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.

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.

As a professor, millennials intrigued me. I see them as engagement ready - plug-n-play if you will. They want to contribute in the classroom, the workplace and to society.

The people who care about us the most are the ones who are most likely to hold us back.

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.

We should always be learning or we will cease to be able to change or adapt. I think the best work on leadership today is by Ronald Heifetz. His work is focused on adaptive leadership.

In general, workers under 35 highly value Millennials' ability to relate, be helpful, be open-minded, and be understanding. Employees over 35 appreciated their energy, enthusiasm, open-mindedness, fresh perspective, and understanding of new technologies. It is interesting, in my early research, Millennials entering the workforce reported advantages they claimed to have in the workplace. The advantages turn out to be strengths that are recognized in them as managers.