Each part of the wheel corresponds to an area of leadership. At the hub of the wheel, we have the vision, values, and purpose with which leaders effectively focus their teams and organizations on the core of their being (Chapter 2: Focus and Context).

Leaders also take initiative and do what needs to be done rather than waiting for "them" to do something (Chapter 3: Responsibility for Choices).

Leaders are authentic and lead by visible example, fostering openness and continuous feedback (Chapter 4: Authenticity).

Leaders are passionate and build strong commitment through involvement and ownership (Chapter 5: Passion and Commitment).

Leaders lead with heart and rouse team or organizational spirit (Chapter 6: Spirit and Meaning).

Leaders grow people through strong coaching and continuous development (Chapter 7: Growing and Developing).

Finally, leaders energize people by building strong teams, inspiring, and serving (Chapter 8: Mobilizing and Energizing).

The wheel model provides a metaphor for situations faced by an organization. For example, just as a wheel's weight-bearing ability depends upon the strength of its hub, so too does the strength of an organization's hub (or core values) determine the weight of the performance and change issues that it is able to carry.

The wheel also represents the circular nature of leadership – there is no beginning nor end. Each of the supporting leadership principles around the outside of the Leadership Wheel are interdependent and interconnected. If our team or organization develops all the leadership skills, the wheel is well-rounded. If it is deficient in one or more of these skills, the ride may be a little bumpy.