULL,0,'2011-12-04 19:11:01',NULL,0),(431,NULL,0,'2011-12-30 19:14:47',NULL,0),(432,NULL,0,'2012-01-02 18:19:03',NULL,0),(433,NULL,0,'2012-01-04 15:06:39',NULL,0),(434,NULL,0,'2012-01-07 17:10:18',NULL,0),(435,NULL,0,'2012-01-11 18:26:07',NULL,0),(436,NULL,0,'2012-01-26 07:46:05',NULL,0),(437,NULL,0,'2012-01-26 07:49:46',NULL,0),(438,NULL,0,'2012-01-26 12:48:42',NULL,0),(439,NULL,0,'2012-01-26 15:34:45',NULL,0),(440,NULL,0,'2012-01-26 15:50:23',NULL,0),(441,NULL,0,'2012-01-26 15:51:27',NULL,0),(442,NULL,0,'2012-01-26 15:52:09',NULL,0),(443,NULL,0,'2012-01-26 15:52:52',NULL,0),(444,NULL,0,'2012-01-26 15:53:52',NULL,0),(445,NULL,0,'2012-01-26 15:54:33',NULL,0),(446,NULL,0,'2012-01-26 15:55:15',NULL,0),(447,NULL,0,'2012-01-26 15:56:01',NULL,0),(448,NULL,0,'2012-01-26 15:56:39',NULL,0),(449,NULL,0,'2012-01-26 15:57:22',NULL,0),(450,NULL,0,'2012-01-26 15:58:11',NULL,0),(451,NULL,0,'2012-01-26 15:59:00',NULL,0),(452,NULL,0,'2012-02-01 03:40:33',NULL,0),(453,NULL,0,'2012-02-01 07:00:05',NULL,0),(454,NULL,0,'2012-02-09 06:55:15',NULL,0),(455,NULL,0,'2012-02-16 10:31:42',NULL,0),(456,NULL,0,'2012-02-26 00:31:58',NULL,0),(457,NULL,0,'2012-03-25 15:29:40',NULL,0),(458,NULL,0,'2012-03-25 17:08:33',NULL,0),(459,NULL,0,'2012-03-29 21:49:18',NULL,0),(460,NULL,0,'2012-03-30 09:57:45',NULL,0),(461,NULL,0,'2012-03-30 16:41:50',NULL,0),(462,NULL,0,'2012-04-01 21:08:52',NULL,0),(463,NULL,0,'2012-04-02 09:29:23',NULL,0),(464,NULL,0,'2012-04-02 09:32:05',NULL,0),(465,NULL,0,'2012-04-02 09:44:53',NULL,0),(466,NULL,0,'2012-04-02 09:48:57',NULL,0),(467,NULL,0,'2012-04-03 23:50:00',NULL,0),(468,NULL,0,'2012-04-05 10:17:44',NULL,0),(469,NULL,0,'2012-04-06 12:45:04',NULL,0),(470,NULL,0,'2012-04-08 08:09:11',NULL,0),(471,NULL,0,'2012-04-09 08:34:26',NULL,0),(479,NULL,0,'2012-04-11 11:22:45',NULL,0),(473,NULL,0,'2012-04-09 17:48:43',NULL,0),(480,NULL,0,'2012-04-11 17:02:53',NULL,0),(482,NULL,0,'2012-04-16 08:53:00',NULL,0),(483,NULL,0,'2012-04-16 08:54:48',NULL,0),(484,NULL,0,'2012-04-16 08:57:12',NULL,0),(485,NULL,0,'2012-04-17 14:58:56',NULL,0),(486,NULL,0,'2012-04-18 19:06:05',NULL,0),(487,NULL,0,'2012-04-19 14:26:34',NULL,0),(488,NULL,0,'2012-04-19 14:40:55',NULL,0),(490,NULL,0,'2012-04-19 16:22:54',NULL,0),(491,NULL,0,'2012-04-19 17:36:13',NULL,0),(492,NULL,0,'2012-04-19 17:37:28',NULL,0),(493,NULL,0,'2012-04-20 15:28:10',NULL,0),(494,NULL,0,'2012-04-20 15:30:29',NULL,0),(495,NULL,0,'2012-04-20 15:35:34',NULL,0),(496,NULL,0,'2012-04-20 15:36:53',NULL,0),(497,NULL,0,'2012-04-20 15:38:02',NULL,0),(498,NULL,0,'2012-04-20 15:47:49',NULL,0),(499,NULL,0,'2012-04-20 15:55:15',NULL,0),(500,NULL,0,'2012-04-20 18:05:18',NULL,0),(501,NULL,0,'2012-04-20 18:06:08',NULL,0),(502,NULL,0,'2012-04-21 10:50:01',NULL,0),(503,NULL,0,'2012-04-21 15:54:35',NULL,0),(504,NULL,0,'2012-04-21 16:00:37',NULL,0),(505,NULL,0,'2012-04-21 19:17:54',NULL,0),(506,NULL,0,'2012-04-22 10:37:35',NULL,0),(507,NULL,0,'2012-04-22 13:48:21',NULL,0),(508,NULL,0,'2012-04-22 13:50:34',NULL,0),(509,NULL,0,'2012-04-23 19:47:44',NULL,0),(510,NULL,0,'2012-04-24 16:11:36',NULL,0),(513,NULL,0,'2012-04-25 17:56:06',NULL,0),(512,NULL,0,'2012-04-25 10:43:28',NULL,0),(514,NULL,0,'2012-04-25 17:58:20',NULL,0),(515,NULL,0,'2012-04-25 18:03:18',NULL,0),(516,NULL,0,'2012-04-25 18:23:35',NULL,0),(517,NULL,0,'2012-04-25 18:25:01',NULL,0),(518,NULL,0,'2012-04-25 18:29:25',NULL,0),(520,NULL,0,'2012-04-25 18:40:25',NULL,0),(521,NULL,0,'2012-04-25 18:50:06',NULL,0),(522,NULL,0,'2012-04-25 18:51:59',NULL,0),(523,NULL,0,'2012-04-25 18:54:50',NULL,0),(524,NULL,0,'2012-04-25 19:09:37',NULL,0),(525,NULL,0,'2012-04-25 19:11:11',NULL,0),(526,NULL,0,'2012-04-25 19:14:16',NULL,0),(527,NULL,0,'2012-04-25 19:23:34',NULL,0),(528,NULL,0,'2012-04-25 19:46:34',NULL,0),(529,NULL,0,'2012-04-26 08:07:57',NULL,0),(530,NULL,0,'2012-04-27 06:10:20',NULL,0),(531,NULL,0,'2012-04-28 10:25:55',NULL,0),(532,NULL,0,'2012-04-28 10:27:16',NULL,0),(533,NULL,0,'2012-04-28 10:31:11',NULL,0),(534,NULL,0,'2012-04-28 10:32:08',NULL,0),(535,NULL,0,'2012-04-28 10:33:07',NULL,0),(536,NULL,0,'2012-04-28 10:34:17',NULL,0),(537,NULL,0,'2012-04-28 10:35:09',NULL,0),(538,NULL,0,'2012-04-29 11:28:00',NULL,0),(539,NULL,0,'2012-04-30 16:42:13',NULL,0),(540,NULL,0,'2012-04-30 22:28:52',NULL,0),(541,NULL,0,'2012-05-09 20:37:16',NULL,0),(542,NULL,0,'2012-05-10 09:38:57',NULL,0),(543,NULL,0,'2012-05-12 14:57:03',NULL,0),(544,NULL,0,'2012-05-16 19:21:26',NULL,0),(545,NULL,0,'2012-05-17 18:00:42',NULL,0),(546,NULL,0,'2012-05-22 16:40:21',NULL,0),(547,NULL,0,'2012-05-23 07:30:30',NULL,0),(548,NULL,0,'2012-05-24 21:21:14',NULL,0),(549,NULL,0,'2012-05-29 09:12:32',NULL,0),(550,NULL,0,'2012-05-30 22:21:55',NULL,0),(551,NULL,0,'2012-05-31 10:44:54',NULL,0),(552,NULL,0,'2012-06-04 08:00:49',NULL,0),(555,NULL,0,'2012-06-06 19:45:26',NULL,0),(556,NULL,0,'2012-06-07 10:32:26',NULL,0),(557,NULL,0,'2012-06-09 12:35:11',NULL,0),(558,NULL,0,'2012-06-11 12:56:50',NULL,0),(559,NULL,0,'2012-06-14 08:15:24',NULL,0),(560,NULL,0,'2012-06-18 16:19:43',NULL,0),(561,NULL,0,'2012-06-18 16:20:55',NULL,0),(562,NULL,0,'2012-06-18 16:23:13',NULL,0),(574,NULL,0,'2012-06-21 03:50:40',NULL,0),(569,NULL,0,'2012-06-20 22:52:22',NULL,0),(570,NULL,0,'2012-06-20 23:07:49',NULL,0),(571,NULL,0,'2012-06-21 01:05:30',NULL,0),(572,NULL,0,'2012-06-21 03:23:03',NULL,0),(573,NULL,0,'2012-06-21 03:44:34',NULL,0),(575,NULL,0,'2012-06-21 04:30:22',NULL,0),(577,NULL,0,'2012-06-21 04:52:42',NULL,0),(579,NULL,0,'2012-06-21 05:13:54',NULL,0),(581,NULL,0,'2012-06-21 05:20:50',NULL,0),(582,NULL,0,'2012-06-21 05:59:46',NULL,0),(584,NULL,0,'2012-06-21 07:00:31',NULL,0),(586,NULL,0,'2012-06-21 07:23:35',NULL,0),(588,NULL,0,'2012-06-21 08:52:37',NULL,0),(590,NULL,0,'2012-06-21 08:56:54',NULL,0),(594,NULL,0,'2012-06-21 09:20:49',NULL,0),(598,NULL,0,'2012-06-21 09:30:25',NULL,0),(600,NULL,0,'2012-06-21 14:17:26',NULL,0),(601,NULL,0,'2012-06-21 23:01:23',NULL,0),(603,NULL,0,'2012-06-21 23:53:17',NULL,0),(616,NULL,0,'2012-06-23 02:20:18',NULL,0),(628,NULL,0,'2012-06-25 22:49:13',NULL,0),(611,NULL,0,'2012-06-22 01:06:55',NULL,0),(617,NULL,0,'2012-06-23 02:49:11',NULL,0),(618,NULL,0,'2012-06-25 00:18:52',NULL,0),(619,NULL,0,'2012-06-25 00:47:00',NULL,0),(621,NULL,0,'2012-06-25 00:54:38',NULL,0),(622,NULL,0,'2012-06-25 01:30:32',NULL,0),(623,NULL,0,'2012-06-25 01:37:07',NULL,0),(631,NULL,0,'2012-06-25 23:34:52',NULL,0),(630,NULL,0,'2012-06-25 23:23:50',NULL,0),(626,NULL,0,'2012-06-25 16:23:55',NULL,0),(658,NULL,0,'2012-06-26 16:13:37',NULL,0),(632,NULL,0,'2012-06-25 23:51:14',NULL,0),(633,NULL,0,'2012-06-26 00:00:49',NULL,0),(635,NULL,0,'2012-06-26 00:38:52',NULL,0),(636,NULL,0,'2012-06-26 00:45:18',NULL,0),(638,NULL,0,'2012-06-26 00:53:25',NULL,0),(640,NULL,0,'2012-06-26 01:13:22',NULL,0),(642,NULL,0,'2012-06-26 01:18:31',NULL,0),(643,NULL,0,'2012-06-26 01:29:23',NULL,0),(644,NULL,0,'2012-06-26 01:31:48',NULL,0),(675,NULL,0,'2012-06-27 05:01:58',NULL,0),(660,NULL,0,'2012-06-26 22:28:25',NULL,0),(659,NULL,0,'2012-06-26 16:45:37',NULL,0),(662,NULL,0,'2012-06-26 22:48:03',NULL,0),(663,NULL,0,'2012-06-26 22:54:52',NULL,0),(668,NULL,0,'2012-06-27 00:16:07',NULL,0),(671,NULL,0,'2012-06-27 01:39:17',NULL,0),(673,NULL,0,'2012-06-27 03:17:05',NULL,0),(677,NULL,0,'2012-06-27 05:16:57',NULL,0),(680,NULL,0,'2012-06-27 05:28:46',NULL,0),(682,NULL,0,'2012-06-27 06:00:11',NULL,0),(683,NULL,0,'2012-06-27 06:04:29',NULL,0),(685,NULL,0,'2012-06-27 06:14:54',NULL,0),(687,NULL,0,'2012-06-27 06:28:11',NULL,0),(689,NULL,0,'2012-06-27 06:57:40',NULL,0),(690,NULL,0,'2012-06-27 07:00:05',NULL,0),(691,NULL,0,'2012-06-27 07:08:36',NULL,0),(692,NULL,0,'2012-06-27 07:21:39',NULL,0),(693,NULL,0,'2012-06-27 07:27:36',NULL,0),(694,NULL,0,'2012-06-27 07:44:25',NULL,0),(696,NULL,0,'2012-06-27 08:23:56',NULL,0),(698,NULL,0,'2012-06-27 10:54:54',NULL,0),(700,NULL,0,'2012-06-27 10:59:45',NULL,0),(703,NULL,0,'2012-06-27 11:07:19',NULL,0),(704,NULL,0,'2012-06-27 11:11:05',NULL,0),(705,NULL,0,'2012-06-28 16:02:02',NULL,0),(707,NULL,0,'2012-06-30 08:17:23',NULL,0),(708,NULL,0,'2012-07-01 14:37:57',NULL,0),(709,NULL,0,'2012-07-03 09:29:18',NULL,0),(712,NULL,0,'2012-07-06 07:49:37',NULL,0),(713,NULL,0,'2012-07-06 07:56:10',NULL,0),(714,NULL,0,'2012-07-06 07:59:36',NULL,0),(715,NULL,0,'2012-07-06 08:17:02',NULL,0),(716,NULL,0,'2012-07-06 08:26:59',NULL,0),(717,NULL,0,'2012-07-06 08:32:28',NULL,0),(718,NULL,0,'2012-07-06 19:00:26',NULL,0),(719,NULL,0,'2012-07-09 21:47:22',NULL,0),(720,NULL,0,'2012-07-09 21:51:02',NULL,0),(721,NULL,0,'2012-07-11 21:50:04',NULL,0),(722,NULL,0,'2012-07-12 10:49:37',NULL,0),(726,NULL,0,'2012-07-13 15:20:06',NULL,0),(728,NULL,0,'2012-07-16 16:01:30',NULL,0),(729,NULL,0,'2012-07-17 16:20:12',NULL,0),(731,NULL,0,'2012-07-24 15:00:33',NULL,0),(733,NULL,0,'2012-07-30 22:17:19',NULL,0),(734,NULL,0,'2012-08-01 08:51:37',NULL,0),(736,NULL,0,'2012-08-02 11:07:39',NULL,0),(737,NULL,0,'2012-08-05 09:23:31',NULL,0),(738,NULL,0,'2012-08-07 12:39:45',NULL,0),(745,NULL,0,'2012-08-14 11:32:12',NULL,0),(742,NULL,0,'2012-08-10 18:44:24',NULL,0),(743,NULL,0,'2012-08-11 14:31:50',NULL,0),(747,NULL,0,'2012-08-14 18:13:56',NULL,0),(748,NULL,0,'2012-08-14 22:14:24',NULL,0),(749,NULL,0,'2012-08-15 12:18:18',NULL,0),(750,NULL,0,'2012-08-16 07:53:31',NULL,0),(751,NULL,0,'2012-08-19 23:16:42',NULL,0),(753,NULL,0,'2012-08-21 13:20:53',NULL,0),(755,NULL,0,'2012-08-22 15:19:05',NULL,0),(757,NULL,0,'2012-08-22 20:29:48',NULL,0),(759,NULL,0,'2012-08-22 22:58:27',NULL,0),(760,NULL,0,'2012-08-24 07:44:59',NULL,0),(761,NULL,0,'2012-08-24 20:15:53',NULL,0),(762,NULL,0,'2012-08-24 21:42:45',NULL,0),(764,NULL,0,'2012-08-24 22:06:10',NULL,0),(765,NULL,0,'2012-08-25 10:53:03',NULL,0),(767,NULL,0,'2012-08-25 11:57:12',NULL,0),(769,NULL,0,'2012-08-25 12:20:02',NULL,0),(770,NULL,0,'2012-08-25 12:22:35',NULL,0),(771,NULL,0,'2012-08-27 08:21:51',NULL,0),(772,NULL,0,'2012-08-28 08:59:40',NULL,0),(773,NULL,0,'2012-08-29 17:14:14',NULL,0),(774,NULL,0,'2012-08-31 12:43:35',NULL,0),(776,NULL,0,'2012-08-31 12:54:50',NULL,0),(778,NULL,0,'2012-08-31 12:59:42',NULL,0),(780,NULL,0,'2012-09-05 12:11:05',NULL,0),(781,NULL,0,'2012-09-05 12:15:30',NULL,0),(782,NULL,0,'2012-09-06 22:53:02',NULL,0),(888,NULL,0,'2012-10-16 16:30:56',NULL,0),(785,NULL,0,'2012-09-07 08:50:42',NULL,0),(786,NULL,0,'2012-09-08 13:22:33',NULL,0),(787,NULL,0,'2012-09-10 16:41:12',NULL,0),(788,NULL,0,'2012-09-14 18:39:33',NULL,0),(789,NULL,0,'2012-09-14 18:40:56',NULL,0),(790,NULL,0,'2012-09-14 18:42:09',NULL,0),(849,NULL,0,'2012-10-12 08:55:56',NULL,0),(792,NULL,0,'2012-09-14 18:44:32',NULL,0),(793,NULL,0,'2012-09-14 18:45:31',NULL,0),(794,NULL,0,'2012-09-14 18:46:37',NULL,0),(795,NULL,0,'2012-09-14 18:47:56',NULL,0),(796,NULL,0,'2012-09-14 18:49:42',NULL,0),(797,NULL,0,'2012-09-14 18:51:38',NULL,0),(798,NULL,0,'2012-09-14 18:52:58',NULL,0),(799,NULL,0,'2012-09-14 18:54:34',NULL,0),(850,NULL,0,'2012-10-12 08:58:29',NULL,0),(801,NULL,0,'2012-09-14 19:03:12',NULL,0),(802,NULL,0,'2012-09-14 19:04:19',NULL,0),(803,NULL,0,'2012-09-14 19:05:28',NULL,0),(804,NULL,0,'2012-09-15 15:40:56',NULL,0),(805,NULL,0,'2012-09-15 15:42:09',NULL,0),(806,NULL,0,'2012-09-15 15:47:41',NULL,0),(807,NULL,0,'2012-09-17 20:51:28',NULL,0),(808,NULL,0,'2012-09-17 22:08:49',NULL,0),(809,NULL,0,'2012-09-18 08:36:04',NULL,0),(810,NULL,0,'2012-09-18 08:37:32',NULL,0),(811,NULL,0,'2012-09-18 20:06:19',NULL,0),(812,NULL,0,'2012-09-20 09:48:45',NULL,0),(813,NULL,0,'2012-09-21 10:01:02',NULL,0),(814,NULL,0,'2012-09-21 10:03:08',NULL,0),(815,NULL,0,'2012-09-21 10:05:34',NULL,0),(816,NULL,0,'2012-09-21 10:07:43',NULL,0),(817,NULL,0,'2012-09-21 11:31:02',NULL,0),(818,NULL,0,'2012-09-22 08:35:45',NULL,0),(819,NULL,0,'2012-09-22 08:36:42',NULL,0),(820,NULL,0,'2012-09-22 17:14:48',NULL,0),(821,NULL,0,'2012-09-23 15:45:22',NULL,0),(822,NULL,0,'2012-09-25 10:03:03',NULL,0),(823,NULL,0,'2012-09-25 10:04:05',NULL,0),(824,NULL,0,'2012-09-25 10:16:52',NULL,0),(825,NULL,0,'2012-09-25 10:17:32',NULL,0),(826,NULL,0,'2012-09-25 10:18:26',NULL,0),(827,NULL,0,'2012-09-25 16:15:37',NULL,0),(829,NULL,0,'2012-09-27 11:34:57',NULL,0),(830,NULL,0,'2012-09-28 10:02:12',NULL,0),(831,NULL,0,'2012-09-28 10:29:37',NULL,0),(832,NULL,0,'2012-09-28 18:09:50',NULL,0),(833,NULL,0,'2012-09-28 18:10:14',NULL,0),(834,NULL,0,'2012-09-28 18:14:27',NULL,0),(835,NULL,0,'2012-09-29 13:53:56',NULL,0),(836,NULL,0,'2012-10-01 14:15:14',NULL,0),(837,NULL,0,'2012-10-01 16:38:15',NULL,0),(838,NULL,0,'2012-10-01 16:40:40',NULL,0),(839,NULL,0,'2012-10-01 20:39:54',NULL,0),(840,NULL,0,'2012-10-02 18:47:33',NULL,0),(841,NULL,0,'2012-10-02 18:58:08',NULL,0),(842,NULL,0,'2012-10-03 10:07:45',NULL,0),(843,NULL,0,'2012-10-03 23:13:04',NULL,0),(844,NULL,0,'2012-10-04 11:05:33',NULL,0),(845,NULL,0,'2012-10-05 13:05:47',NULL,0),(846,NULL,0,'2012-10-06 02:09:10',NULL,0),(847,NULL,0,'2012-10-09 19:27:48',NULL,0),(848,NULL,0,'2012-10-12 08:44:46',NULL,0),(851,NULL,0,'2012-10-12 08:59:34',NULL,0),(852,NULL,0,'2012-10-12 09:00:49',NULL,0),(853,NULL,0,'2012-10-12 09:10:01',NULL,0),(854,NULL,0,'2012-10-12 09:12:10',NULL,0),(855,NULL,0,'2012-10-12 09:19:29',NULL,0),(856,NULL,0,'2012-10-12 09:20:50',NULL,0),(857,NULL,0,'2012-10-12 09:21:37',NULL,0),(858,NULL,0,'2012-10-12 09:23:34',NULL,0),(859,NULL,0,'2012-10-12 09:24:29',NULL,0),(860,NULL,0,'2012-10-12 09:49:25',NULL,0),(861,NULL,0,'2012-10-12 09:50:16',NULL,0),(862,NULL,0,'2012-10-12 09:51:10',NULL,0),(863,NULL,0,'2012-10-12 09:51:59',NULL,0),(864,NULL,0,'2012-10-12 09:52:49',NULL,0),(865,NULL,0,'2012-10-12 10:27:32',NULL,0),(866,NULL,0,'2012-10-12 10:28:53',NULL,0),(867,NULL,0,'2012-10-12 10:29:58',NULL,0),(868,NULL,0,'2012-10-12 10:31:14',NULL,0),(1127,NULL,0,'2013-04-15 00:28:31',NULL,0),(870,NULL,0,'2012-10-12 10:40:27',NULL,0),(871,NULL,0,'2012-10-12 10:41:32',NULL,0),(872,NULL,0,'2012-10-12 10:42:45',NULL,0),(873,NULL,0,'2012-10-12 10:43:45',NULL,0),(874,NULL,0,'2012-10-12 10:44:59',NULL,0),(875,NULL,0,'2012-10-12 10:46:15',NULL,0),(876,NULL,0,'2012-10-12 10:47:14',NULL,0),(877,NULL,0,'2012-10-12 10:48:45',NULL,0),(878,NULL,0,'2012-10-12 10:50:05',NULL,0),(879,NULL,0,'2012-10-12 11:17:43',NULL,0),(880,NULL,0,'2012-10-12 11:18:38',NULL,0),(881,NULL,0,'2012-10-12 12:40:04',NULL,0),(882,NULL,0,'2012-10-12 15:24:20',NULL,0),(883,NULL,0,'2012-10-12 15:25:10',NULL,0),(884,NULL,0,'2012-10-13 13:10:26',NULL,0),(885,NULL,0,'2012-10-14 21:53:48',NULL,0),(886,NULL,0,'2012-10-15 16:28:12',NULL,0),(887,NULL,0,'2012-10-15 17:24:21',NULL,0),(889,NULL,0,'2012-10-17 07:22:25',NULL,0),(890,NULL,0,'2012-10-19 12:12:20',NULL,0),(891,NULL,0,'2012-10-19 12:16:03',NULL,0),(892,NULL,0,'2012-10-19 12:20:57',NULL,0),(893,NULL,0,'2012-10-19 12:28:44',NULL,0),(894,NULL,0,'2012-10-19 12:31:48',NULL,0),(895,NULL,0,'2012-10-19 12:34:14',NULL,0),(896,NULL,0,'2012-10-19 12:36:15',NULL,0),(897,NULL,0,'2012-10-19 15:34:13',NULL,0),(898,NULL,0,'2012-10-20 14:13:21',NULL,0),(899,NULL,0,'2012-10-22 10:35:18',NULL,0),(900,NULL,0,'2012-10-22 10:35:33',NULL,0),(901,NULL,0,'2012-10-22 10:35:38',NULL,0),(902,NULL,0,'2012-10-22 10:35:42',NULL,0),(903,NULL,0,'2012-10-22 11:29:35',NULL,0),(904,NULL,0,'2012-10-22 11:30:54',NULL,0),(905,NULL,0,'2012-10-22 11:31:53',NULL,0),(906,NULL,0,'2012-10-22 11:32:34',NULL,0),(907,NULL,0,'2012-10-22 11:33:21',NULL,0),(908,NULL,0,'2012-10-22 11:34:12',NULL,0),(909,NULL,0,'2012-10-22 11:35:22',NULL,0),(910,NULL,0,'2012-10-22 11:36:15',NULL,0),(911,NULL,0,'2012-10-22 11:37:47',NULL,0),(912,NULL,0,'2012-10-22 11:39:00',NULL,0),(913,NULL,0,'2012-10-22 11:39:43',NULL,0),(914,NULL,0,'2012-10-22 11:40:52',NULL,0),(915,NULL,0,'2012-10-22 11:41:51',NULL,0),(916,NULL,0,'2012-10-22 13:47:16',NULL,0),(918,NULL,0,'2012-10-23 14:12:02',NULL,0),(919,NULL,0,'2012-10-23 16:58:15',NULL,0),(920,NULL,0,'2012-10-24 17:02:34',NULL,0),(921,NULL,0,'2012-10-26 13:28:43',NULL,0),(922,NULL,0,'2012-10-29 12:12:52',NULL,0),(923,NULL,0,'2012-10-29 12:15:02',NULL,0),(924,NULL,0,'2012-10-29 14:38:32',NULL,0),(925,NULL,0,'2012-10-30 14:18:19',NULL,0),(926,NULL,0,'2012-10-30 14:57:11',NULL,0),(927,NULL,0,'2012-10-31 13:31:26',NULL,0),(928,NULL,0,'2012-11-02 17:48:55',NULL,0),(929,NULL,0,'2012-11-07 12:28:58',NULL,0),(930,NULL,0,'2012-11-08 17:23:21',NULL,0),(931,NULL,0,'2012-11-09 15:31:59',NULL,0),(932,NULL,0,'2012-11-13 11:07:08',NULL,0),(933,NULL,0,'2012-11-13 11:08:22',NULL,0),(934,NULL,0,'2012-11-13 11:55:32',NULL,0),(935,NULL,0,'2012-11-14 15:25:12',NULL,0),(936,NULL,0,'2012-11-16 15:02:15',NULL,0),(937,NULL,0,'2012-11-19 17:30:58',NULL,0),(938,NULL,0,'2012-11-21 10:36:13',NULL,0),(940,NULL,0,'2012-11-23 13:46:44',NULL,0),(941,NULL,0,'2012-11-24 10:04:24',NULL,0),(942,NULL,0,'2012-11-24 11:07:11',NULL,0),(943,NULL,0,'2012-11-25 14:01:57',NULL,0),(944,NULL,0,'2012-11-26 11:36:35',NULL,0),(1008,NULL,0,'2012-12-09 08:50:04',NULL,0),(996,NULL,0,'2012-11-28 19:32:27',NULL,0),(1000,NULL,0,'2012-11-30 14:19:38',NULL,0),(1004,NULL,0,'2012-12-09 08:46:40',NULL,0),(986,NULL,0,'2012-11-28 14:14:20',NULL,0),(1003,NULL,0,'2012-12-09 08:45:51',NULL,0),(1007,NULL,0,'2012-12-09 08:49:10',NULL,0),(999,NULL,0,'2012-11-30 11:48:13',NULL,0),(1005,NULL,0,'2012-12-09 08:47:44',NULL,0),(997,NULL,0,'2012-11-28 19:33:31',NULL,0),(998,NULL,0,'2012-11-28 19:34:49',NULL,0),(1006,NULL,0,'2012-12-09 08:48:30',NULL,0),(995,NULL,0,'2012-11-28 19:31:32',NULL,0),(994,NULL,0,'2012-11-28 19:30:32',NULL,0),(993,NULL,0,'2012-11-28 19:28:50',NULL,0),(1001,NULL,0,'2012-11-30 18:17:53',NULL,0),(1002,NULL,0,'2012-12-03 15:58:16',NULL,0),(1128,NULL,0,'2013-04-15 09:36:16',NULL,0),(966,NULL,0,'2012-11-28 09:02:13',NULL,0),(967,NULL,0,'2012-11-28 10:14:43',NULL,0),(1009,NULL,0,'2012-12-09 08:50:41',NULL,0),(1010,NULL,0,'2012-12-09 08:51:28',NULL,0),(1011,NULL,0,'2012-12-09 08:52:22',NULL,0),(1012,NULL,0,'2012-12-09 08:53:14',NULL,0),(1013,NULL,0,'2012-12-09 08:54:10',NULL,0),(1032,NULL,0,'2012-12-24 11:18:57',NULL,0),(1016,NULL,0,'2012-12-12 08:39:47',NULL,0),(1017,NULL,0,'2012-12-12 08:41:01',NULL,0),(1019,NULL,0,'2012-12-12 13:17:57',NULL,0),(1021,NULL,0,'2012-12-12 18:51:03',NULL,0),(1022,NULL,0,'2012-12-17 17:54:53',NULL,0),(1025,NULL,0,'2012-12-17 22:12:14',NULL,0),(1026,NULL,0,'2012-12-18 11:21:49',NULL,0),(1027,NULL,0,'2012-12-18 16:42:10',NULL,0),(1028,NULL,0,'2012-12-18 18:03:27',NULL,0),(1029,NULL,0,'2012-12-20 14:50:57',NULL,0),(1030,NULL,0,'2012-12-20 16:38:32',NULL,0),(1031,NULL,0,'2012-12-21 16:04:27',NULL,0),(1033,NULL,0,'2012-12-28 20:22:56',NULL,0),(1034,NULL,0,'2013-01-03 15:11:35',NULL,0),(1035,NULL,0,'2013-01-03 18:45:39',NULL,0),(1036,NULL,0,'2013-01-07 20:34:39',NULL,0),(1037,NULL,0,'2013-01-09 16:07:57',NULL,0),(1039,NULL,0,'2013-01-11 16:18:41',NULL,0),(1040,NULL,0,'2013-01-12 18:33:45',NULL,0),(1042,NULL,0,'2013-01-14 11:17:18',NULL,0),(1043,NULL,0,'2013-01-14 11:46:35',NULL,0),(1044,NULL,0,'2013-01-14 11:47:31',NULL,0),(1048,NULL,0,'2013-01-18 15:27:33',NULL,0),(1049,NULL,0,'2013-01-22 08:35:43',NULL,0),(1050,NULL,0,'2013-01-22 13:00:42',NULL,0),(1051,NULL,0,'2013-01-26 19:49:17',NULL,0),(1052,NULL,0,'2013-01-27 18:57:26',NULL,0),(1053,NULL,0,'2013-01-28 09:34:04',NULL,0),(1054,NULL,0,'2013-01-28 13:58:03',NULL,0),(1055,NULL,0,'2013-01-31 11:00:31',NULL,0),(1056,NULL,0,'2013-02-01 23:05:39',NULL,0),(1057,NULL,0,'2013-02-04 13:16:13',NULL,0),(1058,NULL,0,'2013-02-05 14:35:57',NULL,0),(1059,NULL,0,'2013-02-05 14:39:32',NULL,0),(1061,NULL,0,'2013-02-06 22:32:47',NULL,0),(1065,NULL,0,'2013-02-07 13:21:23',NULL,0),(1066,NULL,0,'2013-02-10 15:21:59',NULL,0),(1068,NULL,0,'2013-02-15 18:14:44',NULL,0),(1069,NULL,0,'2013-02-19 10:07:44',NULL,0),(1070,NULL,0,'2013-02-24 22:26:22',NULL,0),(1072,NULL,0,'2013-02-25 12:47:23',NULL,0),(1073,NULL,0,'2013-02-25 17:23:52',NULL,0),(1074,NULL,0,'2013-02-26 18:07:54',NULL,0),(1075,NULL,0,'2013-02-26 18:08:34',NULL,0),(1076,NULL,0,'2013-02-26 18:09:29',NULL,0),(1077,NULL,0,'2013-03-02 10:06:39',NULL,0),(1078,NULL,0,'2013-03-03 09:58:41',NULL,0),(1079,NULL,0,'2013-03-03 14:25:39',NULL,0),(1080,NULL,0,'2013-03-06 15:58:04',NULL,0),(1081,NULL,0,'2013-03-06 15:58:49',NULL,0),(1082,NULL,0,'2013-03-06 15:59:37',NULL,0),(1083,NULL,0,'2013-03-06 16:00:39',NULL,0),(1084,NULL,0,'2013-03-06 16:01:30',NULL,0),(1085,NULL,0,'2013-03-06 16:02:08',NULL,0),(1086,NULL,0,'2013-03-08 13:50:49',NULL,0),(1087,NULL,0,'2013-03-09 11:09:03',NULL,0),(1088,NULL,0,'2013-03-09 11:12:36',NULL,0),(1089,NULL,0,'2013-03-10 08:40:10',NULL,0),(1090,NULL,0,'2013-03-10 08:41:04',NULL,0),(1091,NULL,0,'2013-03-11 11:46:06',NULL,0),(1092,NULL,0,'2013-03-11 12:35:00',NULL,0),(1093,NULL,0,'2013-03-12 16:45:52',NULL,0),(1094,NULL,0,'2013-03-15 15:34:49',NULL,0),(1095,NULL,0,'2013-03-19 11:51:59',NULL,0),(1096,NULL,0,'2013-03-21 09:40:12',NULL,0),(1097,NULL,0,'2013-03-21 09:41:08',NULL,0),(1098,NULL,0,'2013-03-21 09:42:21',NULL,0),(1099,NULL,0,'2013-03-22 07:51:50',NULL,0),(1100,NULL,0,'2013-03-23 09:38:56',NULL,0),(1101,NULL,0,'2013-03-23 09:39:43',NULL,0),(1102,NULL,0,'2013-03-23 09:49:35',NULL,0),(1103,NULL,0,'2013-03-26 09:51:37',NULL,0),(1104,NULL,0,'2013-03-26 17:59:57',NULL,0),(1105,NULL,0,'2013-03-29 08:04:15',NULL,0),(1106,NULL,0,'2013-03-29 08:14:49',NULL,0),(1107,NULL,0,'2013-03-29 08:24:00',NULL,0),(1108,NULL,0,'2013-03-29 10:46:53',NULL,0),(1109,NULL,0,'2013-04-01 11:43:53',NULL,0),(1110,NULL,0,'2013-04-01 12:46:07',NULL,0),(1111,NULL,0,'2013-04-01 12:47:55',NULL,0),(1112,NULL,0,'2013-04-03 23:12:07',NULL,0),(1113,NULL,0,'2013-04-04 12:44:39',NULL,0),(1114,NULL,0,'2013-04-05 15:18:59',NULL,0),(1115,NULL,0,'2013-04-08 10:02:46',NULL,0),(1116,NULL,0,'2013-04-08 12:53:38',NULL,0),(1117,NULL,0,'2013-04-08 12:54:27',NULL,0),(1118,NULL,0,'2013-04-08 12:55:28',NULL,0),(1119,NULL,0,'2013-04-08 12:56:16',NULL,0),(1120,NULL,0,'2013-04-08 12:57:03',NULL,0),(1121,NULL,0,'2013-04-08 12:57:51',NULL,0),(1122,NULL,0,'2013-04-08 12:58:44',NULL,0),(1123,NULL,0,'2013-04-08 18:12:39',NULL,0),(1124,NULL,0,'2013-04-08 18:19:25',NULL,0),(1125,NULL,0,'2013-04-12 16:49:13',NULL,0),(1126,NULL,0,'2013-04-12 17:16:43',NULL,0),(1129,NULL,0,'2013-04-15 09:39:59',NULL,0),(1130,NULL,0,'2013-04-15 09:42:29',NULL,0),(1131,NULL,0,'2013-04-16 07:29:14',NULL,0),(1132,NULL,0,'2013-04-17 07:20:57',NULL,0),(1133,NULL,0,'2013-04-20 20:32:46',NULL,0),(1134,NULL,0,'2013-04-22 07:31:33',NULL,0),(1135,NULL,0,'2013-04-23 17:38:31',NULL,0),(1136,NULL,0,'2013-04-23 19:24:07',NULL,0),(1137,NULL,0,'2013-04-23 19:25:01',NULL,0),(1138,NULL,0,'2013-04-23 19:25:50',NULL,0),(1139,NULL,0,'2013-04-23 19:26:31',NULL,0),(1140,NULL,0,'2013-04-23 19:27:17',NULL,0),(1141,NULL,0,'2013-04-23 19:28:05',NULL,0),(1142,NULL,0,'2013-04-23 19:28:45',NULL,0),(1143,NULL,0,'2013-04-23 19:29:29',NULL,0),(1144,NULL,0,'2013-04-23 19:30:09',NULL,0),(1145,NULL,0,'2013-04-23 19:30:45',NULL,0),(1146,NULL,0,'2013-04-23 19:31:37',NULL,0),(1147,NULL,0,'2013-04-23 19:32:32',NULL,0),(1148,NULL,0,'2013-04-23 19:33:11',NULL,0),(1149,NULL,0,'2013-04-23 19:36:29',NULL,0),(1150,NULL,0,'2013-04-23 19:49:36',NULL,0),(1151,NULL,0,'2013-04-24 11:01:17',NULL,0),(1152,NULL,0,'2013-04-24 11:25:23',NULL,0),(1153,NULL,0,'2013-04-24 14:28:44',NULL,0),(1154,NULL,0,'2013-04-24 15:44:15',NULL,0),(1156,NULL,0,'2013-04-25 00:13:22',NULL,0),(1157,NULL,0,'2013-04-25 00:22:17',NULL,0),(1158,NULL,0,'2013-04-25 00:24:19',NULL,0),(1159,NULL,0,'2013-04-25 10:34:21',NULL,0),(1160,NULL,0,'2013-04-25 10:50:07',NULL,0),(1161,NULL,0,'2013-04-25 10:55:20',NULL,0),(1162,NULL,0,'2013-04-25 11:00:31',NULL,0),(1163,NULL,0,'2013-04-25 11:03:12',NULL,0),(1164,NULL,0,'2013-04-25 11:05:35',NULL,0),(1165,NULL,0,'2013-04-25 11:08:49',NULL,0),(1166,NULL,0,'2013-04-25 11:16:27',NULL,0),(1167,NULL,0,'2013-04-25 11:23:31',NULL,0),(1168,NULL,0,'2013-04-25 11:26:22',NULL,0),(1169,NULL,0,'2013-04-25 11:30:11',NULL,0),(1170,NULL,0,'2013-04-25 11:32:47',NULL,0),(1171,NULL,0,'2013-04-25 11:34:49',NULL,0),(1172,NULL,0,'2013-04-25 11:36:58',NULL,0),(1173,NULL,0,'2013-04-25 11:37:38',NULL,0),(1174,NULL,0,'2013-04-25 11:38:18',NULL,0),(1175,NULL,0,'2013-04-25 11:39:07',NULL,0),(1176,NULL,0,'2013-04-25 11:39:46',NULL,0),(1177,NULL,0,'2013-04-25 11:40:52',NULL,0),(1178,NULL,0,'2013-04-25 11:42:10',NULL,0),(1179,NULL,0,'2013-04-25 11:45:11',NULL,0),(1180,NULL,0,'2013-04-25 11:46:22',NULL,0),(1181,NULL,0,'2013-04-25 11:47:16',NULL,0),(1182,NULL,0,'2013-04-25 17:04:40',NULL,0),(1183,NULL,0,'2013-04-26 08:30:04',NULL,0),(1184,NULL,0,'2013-04-26 14:44:20',NULL,0),(1185,NULL,0,'2013-04-27 16:12:08',NULL,0),(1186,NULL,0,'2013-05-03 08:23:52',NULL,0),(1188,NULL,0,'2013-05-03 11:14:38',NULL,0),(1189,NULL,0,'2013-05-03 12:31:11',NULL,0),(1190,NULL,0,'2013-05-03 21:35:59',NULL,0),(1191,NULL,0,'2013-05-03 21:37:10',NULL,0),(1192,NULL,0,'2013-05-05 15:20:27',NULL,0),(1193,NULL,0,'2013-05-05 15:56:56',NULL,0),(1194,NULL,0,'2013-05-07 19:04:50',NULL,0),(1195,NULL,0,'2013-05-09 01:47:32',NULL,0),(1196,NULL,0,'2013-05-09 23:19:23',NULL,0),(1197,NULL,0,'2013-05-09 23:31:16',NULL,0),(1198,NULL,0,'2013-05-10 09:22:23',NULL,0),(1199,NULL,0,'2013-05-10 09:24:10',NULL,0),(1200,NULL,0,'2013-05-10 23:17:02',NULL,0),(1201,NULL,0,'2013-05-13 17:30:37',NULL,0),(1202,NULL,0,'2013-05-14 19:13:59',NULL,0),(1203,NULL,0,'2013-05-15 23:49:50',NULL,0),(1204,NULL,0,'2013-05-16 13:47:58',NULL,0),(1205,NULL,0,'2013-05-16 14:48:07',NULL,0),(1206,NULL,0,'2013-05-16 16:10:21',NULL,0),(1207,NULL,0,'2013-05-20 15:25:12',NULL,0),(1208,NULL,0,'2013-05-21 06:52:04',NULL,0),(1209,NULL,0,'2013-05-23 08:27:07',NULL,0),(1210,NULL,0,'2013-05-24 12:33:15',NULL,0),(1211,NULL,0,'2013-05-24 12:41:30',NULL,0),(1212,NULL,0,'2013-05-24 12:42:19',NULL,0),(1213,NULL,0,'2013-05-24 18:14:26',NULL,0),(1214,NULL,0,'2013-05-28 15:23:29',NULL,0),(1215,NULL,0,'2013-05-30 15:37:56',NULL,0),(1216,NULL,0,'2013-06-03 14:38:51',NULL,0),(1217,NULL,0,'2013-06-03 14:39:37',NULL,0),(1218,NULL,0,'2013-06-03 14:40:20',NULL,0),(1219,NULL,0,'2013-06-03 14:41:12',NULL,0),(1220,NULL,0,'2013-06-03 14:59:00',NULL,0),(1221,NULL,0,'2013-06-03 19:04:40',NULL,0),(1223,NULL,0,'2013-06-06 19:22:50',NULL,0),(1224,NULL,0,'2013-06-06 19:24:04',NULL,0),(1225,NULL,0,'2013-06-08 17:49:01',NULL,0),(1226,NULL,0,'2013-06-09 08:49:43',NULL,0),(1227,NULL,0,'2013-06-09 08:51:01',NULL,0),(1228,NULL,0,'2013-06-10 12:15:50',NULL,0),(1229,NULL,0,'2013-06-10 12:41:29',NULL,0),(1230,NULL,0,'2013-06-12 09:26:39',NULL,0),(1231,NULL,0,'2013-06-12 09:27:42',NULL,0),(1232,NULL,0,'2013-06-12 09:28:26',NULL,0),(1233,NULL,0,'2013-06-12 09:29:12',NULL,0),(1234,NULL,0,'2013-06-12 09:29:57',NULL,0),(1235,NULL,0,'2013-06-12 09:30:42',NULL,0),(1236,NULL,0,'2013-06-12 09:32:30',NULL,0),(1237,NULL,0,'2013-06-12 09:33:26',NULL,0),(1238,NULL,0,'2013-06-12 10:00:39',NULL,0),(1239,NULL,0,'2013-06-12 10:02:01',NULL,0),(1240,NULL,0,'2013-06-12 10:02:50',NULL,0),(1241,NULL,0,'2013-06-12 10:03:34',NULL,0),(1242,NULL,0,'2013-06-12 10:05:30',NULL,0),(1243,NULL,0,'2013-06-12 13:24:24',NULL,0),(1244,NULL,0,'2013-06-12 13:25:28',NULL,0),(1245,NULL,0,'2013-06-14 10:30:38',NULL,0),(1246,NULL,0,'2013-06-14 15:30:25',NULL,0),(1247,NULL,0,'2013-06-14 15:31:23',NULL,0),(1248,NULL,0,'2013-06-14 15:32:33',NULL,0),(1249,NULL,0,'2013-06-15 15:20:57',NULL,0),(1250,NULL,0,'2013-06-18 16:56:41',NULL,0),(1251,NULL,0,'2013-06-18 17:02:16',NULL,0),(1252,NULL,0,'2013-06-19 08:00:02',NULL,0),(1253,NULL,0,'2013-06-19 08:06:56',NULL,0),(1254,NULL,0,'2013-06-19 08:20:20',NULL,0),(1255,NULL,0,'2013-06-19 14:19:31',NULL,0),(1256,NULL,0,'2013-06-21 14:56:01',NULL,0),(1257,NULL,0,'2013-06-22 09:09:06',NULL,0),(1258,NULL,0,'2013-06-22 16:05:06',NULL,0),(1259,NULL,0,'2013-06-23 20:55:52',NULL,0),(1260,NULL,0,'2013-06-25 07:37:11',NULL,0),(1261,NULL,0,'2013-06-26 11:38:12',NULL,0),(1262,NULL,0,'2013-06-26 16:47:36',NULL,0),(1263,NULL,0,'2013-06-26 16:54:43',NULL,0),(1264,NULL,0,'2013-06-27 08:41:24',NULL,0),(1265,NULL,0,'2013-06-27 11:35:31',NULL,0),(1266,NULL,0,'2013-06-28 13:00:50',NULL,0),(1267,NULL,0,'2013-06-28 13:01:27',NULL,0),(1268,NULL,0,'2013-06-28 13:02:17',NULL,0),(1269,NULL,0,'2013-07-01 20:53:45',NULL,0),(1270,NULL,0,'2013-07-04 10:53:30',NULL,0),(1271,NULL,0,'2013-07-04 11:00:42',NULL,0),(1272,NULL,0,'2013-07-04 12:28:39',NULL,0),(1273,NULL,0,'2013-07-04 14:30:56',NULL,0),(1274,NULL,0,'2013-07-04 17:16:02',NULL,0),(1275,NULL,0,'2013-07-04 17:19:39',NULL,0),(1276,NULL,0,'2013-07-05 11:44:04',NULL,0),(1277,NULL,0,'2013-07-05 15:47:28',NULL,0),(1278,NULL,0,'2013-07-05 15:51:24',NULL,0),(1279,NULL,0,'2013-07-05 15:53:49',NULL,0),(1280,NULL,0,'2013-08-23 02:27:43',NULL,0),(1281,NULL,0,'2013-08-23 17:35:49',NULL,0),(1764,NULL,0,'2013-09-12 16:21:27',NULL,0),(1763,NULL,0,'2013-09-12 15:58:19',NULL,0),(1762,NULL,0,'2013-09-12 15:58:19',NULL,0),(1759,NULL,0,'2013-09-12 15:46:21',NULL,0),(1758,NULL,0,'2013-09-12 15:46:21',NULL,0),(1765,NULL,0,'2013-09-12 16:21:27',NULL,0),(1766,NULL,0,'2013-09-12 16:23:29',NULL,0),(1767,NULL,0,'2013-09-12 16:23:29',NULL,0),(1768,NULL,0,'2013-09-12 16:26:40',NULL,0),(1769,NULL,0,'2013-09-12 16:26:40',NULL,0),(1770,NULL,0,'2013-09-18 07:07:40',NULL,0),(1771,NULL,0,'2013-09-18 07:11:44',NULL,0),(1830,NULL,0,'2013-10-30 16:02:15',NULL,0),(1774,NULL,0,'2013-10-15 06:52:58',NULL,0),(1775,NULL,0,'2013-10-15 06:52:58',NULL,0),(1776,NULL,0,'2013-10-15 07:20:57',NULL,0),(1777,NULL,0,'2013-10-15 07:45:54',NULL,0),(1778,NULL,0,'2013-10-15 08:08:24',NULL,0),(1783,NULL,0,'2013-10-21 05:30:17',NULL,0),(1784,NULL,0,'2013-10-21 05:32:26',NULL,0),(1785,NULL,0,'2013-10-21 05:33:43',NULL,0),(1786,NULL,0,'2013-10-21 05:36:33',NULL,0),(1787,NULL,0,'2013-10-21 05:38:45',NULL,0),(1788,NULL,0,'2013-10-21 05:42:12',NULL,0),(1789,NULL,0,'2013-10-21 05:44:54',NULL,0),(1790,NULL,0,'2013-10-21 05:50:51',NULL,0),(1791,NULL,0,'2013-10-21 05:55:21',NULL,0),(1792,NULL,0,'2013-10-21 05:59:29',NULL,0),(1793,NULL,0,'2013-10-21 06:05:46',NULL,0),(1794,NULL,0,'2013-10-21 06:21:53',NULL,0),(1795,NULL,0,'2013-10-21 06:25:39',NULL,0),(1800,NULL,0,'2013-10-21 06:48:50',NULL,0),(1801,NULL,0,'2013-10-21 07:03:54',NULL,0),(1802,NULL,0,'2013-10-22 00:17:30',NULL,0),(1803,NULL,0,'2013-10-22 00:34:07',NULL,0),(1804,NULL,0,'2013-10-22 00:36:45',NULL,0),(1805,NULL,0,'2013-10-23 04:43:37',NULL,0),(1806,NULL,0,'2013-10-23 04:45:10',NULL,0),(1807,NULL,0,'2013-10-23 05:24:14',NULL,0),(1808,NULL,0,'2013-10-23 05:33:42',NULL,0),(1809,NULL,0,'2013-10-23 06:41:17',NULL,0),(1831,NULL,0,'2013-10-31 08:07:29',NULL,0),(1811,NULL,0,'2013-10-25 23:55:54',NULL,0),(1821,NULL,0,'2013-10-26 06:42:23',NULL,0),(1822,NULL,0,'2013-10-26 07:24:24',NULL,0),(1823,NULL,0,'2013-10-26 07:26:00',NULL,0);

--
-- Table structure for table `downloadedpdfdata`
--

CREATE TABLE `downloadedpdfdata` (
  `id` int(11) NOT NULL AUTO_INCREMENT,
  `CustomerId` int(11) NOT NULL,
  `ImagePath` varchar(255) NOT NULL,
  `ImageContent` text,
  PRIMARY KEY (`id`)
) ENGINE=InnoDB AUTO_INCREMENT=13562 DEFAULT CHARSET=latin1;

--
-- Dumping data for table `downloadedpdfdata`
--

INSERT INTO `downloadedpdfdata` VALUES (1356,1472,'1472145chart.png','<p><strong><span style=\"font-size: small;\">The Three Primary Learning Styles</span></strong><em><span style=\"font-size: small;\">&nbsp; &nbsp;&nbsp;</span></em></p>\r\n<p><span style=\"font-size: small;\">Children develop their preferred learning style as they grow older. As children grow up&sbquo; they develop their own style and preference of learning based on three different primary learning styles. Most people favor one style of learning&sbquo; but can learn to adapt to other styles. However&sbquo; if you notice a student struggling in class&sbquo; it could mean that he is not getting enough stimulation in his preferred style of learning&sbquo; or that he has trouble learning in the way the teacher prefers. Learning to identify your own personal learning style or those of your students will help you make the academic setting more effective and beneficial for everyone involved.</span></p>\r\n<p><br /><strong><span style=\"font-size: small;\">The Three Learning Styles Assessment of Learning Styles</span></strong></p>\r\n<p><strong><span style=\"font-size: small;\">Kinesthetic/Tactile</span></strong></p>\r\n<p><strong></strong><span style=\"font-size: small;\">According to MindWorks Resources&sbquo; 5 percent of adults are primarily kinesthetic (also called tactile) learners&sbquo; even though everyone initially starts out as a kinesthetic learner. Babies and young children learn by touching things and engaging their bodies in activity. Older children and adults who are tactile learners also need to have a hands-on environment and prefer to learn by doing. If a kinesthetic learner gets bored in the classroom or is unable to engage in her preferred learning style&sbquo; she may start fidgeting and find reasons to move around.</span></p>\r\n<p><br /><strong><span style=\"font-size: small;\">Auditory</span></strong></p>\r\n<p><span style=\"font-size: small;\">By adulthood&sbquo; 30 percent of people prefer the auditory learning style. This means they learn by hearing&sbquo; even if they have to learn by listening to themselves talk. They prefer to hear their professors lecture instead of copying notes from a projector or reading textbook material quietly. If an auditory learner has to sit in a quiet learning atmosphere for too long&sbquo; he may begin to talk softly to himself or his neighbor.</span></p>\r\n<p><br /><strong><span style=\"font-size: small;\">Visual</span></strong></p>\r\n<p><span style=\"font-size: small;\">The majority of adults&sbquo; 65 percent according to MindWorks Resources&sbquo; need to observe and watch information in order to digest it properly. Visual learners would rather read information for themselves rather than listen to a lecture or have someone read it to them. They also tend to take detailed&sbquo; organized notes to refer to later. They may even incorporate different colors in their note-taking to help special or difficult information stand out to them. If a visual student sits in a classroom with no visual stimulation&sbquo; his eyes may wander around the room or out a window.</span></p>\r\n<p><br /><strong><span style=\"font-size: small;\">Mixed/Percentages</span></strong></p>\r\n<p><span style=\"font-size: small;\">Most adults will favor one of the three primary learning styles and have a secondary style that also works for them&sbquo; just not as well as their first preference. They may also have an even blend of two different learning types&sbquo; or have an even preference of all three learning styles. This benefits the individuals because it gives them more versatility in their ability to learn from different types of teachers.</span></p>\r\n<p><span style=\"font-size: small;\"><em><span>By Chelsea Baldwin&sbquo; eHow Contributor</span></em><br /></span></p>'),(1357,1472,'1472143chart.png','<p><span style=\"font-size: small;\"><strong>Personal Orientation</strong></span></p>\r\n<p><span style=\"font-size: small;\"><span>Two people can read the same poem and view it differently&sbquo; i<span>t is the same poem&sbquo; we just interpret it differently from others.&nbsp;</span></span>We tend to view life from different perspectives depending upon how we are designed. This chart identifies how you look at or view things&sbquo; from what perspective.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>There are seven domains being evaluated in this chart/report.</strong></span></p>\r\n<p><span style=\"font-size: small;\"><strong>Futuristic &ndash; Goal Oriented</strong> Futuristic leaders use their ideas and intellect to develop concrete strategic initiatives. They are hard workers who resonate with others to get things done as they promote a positive outlook for the future. They tend to have faith in what they perceive the future to hold&sbquo; they have the ability to move forward regardless of the lack of data because they can perceive from the world around them that things are moving in a certain direction.&nbsp;</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Executive - Outcome Oriented</strong> Outcome oriented leaders are hard working&sbquo; Consistent&sbquo; responsible&sbquo; focused and disciplined leaders. They promote action and achievement on initiatives which they are carefully and strategically focused on to achieve the desired results. They support others in the accomplishment of their goals&sbquo; helping them to achieve the desired outcome. They are devoted to those who they lead&sbquo; they give and expect loyalty.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Methodical &ndash; Diligence Oriented</strong> Diligence oriented leaders are focused analytical leaders who are consistent and disciplined in keeping commitments. They keep the past in mind as they seek to mitigate the risks in initiatives they are responsible for; always seeking to restore what is broken&sbquo; including relationships. They tend to be objective perfectionists who excel in education and the sciences as practitioners and scientists.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Inspirational - Vision Oriented</strong> Inspirational leaders are highly adaptable promoters with great people and communication skills. They keep a positive attitude as they build relationships through their confidence in self and others. They tend to promote themselves as they work to develop others through persuasion&sbquo; inspiring them to see their vision for the future as they work toward the results that fulfill their vision.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Relational &ndash; People Oriented</strong>&nbsp;People oriented leaders grow their circle of influence through their ability to read people and engage them through their consistent caring personalities. They love people and will adapt to win others over to their cause. They are giving leaders with good communication skills who keep the past in mind as they promote their initiatives. They are objective thinkers who care for&sbquo; protect&sbquo; develop and nurture others.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Intellectual - <strong>Philosophically&nbsp;</strong>Oriented</strong> Thought leadership oriented leaders are visionaries and change agents with the ability to persuade others with what they learn through their objective approach to life. They are analytical by nature and develop deep convictions about what they believe. They are deep thinkers who understand how people and things are connected in life and they focus on the ideas that come out of that understanding to excite them for the future.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Influential &ndash; Charisma Oriented</strong> Charisma oriented leaders have a dramatic approach to life. They love people and have deep convictions about connecting with others through their superior communication skills. They see the potential in others as they resonate with them and seek to win them over through their positive yet persuasive approach to life. They promote themselves and others as they others develop and restore broken relationships.</span></p>'),(1358,1472,'14728chart.png','<p><span style=\"font-size: small;\"><strong>Leaders</strong></span></p>\r\n<p><span style=\"font-size: small;\">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.)</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Managers</strong></span></p>\r\n<p><span style=\"font-size: small;\">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.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Practitioners&sbquo; Technicians and Workers</strong></span></p>\r\n<p><span style=\"font-size: small;\">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.</span></p>\r\n<h2 style=\"text-align: center;\"><strong>Understanding Leaders&sbquo; Managers and Practitioners/Knowledge Workers</strong></h2>\r\n<table style=\"margin-left: auto; margin-right: auto;\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\r\n<tbody>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<h2><strong>Life Role Legend</strong></h2>\r\n<h2><strong>&nbsp;</strong></h2>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<h2><strong>&nbsp; &nbsp; &nbsp; &nbsp; Leaders </strong></h2>\r\n<p><strong>&nbsp;</strong><strong>Making   sure the right things are done</strong></p>\r\n<p><strong>&nbsp; &nbsp; &nbsp;(10%   of the people)</strong></p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<h2><strong>&nbsp; &nbsp; &nbsp; &nbsp;Managers </strong></h2>\r\n<p><strong>&nbsp;</strong><strong>Making   sure things are done right</strong></p>\r\n<p><strong>&nbsp; &nbsp; &nbsp; (30%   of the people)</strong></p>\r\n<p><strong>&nbsp;</strong></p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<h2><strong>&nbsp; &nbsp; &nbsp;Practitioners</strong></h2>\r\n<p><strong>&nbsp;</strong><strong>Know   how to do things &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</strong></p>\r\n<p><strong>&nbsp; &nbsp; &nbsp;(60%   of the people)</strong></p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Who does it</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Leaders - They are identified by the leadership chart as being Vision   driven</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Managers - They are identified by the leadership chart as being   Mission driven</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Workers - They are identified by the leadership chart as being People or Task &nbsp; driven</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>What they know</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>They know how to figure out what and why initiatives needs to be done   and can articulate it to the troops</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>They can understand why and what needs to be done and can understand how   to get it done</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Know or can learn how to do what needs to be done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>What they are commissioned to do</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>They develop initiatives that bring about change</p>\r\n<p>Create Vision for change.</p>\r\n<p>Develop and Articulate</p>\r\n-Strategic objective<br />-Vision<br />-Mission<br />-Strategy<br />-Core Practices<br /> \r\n<ul>\r\n</ul>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Plan Change</p>\r\n<p>Prepare others for change</p>\r\n<p>Measure change</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Execute Change</p>\r\n<p>Maintain standards</p>\r\n<p>Report execution to standard</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>What they communicate</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p><span style=\"text-decoration: underline;\">Why</span> an Initiative has to be done and wisdom behind doing it</p>\r\n<p>They collaborate on <span style=\"text-decoration: underline;\">what</span> has to be done with managers</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>They collaborate with leaders to develop an understanding of why an   initiative has to be done</p>\r\n<p>They collaborate on the knowledge required to know how to do the   initiative to workers</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>What they did and how well they did to standard</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>What are their tools</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">-Strategy<br />-Vision<br />-Emotion<br />-Wisdom<br />-Leadership Systems</td>\r\n<td width=\"166\" valign=\"top\">-Tactics<br />-Mission<br />-Logic<br />-Understanding<br />-Leadership and<br />-Management Systems<br />\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">-Execution<br />-Duty<br />-Skills<br />-Knowledge<br />-Production Systems</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>How are they measured</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">Achieving the strategic objective<br />-Effectivity<br />-On how well they plan&sbquo; prepare&sbquo; measure and   report.<br />-Created efficiencies that bring effectivity      \r\n<ul>\r\n</ul>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>On how well they plan&sbquo; prepare&sbquo; measure and report.</p>\r\n<p>Created efficiencies that bring effectivity</p>\r\n<ul>\r\n</ul>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">How well they execute<br />Efficiency<br /> \r\n<ul>\r\n</ul>\r\n<p>&nbsp;</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Lead with</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Emotion that conveys Hope Through Leadership Systems</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Reason that conveys Faith by Merging Leadership and Management Systems</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Relationships that convey Charity through action driven production   systems</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Accountability</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Owns the Vision. Trusted with why&sbquo; what and how</p>\r\n<p>Accountable for why&sbquo; what and how</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Owns the Mission. Trusted with what</p>\r\n<p>Accountable for what and how</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Owns the Work. Trusted to do the what Accountable for how things are   done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Greatest Obstacles&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Wisdom of why</p>\r\n<p>Wisdom of what</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Understanding of why</p>\r\n<p>Understanding of what</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Knowledge of why</p>\r\n<p>Knowledge of what</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Potential</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Exponential growth of the organization by leveraging organization   Vision&sbquo; Value and Core Competencies to accomplish the strategic objective</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Multiplier of time and material by leveraging resources to accomplish   the strategic objective</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Adds leverage by knowing how to accomplish what needs to be done to   accomplish the strategic objective</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Allignment responsibilities</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Vision and strategic objective to motivating passion. Tendency to   migrate toward reactionary activity and tyranny of the urgent.</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Vision and strategic objective to Mission. Tendency to migrate toward   reactionary activity and tyranny of the urgent.</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Mission and strategic objective to Activity. Tendency to migrate   toward reactionary activity and tyranny of the urgent.</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Growth</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Must grow in wisdom understanding and knowledge to raise leadership   lid</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Must have more wisdom understanding and knowledge to lead</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Must have more knowledge and understanding to manage</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Gravity</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Lack of wisdom migrates leaders toward management and set low   leadership lid</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Lack of understanding creates micro management</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Lack of knowledge creates poor results</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>'),(1359,1472,'1472142chart.png','<p><span style=\"font-size: small;\">This chart identifies the potential an individual has in each of six important areas of leadership on a team. It does not identify the knowledge or skills required to master each category&sbquo; just the potential to be naturally good at it.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Developing Others</strong></span></p>\r\n<p><span style=\"font-size: small;\">People high in this category are able to develop others&sbquo; to help them move from one level of performance&sbquo; knowledge or skill to another. They act as mentors to other team members in their areas of expertise.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Team Building</strong></span></p>\r\n<p><span style=\"font-size: small;\">Team builders can help influence others to engage in the efforts of the team. They are also naturally proficient in assembling members into a team.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Helping Others Succeed</strong></span></p>\r\n<p><span style=\"font-size: small;\">People high in this category come along side others and help them to achieve their objective&sbquo; they are selfless team members with the desire to see others accomplish their goals and succeed at whatever they do.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Encouraging Others to Succeed</strong></span></p>\r\n<p><span style=\"font-size: small;\">People high in this category are natural encouragers; they act as cheer leaders&sbquo; encouraging others to succeed.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Likes Working With Talented People</strong></span></p>\r\n<p><span style=\"font-size: small;\">People in this category seek out talented members of the team and attempt to work together with them to achieve common goals.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Builds Whats Best for Others</strong></span></p>\r\n<p><span style=\"font-size: small;\">This category of team member seeks to understand the needs of other members of the team and attempts to build upon their goals.</span></p>'),(1360,1472,'147212chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1361,1472,'147214chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1362,1472,'147217chart.png','<p><span style=\"font-size: small;\">Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</span></p>\r\n<p><span style=\"font-size: small;\">This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</span></p>\r\n<p><span style=\"font-size: small;\">Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</span></p>\r\n<p><span style=\"font-size: small;\">For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</span></p>\r\n<p><span style=\"font-size: small;\">Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</span></p>'),(1363,1472,'14721chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>\r\n<p>1 -2 Not a fit</p>\r\n<p>3-4 Poor Fit</p>\r\n<p>5 -&nbsp;6 = Avg Potential</p>\r\n<p>7-8 Above Average Potential and Drive</p>\r\n<p>9-10 High Level of&nbsp;Potential and Very good fit</p>\r\n<p>11-12 As good as it gets</p>'),(1364,1472,'147219chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1365,1472,'147227chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1366,1472,'147231chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1367,1472,'147234chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1368,1472,'147237chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1369,1472,'147238chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1370,1472,'147239chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1371,1472,'147241chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1372,1472,'147242chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(1373,1472,'1472106chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(1374,1472,'1472100chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(1375,1472,'147298chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(1376,1472,'1472101chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(1377,1472,'1472107chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(1378,1472,'1472102chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(1379,1472,'1472122chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>\r\n<p>The 1990 Perkins Act defines vocational education as \"organized educational programs offering a sequence of courses which are directly related to the preparation of individuals in paid or unpaid employment in current or emerging occupations requiring other than a baccalaureate or advanced degree.\"</p>'),(3157,496,'496145chart.png','<p><strong><span style=\"font-size: small;\">The Three Primary Learning Styles</span></strong><em><span style=\"font-size: small;\">&nbsp; &nbsp;&nbsp;</span></em></p>\r\n<p><span style=\"font-size: small;\">Children develop their preferred learning style as they grow older. As children grow up&sbquo; they develop their own style and preference of learning based on three different primary learning styles. Most people favor one style of learning&sbquo; but can learn to adapt to other styles. However&sbquo; if you notice a student struggling in class&sbquo; it could mean that he is not getting enough stimulation in his preferred style of learning&sbquo; or that he has trouble learning in the way the teacher prefers. Learning to identify your own personal learning style or those of your students will help you make the academic setting more effective and beneficial for everyone involved.</span></p>\r\n<p><br /><strong><span style=\"font-size: small;\">The Three Learning Styles Assessment of Learning Styles</span></strong></p>\r\n<p><strong><span style=\"font-size: small;\">Kinesthetic/Tactile</span></strong></p>\r\n<p><strong></strong><span style=\"font-size: small;\">According to MindWorks Resources&sbquo; 5 percent of adults are primarily kinesthetic (also called tactile) learners&sbquo; even though everyone initially starts out as a kinesthetic learner. Babies and young children learn by touching things and engaging their bodies in activity. Older children and adults who are tactile learners also need to have a hands-on environment and prefer to learn by doing. If a kinesthetic learner gets bored in the classroom or is unable to engage in her preferred learning style&sbquo; she may start fidgeting and find reasons to move around.</span></p>\r\n<p><br /><strong><span style=\"font-size: small;\">Auditory</span></strong></p>\r\n<p><span style=\"font-size: small;\">By adulthood&sbquo; 30 percent of people prefer the auditory learning style. This means they learn by hearing&sbquo; even if they have to learn by listening to themselves talk. They prefer to hear their professors lecture instead of copying notes from a projector or reading textbook material quietly. If an auditory learner has to sit in a quiet learning atmosphere for too long&sbquo; he may begin to talk softly to himself or his neighbor.</span></p>\r\n<p><br /><strong><span style=\"font-size: small;\">Visual</span></strong></p>\r\n<p><span style=\"font-size: small;\">The majority of adults&sbquo; 65 percent according to MindWorks Resources&sbquo; need to observe and watch information in order to digest it properly. Visual learners would rather read information for themselves rather than listen to a lecture or have someone read it to them. They also tend to take detailed&sbquo; organized notes to refer to later. They may even incorporate different colors in their note-taking to help special or difficult information stand out to them. If a visual student sits in a classroom with no visual stimulation&sbquo; his eyes may wander around the room or out a window.</span></p>\r\n<p><br /><strong><span style=\"font-size: small;\">Mixed/Percentages</span></strong></p>\r\n<p><span style=\"font-size: small;\">Most adults will favor one of the three primary learning styles and have a secondary style that also works for them&sbquo; just not as well as their first preference. They may also have an even blend of two different learning types&sbquo; or have an even preference of all three learning styles. This benefits the individuals because it gives them more versatility in their ability to learn from different types of teachers.</span></p>\r\n<p><span style=\"font-size: small;\"><em><span>By Chelsea Baldwin&sbquo; eHow Contributor</span></em><br /></span></p>'),(3158,496,'496143chart.png','<p><span style=\"font-size: small;\"><strong>Personal Orientation</strong></span></p>\r\n<p><span style=\"font-size: small;\"><span>Two people can read the same poem and view it differently&sbquo; i<span>t is the same poem&sbquo; we just interpret it differently from others.&nbsp;</span></span>We tend to view life from different perspectives depending upon how we are designed. This chart identifies how you look at or view things&sbquo; from what perspective.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>There are seven domains being evaluated in this chart/report.</strong></span></p>\r\n<p><span style=\"font-size: small;\"><strong>Futuristic &ndash; Goal Oriented</strong> Futuristic leaders use their ideas and intellect to develop concrete strategic initiatives. They are hard workers who resonate with others to get things done as they promote a positive outlook for the future. They tend to have faith in what they perceive the future to hold&sbquo; they have the ability to move forward regardless of the lack of data because they can perceive from the world around them that things are moving in a certain direction.&nbsp;</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Executive - Outcome Oriented</strong> Outcome oriented leaders are hard working&sbquo; Consistent&sbquo; responsible&sbquo; focused and disciplined leaders. They promote action and achievement on initiatives which they are carefully and strategically focused on to achieve the desired results. They support others in the accomplishment of their goals&sbquo; helping them to achieve the desired outcome. They are devoted to those who they lead&sbquo; they give and expect loyalty.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Methodical &ndash; Diligence Oriented</strong> Diligence oriented leaders are focused analytical leaders who are consistent and disciplined in keeping commitments. They keep the past in mind as they seek to mitigate the risks in initiatives they are responsible for; always seeking to restore what is broken&sbquo; including relationships. They tend to be objective perfectionists who excel in education and the sciences as practitioners and scientists.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Inspirational - Vision Oriented</strong> Inspirational leaders are highly adaptable promoters with great people and communication skills. They keep a positive attitude as they build relationships through their confidence in self and others. They tend to promote themselves as they work to develop others through persuasion&sbquo; inspiring them to see their vision for the future as they work toward the results that fulfill their vision.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Relational &ndash; People Oriented</strong>&nbsp;People oriented leaders grow their circle of influence through their ability to read people and engage them through their consistent caring personalities. They love people and will adapt to win others over to their cause. They are giving leaders with good communication skills who keep the past in mind as they promote their initiatives. They are objective thinkers who care for&sbquo; protect&sbquo; develop and nurture others.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Intellectual - <strong>Philosophically&nbsp;</strong>Oriented</strong> Thought leadership oriented leaders are visionaries and change agents with the ability to persuade others with what they learn through their objective approach to life. They are analytical by nature and develop deep convictions about what they believe. They are deep thinkers who understand how people and things are connected in life and they focus on the ideas that come out of that understanding to excite them for the future.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Influential &ndash; Charisma Oriented</strong> Charisma oriented leaders have a dramatic approach to life. They love people and have deep convictions about connecting with others through their superior communication skills. They see the potential in others as they resonate with them and seek to win them over through their positive yet persuasive approach to life. They promote themselves and others as they others develop and restore broken relationships.</span></p>'),(3159,496,'4968chart.png','<p><span style=\"font-size: small;\"><strong>Leaders</strong></span></p>\r\n<p><span style=\"font-size: small;\">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.)</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Managers</strong></span></p>\r\n<p><span style=\"font-size: small;\">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.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Practitioners&sbquo; Technicians and Workers</strong></span></p>\r\n<p><span style=\"font-size: small;\">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.</span></p>\r\n<h2 style=\"text-align: center;\"><strong>Understanding Leaders&sbquo; Managers and Practitioners/Knowledge Workers</strong></h2>\r\n<table style=\"margin-left: auto; margin-right: auto;\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\r\n<tbody>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<h2><strong>Life Role Legend</strong></h2>\r\n<h2><strong>&nbsp;</strong></h2>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<h2><strong>&nbsp; &nbsp; &nbsp; &nbsp; Leaders </strong></h2>\r\n<p><strong>&nbsp;</strong><strong>Making   sure the right things are done</strong></p>\r\n<p><strong>&nbsp; &nbsp; &nbsp;(10%   of the people)</strong></p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<h2><strong>&nbsp; &nbsp; &nbsp; &nbsp;Managers </strong></h2>\r\n<p><strong>&nbsp;</strong><strong>Making   sure things are done right</strong></p>\r\n<p><strong>&nbsp; &nbsp; &nbsp; (30%   of the people)</strong></p>\r\n<p><strong>&nbsp;</strong></p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<h2><strong>&nbsp; &nbsp; &nbsp;Practitioners</strong></h2>\r\n<p><strong>&nbsp;</strong><strong>Know   how to do things &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</strong></p>\r\n<p><strong>&nbsp; &nbsp; &nbsp;(60%   of the people)</strong></p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Who does it</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Leaders - They are identified by the leadership chart as being Vision   driven</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Managers - They are identified by the leadership chart as being   Mission driven</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Workers - They are identified by the leadership chart as being People or Task &nbsp; driven</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>What they know</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>They know how to figure out what and why initiatives needs to be done   and can articulate it to the troops</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>They can understand why and what needs to be done and can understand how   to get it done</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Know or can learn how to do what needs to be done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>What they are commissioned to do</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>They develop initiatives that bring about change</p>\r\n<p>Create Vision for change.</p>\r\n<p>Develop and Articulate</p>\r\n-Strategic objective<br />-Vision<br />-Mission<br />-Strategy<br />-Core Practices<br /> \r\n<ul>\r\n</ul>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Plan Change</p>\r\n<p>Prepare others for change</p>\r\n<p>Measure change</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Execute Change</p>\r\n<p>Maintain standards</p>\r\n<p>Report execution to standard</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>What they communicate</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p><span style=\"text-decoration: underline;\">Why</span> an Initiative has to be done and wisdom behind doing it</p>\r\n<p>They collaborate on <span style=\"text-decoration: underline;\">what</span> has to be done with managers</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>They collaborate with leaders to develop an understanding of why an   initiative has to be done</p>\r\n<p>They collaborate on the knowledge required to know how to do the   initiative to workers</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>What they did and how well they did to standard</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>What are their tools</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">-Strategy<br />-Vision<br />-Emotion<br />-Wisdom<br />-Leadership Systems</td>\r\n<td width=\"166\" valign=\"top\">-Tactics<br />-Mission<br />-Logic<br />-Understanding<br />-Leadership and<br />-Management Systems<br />\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">-Execution<br />-Duty<br />-Skills<br />-Knowledge<br />-Production Systems</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>How are they measured</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">Achieving the strategic objective<br />-Effectivity<br />-On how well they plan&sbquo; prepare&sbquo; measure and   report.<br />-Created efficiencies that bring effectivity      \r\n<ul>\r\n</ul>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>On how well they plan&sbquo; prepare&sbquo; measure and report.</p>\r\n<p>Created efficiencies that bring effectivity</p>\r\n<ul>\r\n</ul>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">How well they execute<br />Efficiency<br /> \r\n<ul>\r\n</ul>\r\n<p>&nbsp;</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Lead with</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Emotion that conveys Hope Through Leadership Systems</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Reason that conveys Faith by Merging Leadership and Management Systems</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Relationships that convey Charity through action driven production   systems</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Accountability</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Owns the Vision. Trusted with why&sbquo; what and how</p>\r\n<p>Accountable for why&sbquo; what and how</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Owns the Mission. Trusted with what</p>\r\n<p>Accountable for what and how</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Owns the Work. Trusted to do the what Accountable for how things are   done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Greatest Obstacles&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Wisdom of why</p>\r\n<p>Wisdom of what</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Understanding of why</p>\r\n<p>Understanding of what</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Knowledge of why</p>\r\n<p>Knowledge of what</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Potential</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Exponential growth of the organization by leveraging organization   Vision&sbquo; Value and Core Competencies to accomplish the strategic objective</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Multiplier of time and material by leveraging resources to accomplish   the strategic objective</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Adds leverage by knowing how to accomplish what needs to be done to   accomplish the strategic objective</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Allignment responsibilities</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Vision and strategic objective to motivating passion. Tendency to   migrate toward reactionary activity and tyranny of the urgent.</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Vision and strategic objective to Mission. Tendency to migrate toward   reactionary activity and tyranny of the urgent.</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Mission and strategic objective to Activity. Tendency to migrate   toward reactionary activity and tyranny of the urgent.</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Growth</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Must grow in wisdom understanding and knowledge to raise leadership   lid</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Must have more wisdom understanding and knowledge to lead</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Must have more knowledge and understanding to manage</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td width=\"142\" valign=\"top\">\r\n<p>Gravity</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Lack of wisdom migrates leaders toward management and set low   leadership lid</p>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td width=\"166\" valign=\"top\">\r\n<p>Lack of understanding creates micro management</p>\r\n</td>\r\n<td width=\"164\" valign=\"top\">\r\n<p>Lack of knowledge creates poor results</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>'),(3160,496,'49650chart.png','<p>In the book &ldquo;Primal Leadership&sbquo;&rdquo; Daniel Goleman&sbquo; who popularized the notion of &ldquo;Emotional Intelligence&sbquo;&rdquo; describes six different styles of leadership.&nbsp;Based in part on research data from 3&sbquo;871 executives&sbquo; the authors distill all leadership roles into six distinct styles--which effective leaders switch between depending upon circumstances--then explains the role of each style.</p>\r\n<p>The most effective leaders can move among these styles&sbquo; adopting the one that meets the needs of the moment. They can all become part of the leader&rsquo;s repertoire.</p>\r\n<p><strong>Visionary</strong><br />A visionary leader articulates a shared vision and gives clear direction and really helps people move toward a shared hope or dream. This is the classic model of leadership. It creates an immensely positive impact on the team\'s emotional climate. For example&sbquo; a visionary leader clarifies where the team is going but not how it will get there. This sets people free to innovate&sbquo; experiment&sbquo; and take calculated risks.&nbsp;<br /><br /><strong>Coaching</strong><br />The coaching style involves talking to someone off line&sbquo; outside the team setting. You have a one-on-one conversation&sbquo; not about your shared task&sbquo; not about the job&sbquo; but about the person. Who are you? I\'d like to get to know you; I\'d like to understand you. What do you want in your life? What\'s your life like? What do you want for your career? What do you want from your job? How can I help you get what you want&sbquo; go where you want to go?<br />This conversation opens up an ongoing dialogue letting the leader &lsquo;feedback&rsquo; the task in ways that make sense to that person&sbquo; in terms of where they want to go&sbquo; or to find a stretch task for that person&sbquo; to give them a challenge leading them in the direction they want to be moving anyway.&nbsp;<br /><br /><strong>Affiliating</strong><br />The affiliating style creates harmony in the group by getting people to connect with each other. Affiliating leaders create settings in which people can spend time together&sbquo; get to know each other&sbquo; and then bond together. They focus on people&rsquo;s feelings more than on tasks and goals and use praise lavishly.&nbsp;<br /><br /><strong>Democratic</strong><br />The democratic leader is a consensus builder&sbquo; the person who really listens to other people&sbquo; who takes their opinions into account in making a decision. In situations where the path ahead is unclear&sbquo; a Democratic leader can say in all honesty&sbquo; \"You know&sbquo; you folks know more about this than I do. What do you think I should do?\" The ability to listen gets people on board and makes each person feel they matter.&nbsp;<br /><br /><strong>Pacesetting</strong><br />The pacesetter leads by example and becomes very impatient when people can\'t meet that standard&sbquo; which is very high because pacesetters are very good. They don\'t give positive feedback&sbquo; only negative feedback. &nbsp;They make people feel guilty&sbquo; and that\'s why it lowers the emotional climate instead of raising it.&nbsp;<br /><br /><strong>Commanding</strong><br />The commanding style takes its name from the old command-and-control model&sbquo; the military model. &ldquo;Do it because I say so&sbquo; I\'m the boss.&rdquo;</p>\r\n<p><em>Purchase Primal Leadership by Daniel Goleman for more information on how understanding your leadership style can help you become a more effective leader.</em></p>'),(3161,496,'496142chart.png','<p><span style=\"font-size: small;\">This chart identifies the potential an individual has in each of six important areas of leadership on a team. It does not identify the knowledge or skills required to master each category&sbquo; just the potential to be naturally good at it.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Developing Others</strong></span></p>\r\n<p><span style=\"font-size: small;\">People high in this category are able to develop others&sbquo; to help them move from one level of performance&sbquo; knowledge or skill to another. They act as mentors to other team members in their areas of expertise.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Team Building</strong></span></p>\r\n<p><span style=\"font-size: small;\">Team builders can help influence others to engage in the efforts of the team. They are also naturally proficient in assembling members into a team.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Helping Others Succeed</strong></span></p>\r\n<p><span style=\"font-size: small;\">People high in this category come along side others and help them to achieve their objective&sbquo; they are selfless team members with the desire to see others accomplish their goals and succeed at whatever they do.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Encouraging Others to Succeed</strong></span></p>\r\n<p><span style=\"font-size: small;\">People high in this category are natural encouragers; they act as cheer leaders&sbquo; encouraging others to succeed.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Likes Working With Talented People</strong></span></p>\r\n<p><span style=\"font-size: small;\">People in this category seek out talented members of the team and attempt to work together with them to achieve common goals.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Builds Whats Best for Others</strong></span></p>\r\n<p><span style=\"font-size: small;\">This category of team member seeks to understand the needs of other members of the team and attempts to build upon their goals.</span></p>'),(3162,496,'49645chart.png','<p>Gallup Consulting has found that l<a></a>eaders operate most effectively when they focus on their primary area of leadership strength within the leadership team. The four areas are Executing&sbquo; Influencing&sbquo; Relationship Building and Strategic Thinking. This report/chart identifies your primary areas of leadership strength.</p>\r\n<p>Effective leaders surround themselves with the right people and build on each person\'s strengths. Yet in most cases&sbquo; leadership teams are a product of circumstance more than design.</p>\r\n<p>The vast majority of the time&sbquo; we recruit by job function - and all but ignore individuals\' strengths. . As we worked with these leadership teams&sbquo; we began to see that while each member had his or her own unique strengths&sbquo; the most cohesive and successful teams possessed broader groupings of strengths. So we went back and initiated our most thorough review of this research to date. From this dataset&sbquo; four distinct domains of leadership strength emerged: Executing&sbquo; Influencing&sbquo; Relationship Building&sbquo; and Strategic Thinking. &nbsp;&nbsp;&nbsp;&nbsp;</p>\r\n<p><strong>The Four Domains of Leadership Strength</strong></p>\r\n<p>Instead of one dominant leader who tries to do everything or individuals who all have similar strengths&sbquo; contributions from all four domains lead to a strong and cohesive team. Although individual&rsquo;s need not be well-rounded&sbquo; teams should be.</p>\r\n<p><strong>EXECUTING</strong></p>\r\n<p>Leaders with dominant strength in the Executing domain know how to make things happen. When you need someone to implement a solution&sbquo; these are the people who will work tirelessly to get it done. Leaders with strength to execute have the ability to \"catch\" an idea and make it a reality.</p>\r\n<p><strong>INFLUENCING</strong></p>\r\n<p>Those who lead by Influencing help their team reach a much broader audience. People with strength in this domain are always selling the team\'s ideas inside and outside the organization. When you need someone to take charge&sbquo; speakup&sbquo; and make sure your group is heard&sbquo; look to someone with the strength to influence.</p>\r\n<p><strong>RELATIONSHIP BUILDING</strong></p>\r\n<p>Those who lead through Relationship Building are the essential glue that holds a team together. Without these strengths on a team&sbquo; in many cases&sbquo; the group is simply a composite of individuals. In contrast&sbquo; leaders with exceptional &nbsp;Relationship Building strength have the unique ability to create groups and organizations that are much greater than the sum .</p>\r\n<p><strong>STRATEGIC THINKING</strong></p>\r\n<p>Leaders with great Strategic Thinking strengths are the ones who keep us all focused on what could be. They are constantly absorbing and analyzing information and helping the team make better decisions. People with strength in this domain continually stretch our thinking for the future.</p>\r\n<p><em>Copyright &copy; 2008 Gallup&sbquo; Inc.</em></p>'),(3163,496,'496140chart.png','<p><span style=\"font-size: small;\"><strong>From the book Discover Your Sales Strengths</strong></span></p>\r\n<p><span style=\"font-size: small;\">We know from research that sales success stems from patterns of thought&sbquo; feeling&sbquo; and behavior that explain&sbquo;</span></p>\r\n<p><span style=\"font-size: small;\">Our motivation&sbquo;</span></p>\r\n<p><span style=\"font-size: small;\">The way we build relationships&sbquo;</span></p>\r\n<p><span style=\"font-size: small;\">The way we gain commitments&sbquo;</span></p>\r\n<p><span style=\"font-size: small;\">The structure we need to get our work done&sbquo; and</span></p>\r\n<p><span style=\"font-size: small;\">Our ability to understand and solve customers&rsquo; needs.</span></p>\r\n<p><span style=\"font-size: small;\">These are the five critical dimensions of fit for a sales role. In selection we don\'t use themes; rather&sbquo; we look at very discrete role-specific behaviors that can be narrowly defined and that are very specific to a particular sales role. StrengthsFinder themes are much broader than these role-specific behaviors&sbquo; however&sbquo; and cannot always be easily categorized.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Motivation </strong></span></p>\r\n<p><span style=\"font-size: small;\">We are going to look first at motivation because it is the most Important dimension. The best salespeople we have studied are simply much more motivated than most of the population. And while simply being highly motivated isn\'t enough to be a good salesperson&sbquo; it is absolutely important to have enough motivation. Even before you read this book or took your StrengthsFinder interview&sbquo; you probably had a good idea of how strongly motivated you are. But your StrengthsFinder results can help you understand your particular motivation and how it applies to fit. Our studies suggest that 40 percent at salespeople&rsquo;s success stems directly from being in a situation in which their motivational needs are a good match. That\'s roughly twice as important as any of the other dimensions of fit.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Building Relationships</strong></span></p>\r\n<p><span style=\"font-size: small;\">Although skills and knowledge are crucial to strengths building&sbquo; you must first possess the natural talent for the ability. Smiling&sbquo; or asking probing questions to override your inherent patterns when it comes to reacting to human beings. Since a good part of your success in sales rests on the productive relationships you can create&sbquo; understanding your talents in this area is critical.</span></p>\r\n<p><span style=\"font-size: small;\">If you naturally develop deep relationships with customers for only fifteen minutes and then never see them again&sbquo; you t are squandering a valuable talent.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Gaining Commitments</strong></span></p>\r\n<p><span style=\"font-size: small;\"><strong>Customer Commitment = (Content + Relationship) x Asking </strong></span></p>\r\n<p><span style=\"font-size: small;\">In order to gain customer commitment&sbquo; we have to provide some information that is relevant to the customer\'s needs. This is the content part of the equation. A customer\'s willingness to accept information is heavily influenced by her relationship with a salesperson. In essence we tend to accept Information more readily from someone if we have a positive relationship with. This combination of information and relationship is what primes the pump for a customer purchase. But in most cases&sbquo; more is required in order to turn that agreement into a purchase. That \"more\" takes the form of asking. Some sales books like to use the expression \"closing.\"</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Structure </strong></span></p>\r\n<p><span style=\"font-size: small;\">We all don\'t work equally well in the same structure. Some people can work at home&sbquo; and some people need the surroundings of an office to be productive. When we look at sales jobs&sbquo; we find many different structural components. Some sales representatives are required to check in to an office every day and to check back in at the end of the day. Others may work primarily from an office and visit customers only when specific appointments are set.</span></p>\r\n<p><span style=\"font-size: small;\"><strong>Solving Customer Problems</strong></span></p>\r\n<p><span style=\"font-size: small;\">The last dimension of fit involves recognizing and solving customer problems. These talents can be enor mously helpful when customers have complicated problems that need to be addressed. Most sales roles do not have these requirements to a great degree.</span></p>\r\n<p><span style=\"font-size: small;\">Lately it has become fashionable for many companies to refer to their salespeople as advisers&sbquo; consultants&sbquo; or business specialists as a way to elevate their stature in the eyes of their customers. Since customers all want to deal with vice presidents&sbquo; we will just call all of our sales reps vice presidents&sbquo; or so the thinking goes.</span></p>\r\n<p><span style=\"font-size: small;\">However&sbquo; when we look at the day-to-day activities &middot; of many of these jobs&sbquo; they are more involved in selling routine solutions for routine problems. There is nothing wrong with that. Most large businesses have become large because they have figured out a common solution that will help a majority of customers. Most of these products still need to be sold&sbquo; but often do not require considerable problem solving. So&sbquo; if you&rsquo;re looking to improve your fit in a way that uses thinking themes&sbquo; be careful of taking a job just because of a title. Financial advisers&sbquo; for example&sbquo; can find themselves spending a lot more time on cold calls than on giving financial aid.</span></p>\r\n<p><span style=\"font-size: small;\"><em>Copyright &copy; 2003 by the Gallup Organization</em></span></p>'),(3164,496,'496141chart.png','<p><strong><span style=\"font-size: small;\">From the book Discover Your Sales Strengths.</span></strong></p>\r\n<p><br /><span style=\"font-size: small;\"> Gallup\'s researchers have identified four emotional dimensions that comprise customer engagement. These dimensions begin with confidence and move on in order to Integrity&sbquo; pride&sbquo; and passion. Together&sbquo; these are the building blocks of customer engagement. Without question&sbquo; high levels of customer engagement represent &nbsp;a tough benchmark to meet. In the various industries we studied&sbquo; the number of \"fully engaged\" customers has ranged from the single digits (around 6 to 8 percent) to as high as 35 to 40 percent. Contrast that with the 80 percent of customers reportedly \"satisfied\" in these same industries.&nbsp;</span></p>\r\n<p><br /><span style=\"font-size: small;\"> 1. <strong>Confidence&nbsp;</strong>- Customers feel that the brand or com&bull; pany is trustworthy and that it keeps its promises.</span></p>\r\n<p><span style=\"font-size: small;\">2. <strong>Integrity&nbsp;</strong>- Customers feel that the company treats them fairly.</span></p>\r\n<p><span style=\"font-size: small;\">3. <strong>Pride&nbsp;</strong>- Customers feel good about the product or service and also feel that using the product reflects well on them.</span></p>\r\n<p><span style=\"font-size: small;\">4. <strong>Passion&nbsp;</strong>- Now&sbquo; there\'s a word that scares many people! What we are getting at is the strong relationship that exists between a company and a client \'when the latter views the former as irreplaceable.&nbsp;</span></p>'),(3165,496,'4961chart.png','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>\r\n<p>1 -2 Not a fit</p>\r\n<p>3-4 Poor Fit</p>\r\n<p>5 -&nbsp;6 = Avg Potential</p>\r\n<p>7-8 Above Average Potential and Drive</p>\r\n<p>9-10 High Level of&nbsp;Potential and Very good fit</p>\r\n<p>11-12 As good as it gets</p>'),(3166,496,'496106chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(3167,496,'496100chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(3168,496,'49698chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(3169,496,'496101chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(3170,496,'496102chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(3171,496,'496107chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(3172,496,'496122chart.png','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>\r\n<p>The 1990 Perkins Act defines vocational education as \"organized educational programs offering a sequence of courses which are directly related to the preparation of individuals in paid or unpaid employment in current or emerging occupations requiring other than a baccalaureate or advanced degree.\"</p>'),(5459,347,'347145chart.jpg','<p><strong>The Three Primary Learning Styles&nbsp; &nbsp;&nbsp;</strong></p>\r\n<p>Children develop their preferred learning style as they grow older. As children grow up&sbquo; they develop their own style and preference of learning based on three different primary learning styles. Most people favor one style of learning&sbquo; but can learn to adapt to other styles. However&sbquo; if you notice a student struggling in class&sbquo; it could mean that he is not getting enough stimulation in his preferred style of learning&sbquo; or that he has trouble learning in the way the teacher prefers. Learning to identify your own personal learning style or those of your students will help you make the academic setting more effective and beneficial for everyone involved.</p>\r\n<p><br /><strong>The Three Learning Styles Assessment of Learning Styles</strong></p>\r\n<p><strong>Kinesthetic/Tactile</strong></p>\r\n<p>According to MindWorks Resources&sbquo; 5 percent of adults are primarily kinesthetic (also called tactile) learners&sbquo; even though everyone initially starts out as a kinesthetic learner. Babies and young children learn by touching things and engaging their bodies in activity. Older children and adults who are tactile learners also need to have a hands-on environment and prefer to learn by doing. If a kinesthetic learner gets bored in the classroom or is unable to engage in her preferred learning style&sbquo; she may start fidgeting and find reasons to move around.</p>\r\n<p><br /><strong>Auditory</strong></p>\r\n<p>By adulthood&sbquo; 30 percent of people prefer the auditory learning style. This means they learn by hearing&sbquo; even if they have to learn by listening to themselves talk. They prefer to hear their professors lecture instead of copying notes from a projector or reading textbook material quietly. If an auditory learner has to sit in a quiet learning atmosphere for too long&sbquo; he may begin to talk softly to himself or his neighbor.</p>\r\n<p><br /><strong>Visual</strong></p>\r\n<p>The majority of adults&sbquo; 65 percent according to MindWorks Resources&sbquo; need to observe and watch information in order to digest it properly. Visual learners would rather read information for themselves rather than listen to a lecture or have someone read it to them. They also tend to take detailed&sbquo; organized notes to refer to later. They may even incorporate different colors in their note-taking to help special or difficult information stand out to them. If a visual student sits in a classroom with no visual stimulation&sbquo; his eyes may wander around the room or out a window.</p>\r\n<p><br /><strong>Mixed/Percentages</strong></p>\r\n<p>Most adults will favor one of the three primary learning styles and have a secondary style that also works for them&sbquo; just not as well as their first preference. They may also have an even blend of two different learning types&sbquo; or have an even preference of all three learning styles. This benefits the individuals because it gives them more versatility in their ability to learn from different types of teachers.</p>\r\n<p><em>By Chelsea Baldwin&sbquo; eHow Contributor</em><span style=\"font-size: small;\"><br /></span></p>'),(5460,347,'347143chart.jpg','<p><strong>Personal Orientation</strong></p>\r\n<p>Two people can read the same poem and view it differently&sbquo; it is the same poem&sbquo; we just interpret it differently from others.&nbsp;We tend to view life from different perspectives depending upon how we are designed. This chart identifies how you look at or view things&sbquo; from what perspective.</p>\r\n<p><strong>There are seven domains being evaluated in this chart/report.</strong></p>\r\n<p><strong>Futuristic </strong>&ndash; Goal Oriented Futuristic leaders use their ideas and intellect to develop concrete strategic initiatives. They are hard workers who resonate with others to get things done as they promote a positive outlook for the future. They tend to have faith in what they perceive the future to hold&sbquo; they have the ability to move forward regardless of the lack of data because they can perceive from the world around them that things are moving in a certain direction.&nbsp;</p>\r\n<p><strong>Executive </strong>- Outcome Oriented Outcome oriented leaders are hard working&sbquo; Consistent&sbquo; responsible&sbquo; focused and disciplined leaders. They promote action and achievement on initiatives which they are carefully and strategically focused on to achieve the desired results. They support others in the accomplishment of their goals&sbquo; helping them to achieve the desired outcome. They are devoted to those who they lead&sbquo; they give and expect loyalty.</p>\r\n<p><strong>Methodical </strong>&ndash; Diligence Oriented Diligence oriented leaders are focused analytical leaders who are consistent and disciplined in keeping commitments. They keep the past in mind as they seek to mitigate the risks in initiatives they are responsible for; always seeking to restore what is broken&sbquo; including relationships. They tend to be objective perfectionists who excel in education and the sciences as practitioners and scientists.</p>\r\n<p><strong>Inspirational </strong>- Vision Oriented Inspirational leaders are highly adaptable promoters with great people and communication skills. They keep a positive attitude as they build relationships through their confidence in self and others. They tend to promote themselves as they work to develop others through persuasion&sbquo; inspiring them to see their vision for the future as they work toward the results that fulfill their vision.</p>\r\n<p><strong>Relational </strong>&ndash; People Oriented&nbsp;People oriented leaders grow their circle of influence through their ability to read people and engage them through their consistent caring personalities. They love people and will adapt to win others over to their cause. They are giving leaders with good communication skills who keep the past in mind as they promote their initiatives. They are objective thinkers who care for&sbquo; protect&sbquo; develop and nurture others.</p>\r\n<p><strong>Intellectual </strong>- Philosophically&nbsp;Oriented Thought leadership oriented leaders are visionaries and change agents with the ability to persuade others with what they learn through their objective approach to life. They are analytical by nature and develop deep convictions about what they believe. They are deep thinkers who understand how people and things are connected in life and they focus on the ideas that come out of that understanding to excite them for the future.</p>\r\n<p><strong>Influential </strong>&ndash; Charisma Oriented Charisma oriented leaders have a dramatic approach to life. They love people and have deep convictions about connecting with others through their superior communication skills. They see the potential in others as they resonate with them and seek to win them over through their positive yet persuasive approach to life. They promote themselves and others as they others develop and restore broken relationships.</p>'),(5461,347,'3478chart.jpg','<p><strong>Leaders</strong></p>\r\n<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>\r\n<p><strong>Managers</strong></p>\r\n<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>\r\n<p><strong>Practitioners&sbquo; Technicians and Workers</strong></p>\r\n<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>\r\n<p><strong>Understanding Leaders&sbquo; Managers and Practitioners/Knowledge Workers</strong></p>\r\n<table border=\"1\" cellspacing=\"5\" cellpadding=\"0\" align=\"left\">\r\n<tbody>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Life Role Legend</strong></p>\r\n<p><strong>&nbsp;</strong></p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Leaders</strong></p>\r\n<p>Making sure the right things are done</p>\r\n<p>(10% of the people)</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Managers</strong></p>\r\n<p>Making sure things are done right</p>\r\n<p>(30% of the people)</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Practitioners</strong></p>\r\n<p>Know how to do things</p>\r\n<p>(60% of the people)</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Who   does it</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Leaders   - They are identified by the leadership chart as being Vision driven</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Managers   - They are identified by the leadership chart as being Mission driven</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Workers   - They are identified by the leadership chart as being People or Task &nbsp;   driven</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they know</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   know how to figure out what and why initiatives needs to be done and can   articulate it to the troops</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   can understand why and what needs to be done and can understand how to get it   done</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Know or   can learn how to do what needs to be done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they are commissioned to do</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   develop initiatives that bring about change</p>\r\n<p>Create   Vision for change.</p>\r\n<p>Develop   and Articulate</p>\r\n<p>-Strategic   objective<br /> -Vision<br /> -Mission<br /> -Strategy<br /> -Core Practices</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Plan   Change</p>\r\n<p>Prepare   others for change</p>\r\n<p>Measure   change</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Execute   Change</p>\r\n<p>Maintain   standards</p>\r\n<p>Report   execution to standard</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they communicate</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Why an   Initiative has to be done and wisdom behind doing it</p>\r\n<p>They   collaborate on what has to be done with managers</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   collaborate with leaders to develop an understanding of why an initiative has   to be done</p>\r\n<p>They   collaborate on the knowledge required to know how to do the initiative to   workers</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they did and how well they did to standard</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   are their tools</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Strategy<br /> -Vision<br /> -Emotion<br /> -Wisdom<br /> -Leadership Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Tactics<br /> -Mission<br /> -Logic<br /> -Understanding<br /> -Leadership and<br /> -Management Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Execution<br /> -Duty<br /> -Skills<br /> -Knowledge<br /> -Production Systems</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>How are   they measured</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<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>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>On how   well they plan&sbquo; prepare&sbquo; measure and report.</p>\r\n<p>Created   efficiencies that bring effectivity</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>How   well they execute<br /> Efficiency</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lead   with</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Emotion   that conveys Hope Through Leadership Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Reason   that conveys Faith by Merging Leadership and Management Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Relationships   that convey Charity through action driven production systems</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Accountability</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Vision. Trusted with why&sbquo; what and how</p>\r\n<p>Accountable   for why&sbquo; what and how</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Mission. Trusted with what</p>\r\n<p>Accountable   for what and how</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Work. Trusted to do the what Accountable for how things are done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Greatest   Obstacles&nbsp;</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Wisdom   of why</p>\r\n<p>Wisdom   of what</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Understanding   of why</p>\r\n<p>Understanding   of what</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Knowledge   of why</p>\r\n<p>Knowledge   of what</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Potential</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Exponential   growth of the organization by leveraging organization Vision&sbquo; Value and Core   Competencies to accomplish the strategic objective</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Multiplier   of time and material by leveraging resources to accomplish the strategic   objective</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Adds   leverage by knowing how to accomplish what needs to be done to accomplish the   strategic objective</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Allignment   responsibilities</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Vision   and strategic objective to motivating passion. Tendency to migrate toward   reactionary activity and tyranny of the urgent.</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Vision   and strategic objective to Mission. Tendency to migrate toward reactionary   activity and tyranny of the urgent.</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Mission   and strategic objective to Activity. Tendency to migrate toward reactionary   activity and tyranny of the urgent.</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Growth</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   grow in wisdom understanding and knowledge to raise leadership lid</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   have more wisdom understanding and knowledge to lead</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   have more knowledge and understanding to manage</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Gravity</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   wisdom migrates leaders toward management and set low leadership lid</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   understanding creates micro management</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   knowledge creates poor results</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>'),(5462,347,'34750chart.jpg','<p>In the book &ldquo;Primal Leadership&sbquo;&rdquo; Daniel Goleman&sbquo; who popularized the notion of &ldquo;Emotional Intelligence&sbquo;&rdquo; describes six different styles of leadership.&nbsp;Based in part on research data from 3&sbquo;871 executives&sbquo; the authors distill all leadership roles into six distinct styles--which effective leaders switch between depending upon circumstances--then explains the role of each style.</p>\r\n<p>The most effective leaders can move among these styles&sbquo; adopting the one that meets the needs of the moment. They can all become part of the leader&rsquo;s repertoire.</p>\r\n<p><strong>Visionary</strong><br />A visionary leader articulates a shared vision and gives clear direction and really helps people move toward a shared hope or dream. This is the classic model of leadership. It creates an immensely positive impact on the team\'s emotional climate. For example&sbquo; a visionary leader clarifies where the team is going but not how it will get there. This sets people free to innovate&sbquo; experiment&sbquo; and take calculated risks.&nbsp;<br /><br /><strong>Coaching</strong><br />The coaching style involves talking to someone off line&sbquo; outside the team setting. You have a one-on-one conversation&sbquo; not about your shared task&sbquo; not about the job&sbquo; but about the person. Who are you? I\'d like to get to know you; I\'d like to understand you. What do you want in your life? What\'s your life like? What do you want for your career? What do you want from your job? How can I help you get what you want&sbquo; go where you want to go?<br />This conversation opens up an ongoing dialogue letting the leader &lsquo;feedback&rsquo; the task in ways that make sense to that person&sbquo; in terms of where they want to go&sbquo; or to find a stretch task for that person&sbquo; to give them a challenge leading them in the direction they want to be moving anyway.&nbsp;<br /><br /><strong>Affiliating</strong><br />The affiliating style creates harmony in the group by getting people to connect with each other. Affiliating leaders create settings in which people can spend time together&sbquo; get to know each other&sbquo; and then bond together. They focus on people&rsquo;s feelings more than on tasks and goals and use praise lavishly.&nbsp;<br /><br /><strong>Democratic</strong><br />The democratic leader is a consensus builder&sbquo; the person who really listens to other people&sbquo; who takes their opinions into account in making a decision. In situations where the path ahead is unclear&sbquo; a Democratic leader can say in all honesty&sbquo; \"You know&sbquo; you folks know more about this than I do. What do you think I should do?\" The ability to listen gets people on board and makes each person feel they matter.&nbsp;<br /><br /><strong>Pacesetting</strong><br />The pacesetter leads by example and becomes very impatient when people can\'t meet that standard&sbquo; which is very high because pacesetters are very good. They don\'t give positive feedback&sbquo; only negative feedback. &nbsp;They make people feel guilty&sbquo; and that\'s why it lowers the emotional climate instead of raising it.&nbsp;<br /><br /><strong>Commanding</strong><br />The commanding style takes its name from the old command-and-control model&sbquo; the military model. &ldquo;Do it because I say so&sbquo; I\'m the boss.&rdquo;</p>\r\n<p><em>Purchase Primal Leadership by Daniel Goleman for more information on how understanding your leadership style can help you become a more effective leader.</em></p>'),(5463,347,'347142chart.jpg','<p>This chart identifies the potential an individual has in each of six important areas of leadership on a team. It does not identify the knowledge or skills required to master each category&sbquo; just the potential to be naturally good at it.</p>\r\n<p><strong>Developing Others</strong></p>\r\n<p>People high in this category are able to develop others&sbquo; to help them move from one level of performance&sbquo; knowledge or skill to another. They act as mentors to other team members in their areas of expertise.</p>\r\n<p><strong>Team Building</strong></p>\r\n<p>Team builders can help influence others to engage in the efforts of the team. They are also naturally proficient in assembling members into a team.</p>\r\n<p><strong>Helping Others Succeed</strong></p>\r\n<p>People high in this category come along side others and help them to achieve their objective&sbquo; they are selfless team members with the desire to see others accomplish their goals and succeed at whatever they do.</p>\r\n<p><strong>Encouraging Others to Succeed</strong></p>\r\n<p>People high in this category are natural encouragers; they act as cheer leaders&sbquo; encouraging others to succeed.</p>\r\n<p><strong>Likes Working With Talented People</strong></p>\r\n<p>People in this category seek out talented members of the team and attempt to work together with them to achieve common goals.</p>\r\n<p><strong>Builds Whats Best for Others</strong></p>\r\n<p>This category of team member seeks to understand the needs of other members of the team and attempts to build upon their goals.</p>'),(5464,347,'34745chart.jpg','<p>Gallup Consulting has found that l<a></a>eaders operate most effectively when they focus on their primary area of leadership strength within the leadership team. The four areas are Executing&sbquo; Influencing&sbquo; Relationship Building and Strategic Thinking. This report/chart identifies your primary areas of leadership strength.</p>\r\n<p>Effective leaders surround themselves with the right people and build on each person\'s strengths. Yet in most cases&sbquo; leadership teams are a product of circumstance more than design.</p>\r\n<p>The vast majority of the time&sbquo; we recruit by job function - and all but ignore individuals\' strengths. . As we worked with these leadership teams&sbquo; we began to see that while each member had his or her own unique strengths&sbquo; the most cohesive and successful teams possessed broader groupings of strengths. So we went back and initiated our most thorough review of this research to date. From this dataset&sbquo; four distinct domains of leadership strength emerged: Executing&sbquo; Influencing&sbquo; Relationship Building&sbquo; and Strategic Thinking. &nbsp;&nbsp;&nbsp;&nbsp;</p>\r\n<p><strong>The Four Domains of Leadership Strength</strong></p>\r\n<p>Instead of one dominant leader who tries to do everything or individuals who all have similar strengths&sbquo; contributions from all four domains lead to a strong and cohesive team. Although individual&rsquo;s need not be well-rounded&sbquo; teams should be.</p>\r\n<p><strong>EXECUTING</strong></p>\r\n<p>Leaders with dominant strength in the Executing domain know how to make things happen. When you need someone to implement a solution&sbquo; these are the people who will work tirelessly to get it done. Leaders with strength to execute have the ability to \"catch\" an idea and make it a reality.</p>\r\n<p><strong>INFLUENCING</strong></p>\r\n<p>Those who lead by Influencing help their team reach a much broader audience. People with strength in this domain are always selling the team\'s ideas inside and outside the organization. When you need someone to take charge&sbquo; speakup&sbquo; and make sure your group is heard&sbquo; look to someone with the strength to influence.</p>\r\n<p><strong>RELATIONSHIP BUILDING</strong></p>\r\n<p>Those who lead through Relationship Building are the essential glue that holds a team together. Without these strengths on a team&sbquo; in many cases&sbquo; the group is simply a composite of individuals. In contrast&sbquo; leaders with exceptional &nbsp;Relationship Building strength have the unique ability to create groups and organizations that are much greater than the sum .</p>\r\n<p><strong>STRATEGIC THINKING</strong></p>\r\n<p>Leaders with great Strategic Thinking strengths are the ones who keep us all focused on what could be. They are constantly absorbing and analyzing information and helping the team make better decisions. People with strength in this domain continually stretch our thinking for the future.</p>\r\n<p><em>Copyright &copy; 2008 Gallup&sbquo; Inc.</em></p>'),(5465,347,'347140chart.jpg','<p><strong>From the book Discover Your Sales Strengths</strong></p>\r\n<p>We know from research that sales success stems from patterns of thought&sbquo; feeling&sbquo; and behavior that explain&sbquo;</p>\r\n<p>Our motivation&sbquo;</p>\r\n<p>The way we build relationships&sbquo;</p>\r\n<p>The way we gain commitments&sbquo;</p>\r\n<p>The structure we need to get our work done&sbquo; and</p>\r\n<p>Our ability to understand and solve customers&rsquo; needs.</p>\r\n<p>These are the five critical dimensions of fit for a sales role. In selection we don\'t use themes; rather&sbquo; we look at very discrete role-specific behaviors that can be narrowly defined and that are very specific to a particular sales role. StrengthsFinder themes are much broader than these role-specific behaviors&sbquo; however&sbquo; and cannot always be easily categorized.</p>\r\n<p><strong>Motivation</strong></p>\r\n<p>We are going to look first at motivation because it is the most Important dimension. The best salespeople we have studied are simply much more motivated than most of the population. And while simply being highly motivated isn\'t enough to be a good salesperson&sbquo; it is absolutely important to have enough motivation. Even before you read this book or took your StrengthsFinder interview&sbquo; you probably had a good idea of how strongly motivated you are. But your StrengthsFinder results can help you understand your particular motivation and how it applies to fit. Our studies suggest that 40 percent at salespeople&rsquo;s success stems directly from being in a situation in which their motivational needs are a good match. That\'s roughly twice as important as any of the other dimensions of fit.</p>\r\n<p><strong>Building Relationships</strong></p>\r\n<p>Although skills and knowledge are crucial to strengths building&sbquo; you must first possess the natural talent for the ability. Smiling&sbquo; or asking probing questions to override your inherent patterns when it comes to reacting to human beings. Since a good part of your success in sales rests on the productive relationships you can create&sbquo; understanding your talents in this area is critical.</p>\r\n<p>If you naturally develop deep relationships with customers for only fifteen minutes and then never see them again&sbquo; you t are squandering a valuable talent.</p>\r\n<p><strong>Gaining Commitments</strong></p>\r\n<p>Customer Commitment = (Content + Relationship) x Asking</p>\r\n<p>In order to gain customer commitment&sbquo; we have to provide some information that is relevant to the customer\'s needs. This is the content part of the equation. A customer\'s willingness to accept information is heavily influenced by her relationship with a salesperson. In essence we tend to accept Information more readily from someone if we have a positive relationship with. This combination of information and relationship is what primes the pump for a customer purchase. But in most cases&sbquo; more is required in order to turn that agreement into a purchase. That \"more\" takes the form of asking. Some sales books like to use the expression \"closing.\"</p>\r\n<p><strong>Structure</strong></p>\r\n<p>We all don\'t work equally well in the same structure. Some people can work at home&sbquo; and some people need the surroundings of an office to be productive. When we look at sales jobs&sbquo; we find many different structural components. Some sales representatives are required to check in to an office every day and to check back in at the end of the day. Others may work primarily from an office and visit customers only when specific appointments are set.</p>\r\n<p><strong>Solving Customer Problems</strong></p>\r\n<p>The last dimension of fit involves recognizing and solving customer problems. These talents can be enor mously helpful when customers have complicated problems that need to be addressed. Most sales roles do not have these requirements to a great degree.</p>\r\n<p>Lately it has become fashionable for many companies to refer to their salespeople as advisers&sbquo; consultants&sbquo; or business specialists as a way to elevate their stature in the eyes of their customers. Since customers all want to deal with vice presidents&sbquo; we will just call all of our sales reps vice presidents&sbquo; or so the thinking goes.</p>\r\n<p>However&sbquo; when we look at the day-to-day activities &middot; of many of these jobs&sbquo; they are more involved in selling routine solutions for routine problems. There is nothing wrong with that. Most large businesses have become large because they have figured out a common solution that will help a majority of customers. Most of these products still need to be sold&sbquo; but often do not require considerable problem solving. So&sbquo; if you&rsquo;re looking to improve your fit in a way that uses thinking themes&sbquo; be careful of taking a job just because of a title. Financial advisers&sbquo; for example&sbquo; can find themselves spending a lot more time on cold calls than on giving financial aid.</p>\r\n<p><em>Copyright &copy; 2003 by the Gallup Organization</em></p>'),(5466,347,'347141chart.jpg','<p><strong>From the book Discover Your Sales Strengths.</strong></p>\r\n<p><br /> Gallup\'s researchers have identified four emotional dimensions that comprise customer engagement. These dimensions begin with confidence and move on in order to Integrity&sbquo; pride&sbquo; and passion. Together&sbquo; these are the building blocks of customer engagement. Without question&sbquo; high levels of customer engagement represent &nbsp;a tough benchmark to meet. In the various industries we studied&sbquo; the number of \"fully engaged\" customers has ranged from the single digits (around 6 to 8 percent) to as high as 35 to 40 percent. Contrast that with the 80 percent of customers reportedly \"satisfied\" in these same industries.&nbsp;</p>\r\n<p><br /> 1. <strong>Confidence&nbsp;</strong>- Customers feel that the brand or com&bull; pany is trustworthy and that it keeps its promises.</p>\r\n<p>2. <strong>Integrity&nbsp;</strong>- Customers feel that the company treats them fairly.</p>\r\n<p>3. <strong>Pride&nbsp;</strong>- Customers feel good about the product or service and also feel that using the product reflects well on them.</p>\r\n<p>4. <strong>Passion&nbsp;</strong>- Now&sbquo; there\'s a word that scares many people! What we are getting at is the strong relationship that exists between a company and a client \'when the latter views the former as irreplaceable.&nbsp;</p>'),(5467,347,'34710chart.jpg','<h1 style=\"text-align: left;\">Financial Occupations</h1>\r\n<table style=\"float: left;\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\r\n<thead> \r\n<tr>\r\n<td>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td>\r\n<p><strong>OCCUPATION</strong></p>\r\n</td>\r\n<td>\r\n<p><strong>JOB SUMMARY</strong></p>\r\n</td>\r\n<td>\r\n<p><strong>ENTRY-LEVEL EDUCATION</strong>&nbsp;<a href=\"http://www.bls.gov/#TB_inline?height=325&amp;width=325&amp;inlineId=inlinehelp-education\">&nbsp;</a>&nbsp;</p>\r\n</td>\r\n<td>\r\n<p><strong>2010 MEDIAN PAY&nbsp;</strong><a href=\"http://www.bls.gov/#TB_inline?height=325&amp;width=325&amp;inlineId=inlinehelp-pay\">&nbsp;</a>&nbsp;</p>\r\n</td>\r\n</tr>\r\n</thead> \r\n<tbody>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/accountants-and-auditors.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/accountants-and-auditors.htm\">Accountants and Auditors</a></p>\r\n</td>\r\n<td>\r\n<p>Accountants and auditors prepare and examine   financial records. They ensure that financial records are accurate and that   taxes are paid properly and on time. Accountants and auditors assess   financial operations and work to help ensure that organizations run   efficiently.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$61&sbquo;690</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/budget-analysts.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/budget-analysts.htm\">Budget Analysts</a></p>\r\n</td>\r\n<td>\r\n<p>Budget analysts help public and private   institutions organize their finances. They prepare budget reports and monitor   institutional spending.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$68&sbquo;200</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/financial-analysts.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/financial-analysts.htm\">Financial Analysts</a></p>\r\n</td>\r\n<td>\r\n<p>Financial analysts provide guidance to   businesses and individuals making investment decisions. They assess the   performance of stocks&sbquo; bonds&sbquo; and other types of investments.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$74&sbquo;350</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/financial-examiners.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/financial-examiners.htm\">Financial Examiners</a></p>\r\n</td>\r\n<td>\r\n<p>Financial examiners ensure compliance with   laws governing financial institutions and transactions. They review balance   sheets&sbquo; evaluate the risk level of loans&sbquo; and assess bank management.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$74&sbquo;940</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/management-analysts.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/management-analysts.htm\">Management Analysts</a></p>\r\n</td>\r\n<td>\r\n<p>Management analysts&sbquo; often called management   consultants&sbquo; propose ways to improve an organization\'s efficiency. They   advise managers on how to make organizations more profitable through reduced   costs and increased revenues.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$78&sbquo;160</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/personal-financial-advisors.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/personal-financial-advisors.htm\">Personal Financial Advisors</a></p>\r\n</td>\r\n<td>\r\n<p>Personal financial advisors give financial   advice to people. They help with investments&sbquo; taxes&sbquo; and insurance decisions.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$64&sbquo;750</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/tax-examiners-and-collectors-and-revenue-agents.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/tax-examiners-and-collectors-and-revenue-agents.htm\">Tax Examiners and Collectors&sbquo;   and Revenue Agents</a></p>\r\n</td>\r\n<td>\r\n<p>Tax examiners and collectors&sbquo; and revenue   agents ensure that governments get their tax money from businesses and   citizens. They review tax returns&sbquo; conduct audits&sbquo; identify taxes owed&sbquo; and   collect overdue tax payments.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$49&sbquo;360</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/appraisers-and-assessors-of-real-estate.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/appraisers-and-assessors-of-real-estate.htm\">Appraisers   and Assessors of Real Estate</a></p>\r\n</td>\r\n<td>\r\n<p>Appraisers   and assessors of real estate estimate the value of real property&mdash;land and the   buildings on that land&mdash; before it is sold&sbquo; mortgaged&sbquo; taxed&sbquo; insured&sbquo; or   developed.</p>\r\n</td>\r\n<td>\r\n<p>High   school diploma or equivalent</p>\r\n</td>\r\n<td>\r\n<p>$48&sbquo;500</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<p style=\"text-align: left;\">&nbsp;</p>\r\n<p style=\"text-align: left;\">&nbsp;</p>\r\n<p style=\"text-align: left;\">Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p style=\"text-align: left;\">This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p style=\"text-align: left;\">Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p style=\"text-align: left;\">For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p style=\"text-align: left;\">Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>\r\n<p style=\"text-align: left;\">1 -2 Not a fit</p>\r\n<p style=\"text-align: left;\">3-4 Poor Fit</p>\r\n<p style=\"text-align: left;\">5 -&nbsp;6 = Avg Potential</p>\r\n<p style=\"text-align: left;\">7-8 Above Average Potential and Drive</p>\r\n<p style=\"text-align: left;\">9-10 High Level of&nbsp;Potential and Very good fit</p>\r\n<p style=\"text-align: left;\">11-12 As good as it gets</p>'),(5468,347,'34711chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>\r\n<p>1 -2 Not a fit</p>\r\n<p>3-4 Poor Fit</p>\r\n<p>5 -&nbsp;6 = Avg Potential</p>\r\n<p>7-8 Above Average Potential and Drive</p>\r\n<p>9-10 High Level of&nbsp;Potential and Very good fit</p>\r\n<p>11-12 As good as it gets</p>'),(5469,347,'34712chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5470,347,'34714chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5471,347,'34713chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5472,347,'34715chart.jpg','<h1>Architecture Occupations</h1>\r\n<table border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\r\n<thead> \r\n<tr>\r\n<td>\r\n<p><strong>&nbsp;</strong></p>\r\n</td>\r\n<td>\r\n<p><strong>OCCUPATION</strong></p>\r\n</td>\r\n<td>\r\n<p><strong>JOB SUMMARY</strong></p>\r\n</td>\r\n<td>\r\n<p><strong>ENTRY-LEVEL EDUCATION</strong><strong>&nbsp;</strong><a href=\"http://www.bls.gov/#TB_inline?height=325&amp;width=325&amp;inlineId=inlinehelp-education\"><strong>&nbsp;</strong></a><strong>&nbsp;</strong></p>\r\n</td>\r\n<td>\r\n<p><strong>2010 MEDIAN PAY</strong><strong>&nbsp;</strong><a href=\"http://www.bls.gov/#TB_inline?height=325&amp;width=325&amp;inlineId=inlinehelp-pay\"><strong>&nbsp;</strong></a><strong>&nbsp;</strong></p>\r\n</td>\r\n</tr>\r\n</thead> \r\n<tbody>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/architecture-and-engineering/architects.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><strong><a href=\"http://www.bls.gov/ooh/architecture-and-engineering/architects.htm\">Architects</a></strong></p>\r\n</td>\r\n<td>\r\n<p>Architects plan and design buildings and   other structures.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$72&sbquo;550</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/architecture-and-engineering/drafters.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><strong><a href=\"http://www.bls.gov/ooh/architecture-and-engineering/drafters.htm\">Drafters</a></strong></p>\r\n</td>\r\n<td>\r\n<p>Drafters use software to convert the designs   of engineers and architects into technical drawings and plans. Workers in   production and construction use these plans to build everything from   microchips to skyscrapers.</p>\r\n</td>\r\n<td>\r\n<p>Associate&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$47&sbquo;880</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/arts-and-design/interior-designers.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><strong><a href=\"http://www.bls.gov/ooh/arts-and-design/interior-designers.htm\">Interior   Designers</a></strong></p>\r\n</td>\r\n<td>\r\n<p>Interior   designers make interior spaces functional&sbquo; safe&sbquo; and beautiful for almost   every type of building: offices&sbquo; homes&sbquo; airport terminals&sbquo; shopping malls&sbquo;   and restaurants. They select and specify colors&sbquo; finishes&sbquo; fabrics&sbquo;   furniture&sbquo; flooring and wallcoverings&sbquo; lighting&sbquo; and other materials to   create useful and stylish interiors for buildings.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$46&sbquo;280</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<p>&nbsp;</p>\r\n<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5473,347,'34716chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5474,347,'34717chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5475,347,'34718chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5476,347,'3471chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>\r\n<p>1 -2 Not a fit</p>\r\n<p>3-4 Poor Fit</p>\r\n<p>5 -&nbsp;6 = Avg Potential</p>\r\n<p>7-8 Above Average Potential and Drive</p>\r\n<p>9-10 High Level of&nbsp;Potential and Very good fit</p>\r\n<p>11-12 As good as it gets</p>'),(5477,347,'34748chart.jpg',''),(5478,347,'34719chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5479,347,'34720chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5480,347,'34721chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5481,347,'34722chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5482,347,'34724chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5483,347,'34725chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5484,347,'34726chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5485,347,'34727chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5486,347,'34728chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5487,347,'34729chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5488,347,'34733chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5489,347,'34731chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5490,347,'34734chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5491,347,'347146chart.jpg','<div>\r\n<h3>Types of Enlisted Personnel</h3>\r\n</div>\r\n<p>The following are examples of types of occupations for enlisted personnel:</p>\r\n<p><em><strong>Administrative personnel</strong></em>&nbsp;work in a variety of jobs. The military must keep accurate information for planning and managing its operations. Both paper and electronic records are kept on personnel and on equipment&sbquo; funds&sbquo; and all other aspects of the military. Administrative personnel record information&sbquo; prepare reports&sbquo; and maintain files. They may work in a specialized area&sbquo; such as finance&sbquo; accounting&sbquo; legal affairs&sbquo; maintenance&sbquo; supply&sbquo; or transportation.</p>\r\n<p><em><strong>Combat specialty personnel</strong></em>&nbsp;work in specialty occupations&sbquo; such as infantry&sbquo; artillery&sbquo; and Special Forces. People in these occupations normally specialize by type of weapon system or combat operation. Examples include infantry specialists who conduct ground combat operations&sbquo; tank crews who operate battle tanks&sbquo; or seamanship specialists who are responsible for operating and maintaining ships. Combat specialty personnel may maneuver against enemy forces and positions and fire artillery&sbquo; guns&sbquo; mortars&sbquo; or missiles to destroy enemy positions. They may also operate various types of combat vehicles&sbquo; such as amphibious assault vehicles&sbquo; tanks&sbquo; or small boats&sbquo; in combat missions. Especially difficult or specialized missions are performed by elite Special Operations teams&sbquo; who are constantly ready to respond anywhere in the world on a moment&rsquo;s notice.</p>\r\n<p><em><strong>Construction personnel</strong></em>&nbsp;in the military build or repair buildings&sbquo; airfields&sbquo; bridges&sbquo; and other structures. They may also operate heavy equipment&sbquo; such as bulldozers&sbquo; tractors&sbquo; or cranes. They work with engineers and other building specialists as part of military construction teams. Some personnel specialize in areas such as plumbing&sbquo; electrical wiring&sbquo; or water purification.</p>\r\n<p><em><strong>Electronic and electrical equipment repair personnel</strong></em>&nbsp;maintain and repair electronic equipment used in the military. Repairers normally specialize by general area&sbquo; such as aircraft electrical systems&sbquo; computers&sbquo; optical equipment&sbquo; communications&sbquo; or weapons systems. For example&sbquo; weapons electronic maintenance technicians maintain and repair electronic components and systems that help locate targets and help aim and fire weapons.</p>\r\n<p><em><strong>Engineering&sbquo; science&sbquo; and technical personnel</strong></em>&nbsp;in the military use specialized knowledge to perform a variety of tasks. They operate technical equipment&sbquo; solve complex problems&sbquo; or provide and interpret information. They typically specialize in one area&sbquo; such as information technology&sbquo; environmental health and safety&sbquo; or intelligence.</p>\r\n<ul>\r\n<li><em>Information technology specialists</em>&nbsp;develop software programs and operate computer systems.</li>\r\n<li><em>Environmental health and safety specialists</em>&nbsp;inspect military facilities and food supplies to ensure that they are safe for use.</li>\r\n<li><em>Intelligence specialists</em>&nbsp;gather and study information needed by the military and prepare reports on this information.</li>\r\n</ul>\r\n<p><em><strong>Healthcare personnel</strong></em>&nbsp;help medical professionals provide medical services for men and women in the military. They may work as part of a patient-service team in close contact with doctors&sbquo; nurses&sbquo; or other healthcare professionals. Some specialize in providing emergency medical treatment in combat or remote areas where medical care is unavailable. Others specialize in laboratory testing of tissue and blood samples; maintaining pharmacy supplies or patients&rsquo; records; assisting with dental procedures; operating diagnostic tools&sbquo; such as x-ray and ultrasound machines; or other healthcare tasks.</p>\r\n<p><em><strong>Human resources development personnel</strong></em>&nbsp;recruit qualified people into the military&sbquo; place them in suitable occupations&sbquo; and provide training programs. These specialists usually focus on a particular duty.&nbsp;</p>\r\n<ul>\r\n<li><em>Recruiting specialists</em>&nbsp;provide information about military careers to young people&sbquo; parents&sbquo; schools&sbquo; and local communities&sbquo; and explain the Armed Services&rsquo; employment and training opportunities&sbquo; pay and benefits&sbquo; and service life.</li>\r\n<li><em>Personnel specialists</em>&nbsp;collect and store information about military personnel&sbquo; including information on their previous and current training&sbquo; job assignments&sbquo; promotions&sbquo; and health.</li>\r\n<li><em>Training specialists</em>&nbsp;and instructors teach classes and instruct military personnel on how to perform their jobs.</li>\r\n</ul>\r\n<p><em><strong>Machine operator and production personnel</strong></em>&nbsp;operate industrial equipment and machinery to fabricate and repair parts for a variety of items and structures. They may operate engines&sbquo; nuclear reactors&sbquo; or water pumps. Often&sbquo; they specialize by the type of work performed. Welders and metalworkers&sbquo; for example&sbquo; work with various types of metals to repair or form the structural parts of ships&sbquo; buildings&sbquo; or other equipment. Survival equipment specialists inspect&sbquo; maintain&sbquo; and repair survival equipment&sbquo; such as parachutes and aircraft life support equipment.</p>\r\n<p><em><strong>Media and public affairs personnel</strong></em>&nbsp;help present military information and events to the public. They take photographs&sbquo; make video programs&sbquo; present news and music programs&sbquo; or produce artwork and other visual displays. Other public affairs specialists act as interpreters and translators to convert foreign languages into English or other languages.</p>\r\n<p><em><strong>Protective service personnel</strong></em>&nbsp;enforce military laws and regulations and provide emergency responses to disasters.</p>\r\n<ul>\r\n<li><em>Military police</em>&nbsp;responsibilities include controlling traffic&sbquo; preventing crime&sbquo; and responding to emergencies.</li>\r\n<li><em>Other law enforcement and security specialists</em>&nbsp;investigate crimes committed on military property and guard inmates in military correctional facilities.</li>\r\n<li><em>Firefighters</em>&nbsp;extinguish and prevent fires in buildings&sbquo; on aircraft&sbquo; and aboard ships.</li>\r\n</ul>\r\n<p><em><strong>Support service personnel</strong></em>&nbsp;provide subsistence services and support the morale and well-being of military personnel and their families. Food service specialists prepare all types of food in dining halls&sbquo; hospitals&sbquo; and ships. Religious program specialists assist chaplains with religious services&sbquo; religious education programs&sbquo; and related administrative duties.</p>\r\n<p><em><strong>Transportation and material-handling personnel</strong></em>&nbsp;ensure the safe transport of people and cargo. Most personnel within this occupational group are classified according to mode of transportation&sbquo; such as aircraft&sbquo; motor vehicle&sbquo; or ship.</p>\r\n<ul>\r\n<li><em>Aircrew members</em>&nbsp;operate equipment on aircraft.</li>\r\n<li><em>Vehicle drivers</em>&nbsp;operate all types of heavy military vehicles&sbquo; including fuel or water tank trucks&sbquo; and passenger buses.</li>\r\n<li><em>Quartermasters and boat operators</em>&nbsp;navigate and pilot many types of small watercraft&sbquo; including tugboats&sbquo; gunboats&sbquo; and barges.</li>\r\n<li><em>Cargo specialists</em>&nbsp;load and unload military supplies using equipment such as forklifts and cranes.</li>\r\n</ul>\r\n<p><em><strong>Vehicle and machinery mechanical personnel</strong></em>&nbsp;conduct preventive and corrective maintenance on aircraft&sbquo; automotive and heavy equipment&sbquo; and powerhouse station equipment. These workers typically specialize by the type of equipment that they maintain.</p>\r\n<ul>\r\n<li><em>Aircraft mechanics</em>&nbsp;inspect and service various types of aircraft.</li>\r\n<li><em>Automotive and heavy equipment mechanics</em>&nbsp;maintain and repair vehicles&sbquo; such as Humvees&sbquo; trucks&sbquo; tanks&sbquo; and other combat vehicles. They also repair bulldozers and other construction equipment.</li>\r\n<li><em>Heating and cooling mechanics</em>&nbsp;install and repair air-conditioning&sbquo; refrigeration&sbquo; and heating equipment.</li>\r\n<li><em>Marine engine mechanics</em>&nbsp;repair and maintain engines on ships&sbquo; boats&sbquo; and other watercraft. They also repair shipboard mechanical and electrical equipment.</li>\r\n<li><em>Powerhouse mechanics</em>&nbsp;install&sbquo; maintain&sbquo; and repair electrical and mechanical equipment in power-generating stations.</li>\r\n</ul>'),(5492,347,'34735chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5493,347,'34736chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5494,347,'34737chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5495,347,'34738chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5496,347,'34739chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5497,347,'34741chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5498,347,'34732chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5499,347,'34742chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5500,347,'34743chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5501,347,'347106chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5502,347,'347100chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5503,347,'34798chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5504,347,'347101chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5505,347,'347102chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5506,347,'347107chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5507,347,'347122chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>\r\n<p>The 1990 Perkins Act defines vocational education as \"organized educational programs offering a sequence of courses which are directly related to the preparation of individuals in paid or unpaid employment in current or emerging occupations requiring other than a baccalaureate or advanced degree.\"</p>'),(5508,512,'512145chart.jpg','<p><strong>The Three Primary Learning Styles&nbsp; &nbsp;&nbsp;</strong></p>\r\n<p>Children develop their preferred learning style as they grow older. As children grow up&sbquo; they develop their own style and preference of learning based on three different primary learning styles. Most people favor one style of learning&sbquo; but can learn to adapt to other styles. However&sbquo; if you notice a student struggling in class&sbquo; it could mean that he is not getting enough stimulation in his preferred style of learning&sbquo; or that he has trouble learning in the way the teacher prefers. Learning to identify your own personal learning style or those of your students will help you make the academic setting more effective and beneficial for everyone involved.</p>\r\n<p><br /><strong>The Three Learning Styles Assessment of Learning Styles</strong></p>\r\n<p><strong>Kinesthetic/Tactile</strong></p>\r\n<p>According to MindWorks Resources&sbquo; 5 percent of adults are primarily kinesthetic (also called tactile) learners&sbquo; even though everyone initially starts out as a kinesthetic learner. Babies and young children learn by touching things and engaging their bodies in activity. Older children and adults who are tactile learners also need to have a hands-on environment and prefer to learn by doing. If a kinesthetic learner gets bored in the classroom or is unable to engage in her preferred learning style&sbquo; she may start fidgeting and find reasons to move around.</p>\r\n<p><br /><strong>Auditory</strong></p>\r\n<p>By adulthood&sbquo; 30 percent of people prefer the auditory learning style. This means they learn by hearing&sbquo; even if they have to learn by listening to themselves talk. They prefer to hear their professors lecture instead of copying notes from a projector or reading textbook material quietly. If an auditory learner has to sit in a quiet learning atmosphere for too long&sbquo; he may begin to talk softly to himself or his neighbor.</p>\r\n<p><br /><strong>Visual</strong></p>\r\n<p>The majority of adults&sbquo; 65 percent according to MindWorks Resources&sbquo; need to observe and watch information in order to digest it properly. Visual learners would rather read information for themselves rather than listen to a lecture or have someone read it to them. They also tend to take detailed&sbquo; organized notes to refer to later. They may even incorporate different colors in their note-taking to help special or difficult information stand out to them. If a visual student sits in a classroom with no visual stimulation&sbquo; his eyes may wander around the room or out a window.</p>\r\n<p><br /><strong>Mixed/Percentages</strong></p>\r\n<p>Most adults will favor one of the three primary learning styles and have a secondary style that also works for them&sbquo; just not as well as their first preference. They may also have an even blend of two different learning types&sbquo; or have an even preference of all three learning styles. This benefits the individuals because it gives them more versatility in their ability to learn from different types of teachers.</p>\r\n<p><em>By Chelsea Baldwin&sbquo; eHow Contributor</em><span style=\"font-size: small;\"><br /></span></p>'),(5509,512,'512143chart.jpg','<p><strong>Personal Orientation</strong></p>\r\n<p>Two people can read the same poem and view it differently&sbquo; it is the same poem&sbquo; we just interpret it differently from others.&nbsp;We tend to view life from different perspectives depending upon how we are designed. This chart identifies how you look at or view things&sbquo; from what perspective.</p>\r\n<p><strong>There are seven domains being evaluated in this chart/report.</strong></p>\r\n<p><strong>Futuristic </strong>&ndash; Goal Oriented Futuristic leaders use their ideas and intellect to develop concrete strategic initiatives. They are hard workers who resonate with others to get things done as they promote a positive outlook for the future. They tend to have faith in what they perceive the future to hold&sbquo; they have the ability to move forward regardless of the lack of data because they can perceive from the world around them that things are moving in a certain direction.&nbsp;</p>\r\n<p><strong>Executive </strong>- Outcome Oriented Outcome oriented leaders are hard working&sbquo; Consistent&sbquo; responsible&sbquo; focused and disciplined leaders. They promote action and achievement on initiatives which they are carefully and strategically focused on to achieve the desired results. They support others in the accomplishment of their goals&sbquo; helping them to achieve the desired outcome. They are devoted to those who they lead&sbquo; they give and expect loyalty.</p>\r\n<p><strong>Methodical </strong>&ndash; Diligence Oriented Diligence oriented leaders are focused analytical leaders who are consistent and disciplined in keeping commitments. They keep the past in mind as they seek to mitigate the risks in initiatives they are responsible for; always seeking to restore what is broken&sbquo; including relationships. They tend to be objective perfectionists who excel in education and the sciences as practitioners and scientists.</p>\r\n<p><strong>Inspirational </strong>- Vision Oriented Inspirational leaders are highly adaptable promoters with great people and communication skills. They keep a positive attitude as they build relationships through their confidence in self and others. They tend to promote themselves as they work to develop others through persuasion&sbquo; inspiring them to see their vision for the future as they work toward the results that fulfill their vision.</p>\r\n<p><strong>Relational </strong>&ndash; People Oriented&nbsp;People oriented leaders grow their circle of influence through their ability to read people and engage them through their consistent caring personalities. They love people and will adapt to win others over to their cause. They are giving leaders with good communication skills who keep the past in mind as they promote their initiatives. They are objective thinkers who care for&sbquo; protect&sbquo; develop and nurture others.</p>\r\n<p><strong>Intellectual </strong>- Philosophically&nbsp;Oriented Thought leadership oriented leaders are visionaries and change agents with the ability to persuade others with what they learn through their objective approach to life. They are analytical by nature and develop deep convictions about what they believe. They are deep thinkers who understand how people and things are connected in life and they focus on the ideas that come out of that understanding to excite them for the future.</p>\r\n<p><strong>Influential </strong>&ndash; Charisma Oriented Charisma oriented leaders have a dramatic approach to life. They love people and have deep convictions about connecting with others through their superior communication skills. They see the potential in others as they resonate with them and seek to win them over through their positive yet persuasive approach to life. They promote themselves and others as they others develop and restore broken relationships.</p>'),(5510,512,'5128chart.jpg','<p><strong>Leaders</strong></p>\r\n<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>\r\n<p><strong>Managers</strong></p>\r\n<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>\r\n<p><strong>Practitioners&sbquo; Technicians and Workers</strong></p>\r\n<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>\r\n<p><strong>Understanding Leaders&sbquo; Managers and Practitioners/Knowledge Workers</strong></p>\r\n<table border=\"1\" cellspacing=\"5\" cellpadding=\"0\" align=\"left\">\r\n<tbody>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Life Role Legend</strong></p>\r\n<p><strong>&nbsp;</strong></p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Leaders</strong></p>\r\n<p>Making sure the right things are done</p>\r\n<p>(10% of the people)</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Managers</strong></p>\r\n<p>Making sure things are done right</p>\r\n<p>(30% of the people)</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Practitioners</strong></p>\r\n<p>Know how to do things</p>\r\n<p>(60% of the people)</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Who   does it</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Leaders   - They are identified by the leadership chart as being Vision driven</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Managers   - They are identified by the leadership chart as being Mission driven</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Workers   - They are identified by the leadership chart as being People or Task &nbsp;   driven</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they know</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   know how to figure out what and why initiatives needs to be done and can   articulate it to the troops</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   can understand why and what needs to be done and can understand how to get it   done</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Know or   can learn how to do what needs to be done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they are commissioned to do</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   develop initiatives that bring about change</p>\r\n<p>Create   Vision for change.</p>\r\n<p>Develop   and Articulate</p>\r\n<p>-Strategic   objective<br /> -Vision<br /> -Mission<br /> -Strategy<br /> -Core Practices</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Plan   Change</p>\r\n<p>Prepare   others for change</p>\r\n<p>Measure   change</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Execute   Change</p>\r\n<p>Maintain   standards</p>\r\n<p>Report   execution to standard</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they communicate</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Why an   Initiative has to be done and wisdom behind doing it</p>\r\n<p>They   collaborate on what has to be done with managers</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   collaborate with leaders to develop an understanding of why an initiative has   to be done</p>\r\n<p>They   collaborate on the knowledge required to know how to do the initiative to   workers</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they did and how well they did to standard</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   are their tools</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Strategy<br /> -Vision<br /> -Emotion<br /> -Wisdom<br /> -Leadership Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Tactics<br /> -Mission<br /> -Logic<br /> -Understanding<br /> -Leadership and<br /> -Management Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Execution<br /> -Duty<br /> -Skills<br /> -Knowledge<br /> -Production Systems</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>How are   they measured</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<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>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>On how   well they plan&sbquo; prepare&sbquo; measure and report.</p>\r\n<p>Created   efficiencies that bring effectivity</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>How   well they execute<br /> Efficiency</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lead   with</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Emotion   that conveys Hope Through Leadership Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Reason   that conveys Faith by Merging Leadership and Management Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Relationships   that convey Charity through action driven production systems</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Accountability</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Vision. Trusted with why&sbquo; what and how</p>\r\n<p>Accountable   for why&sbquo; what and how</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Mission. Trusted with what</p>\r\n<p>Accountable   for what and how</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Work. Trusted to do the what Accountable for how things are done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Greatest   Obstacles&nbsp;</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Wisdom   of why</p>\r\n<p>Wisdom   of what</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Understanding   of why</p>\r\n<p>Understanding   of what</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Knowledge   of why</p>\r\n<p>Knowledge   of what</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Potential</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Exponential   growth of the organization by leveraging organization Vision&sbquo; Value and Core   Competencies to accomplish the strategic objective</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Multiplier   of time and material by leveraging resources to accomplish the strategic   objective</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Adds   leverage by knowing how to accomplish what needs to be done to accomplish the   strategic objective</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Allignment   responsibilities</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Vision   and strategic objective to motivating passion. Tendency to migrate toward   reactionary activity and tyranny of the urgent.</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Vision   and strategic objective to Mission. Tendency to migrate toward reactionary   activity and tyranny of the urgent.</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Mission   and strategic objective to Activity. Tendency to migrate toward reactionary   activity and tyranny of the urgent.</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Growth</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   grow in wisdom understanding and knowledge to raise leadership lid</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   have more wisdom understanding and knowledge to lead</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   have more knowledge and understanding to manage</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Gravity</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   wisdom migrates leaders toward management and set low leadership lid</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   understanding creates micro management</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   knowledge creates poor results</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>'),(5511,512,'51250chart.jpg','<p>In the book &ldquo;Primal Leadership&sbquo;&rdquo; Daniel Goleman&sbquo; who popularized the notion of &ldquo;Emotional Intelligence&sbquo;&rdquo; describes six different styles of leadership.&nbsp;Based in part on research data from 3&sbquo;871 executives&sbquo; the authors distill all leadership roles into six distinct styles--which effective leaders switch between depending upon circumstances--then explains the role of each style.</p>\r\n<p>The most effective leaders can move among these styles&sbquo; adopting the one that meets the needs of the moment. They can all become part of the leader&rsquo;s repertoire.</p>\r\n<p><strong>Visionary</strong><br />A visionary leader articulates a shared vision and gives clear direction and really helps people move toward a shared hope or dream. This is the classic model of leadership. It creates an immensely positive impact on the team\'s emotional climate. For example&sbquo; a visionary leader clarifies where the team is going but not how it will get there. This sets people free to innovate&sbquo; experiment&sbquo; and take calculated risks.&nbsp;<br /><br /><strong>Coaching</strong><br />The coaching style involves talking to someone off line&sbquo; outside the team setting. You have a one-on-one conversation&sbquo; not about your shared task&sbquo; not about the job&sbquo; but about the person. Who are you? I\'d like to get to know you; I\'d like to understand you. What do you want in your life? What\'s your life like? What do you want for your career? What do you want from your job? How can I help you get what you want&sbquo; go where you want to go?<br />This conversation opens up an ongoing dialogue letting the leader &lsquo;feedback&rsquo; the task in ways that make sense to that person&sbquo; in terms of where they want to go&sbquo; or to find a stretch task for that person&sbquo; to give them a challenge leading them in the direction they want to be moving anyway.&nbsp;<br /><br /><strong>Affiliating</strong><br />The affiliating style creates harmony in the group by getting people to connect with each other. Affiliating leaders create settings in which people can spend time together&sbquo; get to know each other&sbquo; and then bond together. They focus on people&rsquo;s feelings more than on tasks and goals and use praise lavishly.&nbsp;<br /><br /><strong>Democratic</strong><br />The democratic leader is a consensus builder&sbquo; the person who really listens to other people&sbquo; who takes their opinions into account in making a decision. In situations where the path ahead is unclear&sbquo; a Democratic leader can say in all honesty&sbquo; \"You know&sbquo; you folks know more about this than I do. What do you think I should do?\" The ability to listen gets people on board and makes each person feel they matter.&nbsp;<br /><br /><strong>Pacesetting</strong><br />The pacesetter leads by example and becomes very impatient when people can\'t meet that standard&sbquo; which is very high because pacesetters are very good. They don\'t give positive feedback&sbquo; only negative feedback. &nbsp;They make people feel guilty&sbquo; and that\'s why it lowers the emotional climate instead of raising it.&nbsp;<br /><br /><strong>Commanding</strong><br />The commanding style takes its name from the old command-and-control model&sbquo; the military model. &ldquo;Do it because I say so&sbquo; I\'m the boss.&rdquo;</p>\r\n<p><em>Purchase Primal Leadership by Daniel Goleman for more information on how understanding your leadership style can help you become a more effective leader.</em></p>'),(5512,512,'512142chart.jpg','<p>This chart identifies the potential an individual has in each of six important areas of leadership on a team. It does not identify the knowledge or skills required to master each category&sbquo; just the potential to be naturally good at it.</p>\r\n<p><strong>Developing Others</strong></p>\r\n<p>People high in this category are able to develop others&sbquo; to help them move from one level of performance&sbquo; knowledge or skill to another. They act as mentors to other team members in their areas of expertise.</p>\r\n<p><strong>Team Building</strong></p>\r\n<p>Team builders can help influence others to engage in the efforts of the team. They are also naturally proficient in assembling members into a team.</p>\r\n<p><strong>Helping Others Succeed</strong></p>\r\n<p>People high in this category come along side others and help them to achieve their objective&sbquo; they are selfless team members with the desire to see others accomplish their goals and succeed at whatever they do.</p>\r\n<p><strong>Encouraging Others to Succeed</strong></p>\r\n<p>People high in this category are natural encouragers; they act as cheer leaders&sbquo; encouraging others to succeed.</p>\r\n<p><strong>Likes Working With Talented People</strong></p>\r\n<p>People in this category seek out talented members of the team and attempt to work together with them to achieve common goals.</p>\r\n<p><strong>Builds Whats Best for Others</strong></p>\r\n<p>This category of team member seeks to understand the needs of other members of the team and attempts to build upon their goals.</p>'),(5513,512,'51245chart.jpg','<p>Gallup Consulting has found that l<a></a>eaders operate most effectively when they focus on their primary area of leadership strength within the leadership team. The four areas are Executing&sbquo; Influencing&sbquo; Relationship Building and Strategic Thinking. This report/chart identifies your primary areas of leadership strength.</p>\r\n<p>Effective leaders surround themselves with the right people and build on each person\'s strengths. Yet in most cases&sbquo; leadership teams are a product of circumstance more than design.</p>\r\n<p>The vast majority of the time&sbquo; we recruit by job function - and all but ignore individuals\' strengths. . As we worked with these leadership teams&sbquo; we began to see that while each member had his or her own unique strengths&sbquo; the most cohesive and successful teams possessed broader groupings of strengths. So we went back and initiated our most thorough review of this research to date. From this dataset&sbquo; four distinct domains of leadership strength emerged: Executing&sbquo; Influencing&sbquo; Relationship Building&sbquo; and Strategic Thinking. &nbsp;&nbsp;&nbsp;&nbsp;</p>\r\n<p><strong>The Four Domains of Leadership Strength</strong></p>\r\n<p>Instead of one dominant leader who tries to do everything or individuals who all have similar strengths&sbquo; contributions from all four domains lead to a strong and cohesive team. Although individual&rsquo;s need not be well-rounded&sbquo; teams should be.</p>\r\n<p><strong>EXECUTING</strong></p>\r\n<p>Leaders with dominant strength in the Executing domain know how to make things happen. When you need someone to implement a solution&sbquo; these are the people who will work tirelessly to get it done. Leaders with strength to execute have the ability to \"catch\" an idea and make it a reality.</p>\r\n<p><strong>INFLUENCING</strong></p>\r\n<p>Those who lead by Influencing help their team reach a much broader audience. People with strength in this domain are always selling the team\'s ideas inside and outside the organization. When you need someone to take charge&sbquo; speakup&sbquo; and make sure your group is heard&sbquo; look to someone with the strength to influence.</p>\r\n<p><strong>RELATIONSHIP BUILDING</strong></p>\r\n<p>Those who lead through Relationship Building are the essential glue that holds a team together. Without these strengths on a team&sbquo; in many cases&sbquo; the group is simply a composite of individuals. In contrast&sbquo; leaders with exceptional &nbsp;Relationship Building strength have the unique ability to create groups and organizations that are much greater than the sum .</p>\r\n<p><strong>STRATEGIC THINKING</strong></p>\r\n<p>Leaders with great Strategic Thinking strengths are the ones who keep us all focused on what could be. They are constantly absorbing and analyzing information and helping the team make better decisions. People with strength in this domain continually stretch our thinking for the future.</p>\r\n<p><em>Copyright &copy; 2008 Gallup&sbquo; Inc.</em></p>'),(5514,512,'512140chart.jpg','<p><strong>From the book Discover Your Sales Strengths</strong></p>\r\n<p>We know from research that sales success stems from patterns of thought&sbquo; feeling&sbquo; and behavior that explain&sbquo;</p>\r\n<p>Our motivation&sbquo;</p>\r\n<p>The way we build relationships&sbquo;</p>\r\n<p>The way we gain commitments&sbquo;</p>\r\n<p>The structure we need to get our work done&sbquo; and</p>\r\n<p>Our ability to understand and solve customers&rsquo; needs.</p>\r\n<p>These are the five critical dimensions of fit for a sales role. In selection we don\'t use themes; rather&sbquo; we look at very discrete role-specific behaviors that can be narrowly defined and that are very specific to a particular sales role. StrengthsFinder themes are much broader than these role-specific behaviors&sbquo; however&sbquo; and cannot always be easily categorized.</p>\r\n<p><strong>Motivation</strong></p>\r\n<p>We are going to look first at motivation because it is the most Important dimension. The best salespeople we have studied are simply much more motivated than most of the population. And while simply being highly motivated isn\'t enough to be a good salesperson&sbquo; it is absolutely important to have enough motivation. Even before you read this book or took your StrengthsFinder interview&sbquo; you probably had a good idea of how strongly motivated you are. But your StrengthsFinder results can help you understand your particular motivation and how it applies to fit. Our studies suggest that 40 percent at salespeople&rsquo;s success stems directly from being in a situation in which their motivational needs are a good match. That\'s roughly twice as important as any of the other dimensions of fit.</p>\r\n<p><strong>Building Relationships</strong></p>\r\n<p>Although skills and knowledge are crucial to strengths building&sbquo; you must first possess the natural talent for the ability. Smiling&sbquo; or asking probing questions to override your inherent patterns when it comes to reacting to human beings. Since a good part of your success in sales rests on the productive relationships you can create&sbquo; understanding your talents in this area is critical.</p>\r\n<p>If you naturally develop deep relationships with customers for only fifteen minutes and then never see them again&sbquo; you t are squandering a valuable talent.</p>\r\n<p><strong>Gaining Commitments</strong></p>\r\n<p>Customer Commitment = (Content + Relationship) x Asking</p>\r\n<p>In order to gain customer commitment&sbquo; we have to provide some information that is relevant to the customer\'s needs. This is the content part of the equation. A customer\'s willingness to accept information is heavily influenced by her relationship with a salesperson. In essence we tend to accept Information more readily from someone if we have a positive relationship with. This combination of information and relationship is what primes the pump for a customer purchase. But in most cases&sbquo; more is required in order to turn that agreement into a purchase. That \"more\" takes the form of asking. Some sales books like to use the expression \"closing.\"</p>\r\n<p><strong>Structure</strong></p>\r\n<p>We all don\'t work equally well in the same structure. Some people can work at home&sbquo; and some people need the surroundings of an office to be productive. When we look at sales jobs&sbquo; we find many different structural components. Some sales representatives are required to check in to an office every day and to check back in at the end of the day. Others may work primarily from an office and visit customers only when specific appointments are set.</p>\r\n<p><strong>Solving Customer Problems</strong></p>\r\n<p>The last dimension of fit involves recognizing and solving customer problems. These talents can be enor mously helpful when customers have complicated problems that need to be addressed. Most sales roles do not have these requirements to a great degree.</p>\r\n<p>Lately it has become fashionable for many companies to refer to their salespeople as advisers&sbquo; consultants&sbquo; or business specialists as a way to elevate their stature in the eyes of their customers. Since customers all want to deal with vice presidents&sbquo; we will just call all of our sales reps vice presidents&sbquo; or so the thinking goes.</p>\r\n<p>However&sbquo; when we look at the day-to-day activities &middot; of many of these jobs&sbquo; they are more involved in selling routine solutions for routine problems. There is nothing wrong with that. Most large businesses have become large because they have figured out a common solution that will help a majority of customers. Most of these products still need to be sold&sbquo; but often do not require considerable problem solving. So&sbquo; if you&rsquo;re looking to improve your fit in a way that uses thinking themes&sbquo; be careful of taking a job just because of a title. Financial advisers&sbquo; for example&sbquo; can find themselves spending a lot more time on cold calls than on giving financial aid.</p>\r\n<p><em>Copyright &copy; 2003 by the Gallup Organization</em></p>'),(5515,512,'512141chart.jpg','<p><strong>From the book Discover Your Sales Strengths.</strong></p>\r\n<p><br /> Gallup\'s researchers have identified four emotional dimensions that comprise customer engagement. These dimensions begin with confidence and move on in order to Integrity&sbquo; pride&sbquo; and passion. Together&sbquo; these are the building blocks of customer engagement. Without question&sbquo; high levels of customer engagement represent &nbsp;a tough benchmark to meet. In the various industries we studied&sbquo; the number of \"fully engaged\" customers has ranged from the single digits (around 6 to 8 percent) to as high as 35 to 40 percent. Contrast that with the 80 percent of customers reportedly \"satisfied\" in these same industries.&nbsp;</p>\r\n<p><br /> 1. <strong>Confidence&nbsp;</strong>- Customers feel that the brand or com&bull; pany is trustworthy and that it keeps its promises.</p>\r\n<p>2. <strong>Integrity&nbsp;</strong>- Customers feel that the company treats them fairly.</p>\r\n<p>3. <strong>Pride&nbsp;</strong>- Customers feel good about the product or service and also feel that using the product reflects well on them.</p>\r\n<p>4. <strong>Passion&nbsp;</strong>- Now&sbquo; there\'s a word that scares many people! What we are getting at is the strong relationship that exists between a company and a client \'when the latter views the former as irreplaceable.&nbsp;</p>'),(5516,512,'51210chart.jpg','<h1 style=\"text-align: left;\">Financial Occupations</h1>\r\n<table style=\"float: left;\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\r\n<thead> \r\n<tr>\r\n<td>\r\n<p>&nbsp;</p>\r\n</td>\r\n<td>\r\n<p><strong>OCCUPATION</strong></p>\r\n</td>\r\n<td>\r\n<p><strong>JOB SUMMARY</strong></p>\r\n</td>\r\n<td>\r\n<p><strong>ENTRY-LEVEL EDUCATION</strong>&nbsp;<a href=\"http://www.bls.gov/#TB_inline?height=325&amp;width=325&amp;inlineId=inlinehelp-education\">&nbsp;</a>&nbsp;</p>\r\n</td>\r\n<td>\r\n<p><strong>2010 MEDIAN PAY&nbsp;</strong><a href=\"http://www.bls.gov/#TB_inline?height=325&amp;width=325&amp;inlineId=inlinehelp-pay\">&nbsp;</a>&nbsp;</p>\r\n</td>\r\n</tr>\r\n</thead> \r\n<tbody>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/accountants-and-auditors.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/accountants-and-auditors.htm\">Accountants and Auditors</a></p>\r\n</td>\r\n<td>\r\n<p>Accountants and auditors prepare and examine   financial records. They ensure that financial records are accurate and that   taxes are paid properly and on time. Accountants and auditors assess   financial operations and work to help ensure that organizations run   efficiently.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$61&sbquo;690</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/budget-analysts.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/budget-analysts.htm\">Budget Analysts</a></p>\r\n</td>\r\n<td>\r\n<p>Budget analysts help public and private   institutions organize their finances. They prepare budget reports and monitor   institutional spending.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$68&sbquo;200</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/financial-analysts.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/financial-analysts.htm\">Financial Analysts</a></p>\r\n</td>\r\n<td>\r\n<p>Financial analysts provide guidance to   businesses and individuals making investment decisions. They assess the   performance of stocks&sbquo; bonds&sbquo; and other types of investments.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$74&sbquo;350</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/financial-examiners.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/financial-examiners.htm\">Financial Examiners</a></p>\r\n</td>\r\n<td>\r\n<p>Financial examiners ensure compliance with   laws governing financial institutions and transactions. They review balance   sheets&sbquo; evaluate the risk level of loans&sbquo; and assess bank management.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$74&sbquo;940</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/management-analysts.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/management-analysts.htm\">Management Analysts</a></p>\r\n</td>\r\n<td>\r\n<p>Management analysts&sbquo; often called management   consultants&sbquo; propose ways to improve an organization\'s efficiency. They   advise managers on how to make organizations more profitable through reduced   costs and increased revenues.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$78&sbquo;160</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/personal-financial-advisors.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/personal-financial-advisors.htm\">Personal Financial Advisors</a></p>\r\n</td>\r\n<td>\r\n<p>Personal financial advisors give financial   advice to people. They help with investments&sbquo; taxes&sbquo; and insurance decisions.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$64&sbquo;750</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/tax-examiners-and-collectors-and-revenue-agents.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/tax-examiners-and-collectors-and-revenue-agents.htm\">Tax Examiners and Collectors&sbquo;   and Revenue Agents</a></p>\r\n</td>\r\n<td>\r\n<p>Tax examiners and collectors&sbquo; and revenue   agents ensure that governments get their tax money from businesses and   citizens. They review tax returns&sbquo; conduct audits&sbquo; identify taxes owed&sbquo; and   collect overdue tax payments.</p>\r\n</td>\r\n<td>\r\n<p>Bachelor&rsquo;s   degree</p>\r\n</td>\r\n<td>\r\n<p>$49&sbquo;360</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/appraisers-and-assessors-of-real-estate.htm\"></a></p>\r\n</td>\r\n<td>\r\n<p><a href=\"http://www.bls.gov/ooh/business-and-financial/appraisers-and-assessors-of-real-estate.htm\">Appraisers   and Assessors of Real Estate</a></p>\r\n</td>\r\n<td>\r\n<p>Appraisers   and assessors of real estate estimate the value of real property&mdash;land and the   buildings on that land&mdash; before it is sold&sbquo; mortgaged&sbquo; taxed&sbquo; insured&sbquo; or   developed.</p>\r\n</td>\r\n<td>\r\n<p>High   school diploma or equivalent</p>\r\n</td>\r\n<td>\r\n<p>$48&sbquo;500</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<p style=\"text-align: left;\">&nbsp;</p>\r\n<p style=\"text-align: left;\">&nbsp;</p>\r\n<p style=\"text-align: left;\">Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p style=\"text-align: left;\">This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p style=\"text-align: left;\">Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p style=\"text-align: left;\">For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p style=\"text-align: left;\">Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>\r\n<p style=\"text-align: left;\">1 -2 Not a fit</p>\r\n<p style=\"text-align: left;\">3-4 Poor Fit</p>\r\n<p style=\"text-align: left;\">5 -&nbsp;6 = Avg Potential</p>\r\n<p style=\"text-align: left;\">7-8 Above Average Potential and Drive</p>\r\n<p style=\"text-align: left;\">9-10 High Level of&nbsp;Potential and Very good fit</p>\r\n<p style=\"text-align: left;\">11-12 As good as it gets</p>'),(5517,512,'51211chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>\r\n<p>1 -2 Not a fit</p>\r\n<p>3-4 Poor Fit</p>\r\n<p>5 -&nbsp;6 = Avg Potential</p>\r\n<p>7-8 Above Average Potential and Drive</p>\r\n<p>9-10 High Level of&nbsp;Potential and Very good fit</p>\r\n<p>11-12 As good as it gets</p>'),(5518,512,'51214chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5519,512,'51213chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5520,512,'51217chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5521,512,'5121chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>\r\n<p>1 -2 Not a fit</p>\r\n<p>3-4 Poor Fit</p>\r\n<p>5 -&nbsp;6 = Avg Potential</p>\r\n<p>7-8 Above Average Potential and Drive</p>\r\n<p>9-10 High Level of&nbsp;Potential and Very good fit</p>\r\n<p>11-12 As good as it gets</p>'),(5522,512,'51248chart.jpg',''),(5523,512,'51219chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5524,512,'51227chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career. Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5525,512,'51231chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5526,512,'51235chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5527,512,'51237chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5528,512,'51239chart.jpg','<p>Working at what this chart shows you have potential in&sbquo; especially when accompanied by drive and passion means you are living your life&rsquo;s purpose&sbquo; doing what you are designed to do. There is great strength in living your purpose&sbquo; and even greater potential can be realized when passion and drive accompany vocations where you show high potential.</p>\r\n<p>This chart identifies what your relative potential in a particular job is. It does not identify your skills&sbquo; it does not identify your passions&sbquo; likes and dislikes for a particular vocation; you already know what you like and dislike and what you are skilled at. What you did not know is where you have the most potential and what you did not know in this case&sbquo; is more important than what you did know.</p>\r\n<p>Potential zero&rsquo;s you in on where you will be a good fit. When you have identified a high potential vocation or career that you also have drive and passion for you then know you have a sustainable passion for that career.</p>\r\n<p>Conversely&sbquo; if you rank low in potential for an area&sbquo; but have skills and knowledge in that area&sbquo; generally speaking you will not be able to work in that field with the drive you would if you scored high in it. This does not mean that you would not be good at it&sbquo; especially if you have a passion for it; it just means that you might excel more in a vocation that is a more natural fit.</p>\r\n<p>For example; if you have a high potential score in accounting and administrative vocations but do not like that type of work&sbquo; it would not be a good choice for you regardless of how high you scored in it. If you have a low potential score in sales&sbquo; but you are highly successful and happy in what you do; a high potential score does not mean you should change; your passion may drive you to succeed.</p>\r\n<p>Potential speaks of something much more valuable than skills&sbquo; it identifies vocations and careers you can have a sustainable passion for&sbquo; something you will naturally do well. Learning new skills&sbquo; developing talents and exceeding in areas you both have potential and passion for will&sbquo; generally speaking&sbquo; be easier to achieve and provide you with sustainable drive and passion for the long term as well as significant chances for greater success.</p>'),(5529,512,'512106chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5530,512,'512100chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5531,512,'51298chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5532,512,'512101chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5533,512,'512102chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5534,512,'512107chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>'),(5535,512,'512122chart.jpg','<p>The scores you receive are relative to each other. It is not an indicator of the grades you will receive but an indicator of the potential one has to do well in a Degree&sbquo; Certificate or Trade School program.</p>\r\n<p>The 1990 Perkins Act defines vocational education as \"organized educational programs offering a sequence of courses which are directly related to the preparation of individuals in paid or unpaid employment in current or emerging occupations requiring other than a baccalaureate or advanced degree.\"</p>'),(5536,335,'335145chart.jpg','<p><strong>The Three Primary Learning Styles&nbsp; &nbsp;&nbsp;</strong></p>\r\n<p>Children develop their preferred learning style as they grow older. As children grow up&sbquo; they develop their own style and preference of learning based on three different primary learning styles. Most people favor one style of learning&sbquo; but can learn to adapt to other styles. However&sbquo; if you notice a student struggling in class&sbquo; it could mean that he is not getting enough stimulation in his preferred style of learning&sbquo; or that he has trouble learning in the way the teacher prefers. Learning to identify your own personal learning style or those of your students will help you make the academic setting more effective and beneficial for everyone involved.</p>\r\n<p><br /><strong>The Three Learning Styles Assessment of Learning Styles</strong></p>\r\n<p><strong>Kinesthetic/Tactile</strong></p>\r\n<p>According to MindWorks Resources&sbquo; 5 percent of adults are primarily kinesthetic (also called tactile) learners&sbquo; even though everyone initially starts out as a kinesthetic learner. Babies and young children learn by touching things and engaging their bodies in activity. Older children and adults who are tactile learners also need to have a hands-on environment and prefer to learn by doing. If a kinesthetic learner gets bored in the classroom or is unable to engage in her preferred learning style&sbquo; she may start fidgeting and find reasons to move around.</p>\r\n<p><br /><strong>Auditory</strong></p>\r\n<p>By adulthood&sbquo; 30 percent of people prefer the auditory learning style. This means they learn by hearing&sbquo; even if they have to learn by listening to themselves talk. They prefer to hear their professors lecture instead of copying notes from a projector or reading textbook material quietly. If an auditory learner has to sit in a quiet learning atmosphere for too long&sbquo; he may begin to talk softly to himself or his neighbor.</p>\r\n<p><br /><strong>Visual</strong></p>\r\n<p>The majority of adults&sbquo; 65 percent according to MindWorks Resources&sbquo; need to observe and watch information in order to digest it properly. Visual learners would rather read information for themselves rather than listen to a lecture or have someone read it to them. They also tend to take detailed&sbquo; organized notes to refer to later. They may even incorporate different colors in their note-taking to help special or difficult information stand out to them. If a visual student sits in a classroom with no visual stimulation&sbquo; his eyes may wander around the room or out a window.</p>\r\n<p><br /><strong>Mixed/Percentages</strong></p>\r\n<p>Most adults will favor one of the three primary learning styles and have a secondary style that also works for them&sbquo; just not as well as their first preference. They may also have an even blend of two different learning types&sbquo; or have an even preference of all three learning styles. This benefits the individuals because it gives them more versatility in their ability to learn from different types of teachers.</p>\r\n<p><em>By Chelsea Baldwin&sbquo; eHow Contributor</em><span style=\"font-size: small;\"><br /></span></p>'),(5537,335,'335143chart.jpg','<p><strong>Personal Orientation</strong></p>\r\n<p>Two people can read the same poem and view it differently&sbquo; it is the same poem&sbquo; we just interpret it differently from others.&nbsp;We tend to view life from different perspectives depending upon how we are designed. This chart identifies how you look at or view things&sbquo; from what perspective.</p>\r\n<p><strong>There are seven domains being evaluated in this chart/report.</strong></p>\r\n<p><strong>Futuristic </strong>&ndash; Goal Oriented Futuristic leaders use their ideas and intellect to develop concrete strategic initiatives. They are hard workers who resonate with others to get things done as they promote a positive outlook for the future. They tend to have faith in what they perceive the future to hold&sbquo; they have the ability to move forward regardless of the lack of data because they can perceive from the world around them that things are moving in a certain direction.&nbsp;</p>\r\n<p><strong>Executive </strong>- Outcome Oriented Outcome oriented leaders are hard working&sbquo; Consistent&sbquo; responsible&sbquo; focused and disciplined leaders. They promote action and achievement on initiatives which they are carefully and strategically focused on to achieve the desired results. They support others in the accomplishment of their goals&sbquo; helping them to achieve the desired outcome. They are devoted to those who they lead&sbquo; they give and expect loyalty.</p>\r\n<p><strong>Methodical </strong>&ndash; Diligence Oriented Diligence oriented leaders are focused analytical leaders who are consistent and disciplined in keeping commitments. They keep the past in mind as they seek to mitigate the risks in initiatives they are responsible for; always seeking to restore what is broken&sbquo; including relationships. They tend to be objective perfectionists who excel in education and the sciences as practitioners and scientists.</p>\r\n<p><strong>Inspirational </strong>- Vision Oriented Inspirational leaders are highly adaptable promoters with great people and communication skills. They keep a positive attitude as they build relationships through their confidence in self and others. They tend to promote themselves as they work to develop others through persuasion&sbquo; inspiring them to see their vision for the future as they work toward the results that fulfill their vision.</p>\r\n<p><strong>Relational </strong>&ndash; People Oriented&nbsp;People oriented leaders grow their circle of influence through their ability to read people and engage them through their consistent caring personalities. They love people and will adapt to win others over to their cause. They are giving leaders with good communication skills who keep the past in mind as they promote their initiatives. They are objective thinkers who care for&sbquo; protect&sbquo; develop and nurture others.</p>\r\n<p><strong>Intellectual </strong>- Philosophically&nbsp;Oriented Thought leadership oriented leaders are visionaries and change agents with the ability to persuade others with what they learn through their objective approach to life. They are analytical by nature and develop deep convictions about what they believe. They are deep thinkers who understand how people and things are connected in life and they focus on the ideas that come out of that understanding to excite them for the future.</p>\r\n<p><strong>Influential </strong>&ndash; Charisma Oriented Charisma oriented leaders have a dramatic approach to life. They love people and have deep convictions about connecting with others through their superior communication skills. They see the potential in others as they resonate with them and seek to win them over through their positive yet persuasive approach to life. They promote themselves and others as they others develop and restore broken relationships.</p>'),(5538,335,'3358chart.jpg','<p><strong>Leaders</strong></p>\r\n<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>\r\n<p><strong>Managers</strong></p>\r\n<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>\r\n<p><strong>Practitioners&sbquo; Technicians and Workers</strong></p>\r\n<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>\r\n<p><strong>Understanding Leaders&sbquo; Managers and Practitioners/Knowledge Workers</strong></p>\r\n<table border=\"1\" cellspacing=\"5\" cellpadding=\"0\" align=\"left\">\r\n<tbody>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Life Role Legend</strong></p>\r\n<p><strong>&nbsp;</strong></p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Leaders</strong></p>\r\n<p>Making sure the right things are done</p>\r\n<p>(10% of the people)</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Managers</strong></p>\r\n<p>Making sure things are done right</p>\r\n<p>(30% of the people)</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p><strong>Practitioners</strong></p>\r\n<p>Know how to do things</p>\r\n<p>(60% of the people)</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Who   does it</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Leaders   - They are identified by the leadership chart as being Vision driven</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Managers   - They are identified by the leadership chart as being Mission driven</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Workers   - They are identified by the leadership chart as being People or Task &nbsp;   driven</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they know</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   know how to figure out what and why initiatives needs to be done and can   articulate it to the troops</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   can understand why and what needs to be done and can understand how to get it   done</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Know or   can learn how to do what needs to be done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they are commissioned to do</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   develop initiatives that bring about change</p>\r\n<p>Create   Vision for change.</p>\r\n<p>Develop   and Articulate</p>\r\n<p>-Strategic   objective<br /> -Vision<br /> -Mission<br /> -Strategy<br /> -Core Practices</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Plan   Change</p>\r\n<p>Prepare   others for change</p>\r\n<p>Measure   change</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Execute   Change</p>\r\n<p>Maintain   standards</p>\r\n<p>Report   execution to standard</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they communicate</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Why an   Initiative has to be done and wisdom behind doing it</p>\r\n<p>They   collaborate on what has to be done with managers</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>They   collaborate with leaders to develop an understanding of why an initiative has   to be done</p>\r\n<p>They   collaborate on the knowledge required to know how to do the initiative to   workers</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   they did and how well they did to standard</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>What   are their tools</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Strategy<br /> -Vision<br /> -Emotion<br /> -Wisdom<br /> -Leadership Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Tactics<br /> -Mission<br /> -Logic<br /> -Understanding<br /> -Leadership and<br /> -Management Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>-Execution<br /> -Duty<br /> -Skills<br /> -Knowledge<br /> -Production Systems</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>How are   they measured</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<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>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>On how   well they plan&sbquo; prepare&sbquo; measure and report.</p>\r\n<p>Created   efficiencies that bring effectivity</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>How   well they execute<br /> Efficiency</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lead   with</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Emotion   that conveys Hope Through Leadership Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Reason   that conveys Faith by Merging Leadership and Management Systems</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Relationships   that convey Charity through action driven production systems</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Accountability</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Vision. Trusted with why&sbquo; what and how</p>\r\n<p>Accountable   for why&sbquo; what and how</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Mission. Trusted with what</p>\r\n<p>Accountable   for what and how</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Owns   the Work. Trusted to do the what Accountable for how things are done</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Greatest   Obstacles&nbsp;</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Wisdom   of why</p>\r\n<p>Wisdom   of what</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Understanding   of why</p>\r\n<p>Understanding   of what</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Knowledge   of why</p>\r\n<p>Knowledge   of what</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Potential</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Exponential   growth of the organization by leveraging organization Vision&sbquo; Value and Core   Competencies to accomplish the strategic objective</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Multiplier   of time and material by leveraging resources to accomplish the strategic   objective</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Adds   leverage by knowing how to accomplish what needs to be done to accomplish the   strategic objective</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Allignment   responsibilities</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Vision   and strategic objective to motivating passion. Tendency to migrate toward   reactionary activity and tyranny of the urgent.</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Vision   and strategic objective to Mission. Tendency to migrate toward reactionary   activity and tyranny of the urgent.</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Mission   and strategic objective to Activity. Tendency to migrate toward reactionary   activity and tyranny of the urgent.</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Growth</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   grow in wisdom understanding and knowledge to raise leadership lid</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   have more wisdom understanding and knowledge to lead</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Must   have more knowledge and understanding to manage</p>\r\n</td>\r\n</tr>\r\n<tr>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Gravity</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   wisdom migrates leaders toward management and set low leadership lid</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   understanding creates micro management</p>\r\n</td>\r\n<td style=\"border: 1px solid #0066ff;\">\r\n<p>Lack of   knowledge creates poor results</p>\r\n</td>\r\n</tr>\r\n</tbody>\r\n</table>'),(5539,335,'33550chart.jpg','<p>In the book &ldquo;Primal Leadership&sbquo;&rdquo; Daniel Goleman&sbquo; who popularized the notion of &ldquo;Emotional Intelligence&sbquo;&rdquo; describes six different styles of leadership.&nbsp;Based in part on research data from 3&sbquo;871 executives&sbquo; the authors distill all leadership roles into six distinct styles--which effective leaders switch between depending upon circumstances--then explains the role of each style.</p>\r\n<p>The most effective leaders can move among these styles&sbquo; adopting the one that meets the needs of the moment. They can all become part of the leader&rsquo;s repertoire.</p>\r\n<p><strong>Visionary</strong><br />A visionary leader articulates a shared vision and gives clear direction and really helps people move toward a shared hope or dream. This is the classic model of leadership. It creates an immensely positive impact on the team\'s emotional climate. For example&sbquo; a visionary leader clarifies where the team is going but not how it will get there. This sets people free to innovate&sbquo; experiment&sbquo; and take calculated risks.&nbsp;<br /><br /><strong>Coaching</strong><br />The coaching style involves talking to someone off line&sbquo; outside the team setting. You have a one-on-one conversation&sbquo; not about your shared task&sbquo; not about the job&sbquo; but about the person. Who are you? I\'d like to get to know you; I\'d like to understand you. What do you want in your life? What\'s your life like? What do you want for your career? What do you want from your job? How can I help you get what you want&sbquo; go where you want to go?<br />This conversation opens up an ongoing dialogue letting the leader &lsquo;feedback&rsquo; the task in ways that make sense to that person&sbquo; in terms of where they want to go&sbquo; or to find a stretch task for that person&sbquo; to give them a challenge leading them in the direction they want to be moving anyway.&nbsp;<br /><br /><strong>Affiliating</strong><br />The affiliating style creates harmony in the group by getting people to connect with each other. Affiliating leaders create settings in which people can spend time together&sbquo; get to know each other&sbquo; and then bond together. They focus on people&rsquo;s feelings more than on tasks and goals and use praise lavishly.&nbsp;<br /><br /><strong>Democratic</strong><br />The democratic leader is a consensus builder&sbquo; the person who really listens to other people&sbquo; who takes their opinions into account in making a decision. In situations where the path ahead is unclear&sbquo; a Democratic leader can say in all honesty&sbquo; \"You know&sbquo; you folks know more about this than I do. What do you think I should do?\" The ability to listen gets people on board and makes each person feel they matter.&nbsp;<br /><br /><strong>Pacesetting</strong><br />The pacesetter leads by example and becomes very impatient when people can\'t meet that standard&sbquo; which is very high because pacesetters are very good. They don\'t give positive feedback&sbquo; only negative feedback. &nbsp;They make people feel guilty&sbquo; and that\'s why it lowers the emotional climate instead of raising it.&nbsp;<br /><br /><strong>Commanding</strong><br />The commanding style takes its name from the old command-and-control model&sbquo; the military model. &ldquo;Do it because I say so&sbquo; I\'m the boss.&rdquo;</p>\r\n<p><em>Purchase Primal Leadership by Daniel Goleman for more information on how understanding your leadership style can help you become a more effective leader.</em></p>'),(5540,335,'335142chart.jpg','<p>This chart identifies the potential an individual has in each of six important areas of leadership on a team. It does not identify the knowledge or skills required to master each category&sbquo; just the potential to be naturally good at it.</p>\r\n<p><strong>Developing Others</strong></p>\r\n<p>People high in this category are able to develop others&sbquo; to help them move from one level of performance&sbquo; knowledge or skill to another. They act as mentors to other team members in their areas of expertise.</p>\r\n<p><strong>Team Building</strong></p>\r\n<p>Team builders can help influence others to engage in the efforts of the team. They are also naturally proficient in assembling members into a team.</p>\r\n<p><strong>Helping Others Succeed</strong></p>\r\n<p>People high in this category come along side others and help them to achieve their objective&sbquo; they are selfless team members with the desire to see others accomplish their goals and succeed at whatever they do.</p>\r\n<p><strong>Encouraging Others to Succeed</strong></p>\r\n<p>People high in this category are natural encouragers; they act as cheer leaders&sbquo; encouraging others to succeed.</p>\r\n<p><strong>Likes Working With Talented People</strong></p>\r\n<p>People in this category seek out talented members of the team and attempt to work together with them to achieve common goals.</p>\r\n<p><strong>Builds Whats Best for Others</strong></p>\r\n<p>This category of team member seeks to understand the needs of other members of the team and attempts to build upon their goals.</p>'),