People change, mature, and develop their values, attitudes, and preferences as a function of age. It is actually a strategy deployed by many organizations. The idea is that once Millennials grow up -get a mortgage, family- they will start acting like us and sharing our values. Personally, I would not make that bet. Even if it were to happen, Millennials are putting off seven or more years what other generations have done. Waiting for Millennials to "grow up" is risky when it comes to knowledge transfer, talent development, and competitive advantage.

Millennials are first and foremost problem solvers. They are optimistic. They are well educated. They are creative. They are open to change. They are learners. They are technologically savvy. They are open-minded. They are imaginative. They think third-way. They want to achieve. They want to contribute. They are flexible. They are achievement oriented.

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!

Dignity is different from respect in that it is not based on how people perform, what they can do for us, or their likability. Dignity is a feeling of inherent value and worth.

Rob Goffee and Gareth Jones wrote a great piece in Harvard Business Review titled "Managing Authenticity." In it, they argue that establishing authenticity as a leader is a two-part challenge: "First, you have to ensure that your words are consistent with your deeds; otherwise, followers will never accept you as authentic. The second challenge of authentic leadership is finding common ground with the people you seek to recruit as followers.

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.