I have worked with countless organizations that exhaust energy adapting to the weaknesses of the leader. I had a leader announce to his/her team the other day that he/she was the smartest person in the room. It perhaps was true, but that is where self-regulation should come in. The days of one genius surrounded by a bunch of worker bees are hopefully done. I know Millennials won't buy into such a scenario.

Millennials want to find meaning in their work, and they want to make a difference. They want to be listened to. They want you to understand that they fuse life and work. They want to have a say about how they do their work. They want to be rewarded. They want to be recognized. They want a good relationship with their boss. They want to learn. But most of all, they want to succeed. They want to have fun!

Authenticity is not an innate quality - that is, you are not born with it. Being an authentic leader is not something you can say about yourself; it must be attributed to you.

Key relationships can become threatened when you start exploring your own path. This is true when it comes to relationships with parents, mentors, and bosses. It's not always true, but many times these important people in our lives feel threatened in some way by our independence from them. There is an inner conflict that comes with exploring your own voice.

Millennials are an easy group to identify in terms of their appearance and are therefore highly subject to being stereotyped. When a negative stereotype about a group is relevant to performance on a specific task, it is referred to as "stereotype threat." Individuals who are highly identified with a particular group may experience increased susceptibility to stereotype threat.Understanding perceptions and why they may exist helps to explain and demystify tension and conflict that surfaces as a result of generational discord.

Sometimes we don't move forward because the people who love us the most unconsciously sabotage our efforts.

I think the best value to leaders is understanding the generations for the purpose of integrating a younger workforce and transferring knowledge from an experienced workforce. I also think smaller companies may not have the resources for management training or recruiting and therefore there is not a lot of margin for error.