Do you remember the worst boss you ever worked for? I do. It was more than 20 years ago. Clueless. Lazy. No direction. Incompetent, but found a way to blame others. We were all subject to insulting sarcasm bordering on verbal abuse. And he managed to keep his supervisors in the dark, so they thought he was doing a good job. The capper? One day when we were driving to a client call, he hit a woman walking in a crosswalk-nothing serious, but he laughed at her as she sat on the curb, shaken with fear that it could have been worse. My bad boss wasn't just a bad boss, he was a bad person. How about you? I suspect you could tell your own story-or two or three or four-of bad bosses, malignant managers, lazy leaders. You were left guessing what you were supposed to do. Others got credit for your work. What you did was never enough. Deadlines were never communicated, and it was your fault when they were missed. Projects were poorly designed, poor scoped and poorly executed, and you got blamed. Whatever your situation, it was bad. That bad boss of mine, and all the others out there, lit a fire in me. No one should have to put up with that. The high calling of leadership requires every aspiring leader to take his or her position seriously. For more than 20 years, I've been researching what makes a bad boss a bad boss. Along the way, I also learned what makes a good leader a good leader. I was privileged to earn a doctorate-my dissertation was a deep study of the personal side of leading well. I wrote a best-seller on leadership. And I started speaking out wherever I could about leaders leading better. Fast forward to today: our firm has partnered with the Wiley Company to bring the EverythingDiSC suite of assessments to our clients. DiSC Work of Leaders, Leadership 363, Productive Conflict and Management assessments, along with the entire DiSC suite of assessment tools, have been used by millions of leaders and team members over the past 20+ years. These assessments provide keen insights, profound self-awareness and specific action steps for managers who need to grow as leaders. I'd be privileged to have a brief conversation about your goals and which DiSC assessment can provide the most value for your team. Please call me on my direct line at 512.963.8886 to discuss your goals for growing your managers and your teams.