Some believe that to be authentic, you have to present yourself the same way in every situation. At first thought, this notion seems reasonable, but when you really think about it - not so much. The way you interact with your boss is not the same way you need to interact with your family, peers, team members, or clients. It is not only okay to present yourself differently in various situations but crucial to being perceived as authentic.

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.

It was a natural progression for me to write about Millenials transitioning into management but I found myself getting emotional as I wrote. I really do want to repay them for all they have given me. What better way than to help them transition to the next level of their career!

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.

Talent acquisition, knowledge transfer, generational diversity, and retention will continue to be serious concerns. I think the golden thread is equipping management to work with Millennials. Let's face it. We are going to see organizations needing to replace 40% to 60% of their workforce. Management has never been more important!

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

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.