Cross-generational issues are more prevalent now than they probably ever have been. While there are fast moving cultural changes that contribute to the different world views of various generations, there are almost as many issues that have to do with the speed at which technology is changing and impacting how we live our lives. Younger generations have taken for granted the onslaught of ever changing technology, and appear to easily embrace them in work and their daily lives. Older generations often view new technologies as one more headache to absorb.

One key generation there is constant talk about today is the Millennial generation. People say Millennials are different, that you have to interact with them differently, they think differently, they have different motivators than previous generations. That’s all true…to a degree.

People act like Millenials are some strange, alien race trying to fit into our American culture. News flash! They are an outgrowth of the ever changing American culture! That means they really aren’t as different from everyone else as you might think. They have dreams, aspirations, needs, and desires. This means that on some basic levels they will have some predictable reactions to how they are treated. And that means that leaders need to understand the needs, wants, and desires of Millenials and address them in a manner that brings out the best in them.

The future of any organization is in large part dependent on the preparation of the next generation to take over and lead. Right now, that next generation would be the Millennial generation. Based on reading many studies, and having worked with Millennials, I would say the traditional way of bringing people up through the ranks, earning their stripes so to speak, and paying their dues the old fashion way is a sure fire way to lose your next generation of leaders. Like it or not, Millennials were not raised to embrace this approach, and the ever-changing culture won’t support it.

You want to develop your young people? Lead them. Don’t tell them what to do, but challenge them. Provide opportunities for them to step out on their own, to take chances (reasonable ones), and help them learn from their mistakes. Then coach them through cycles of learning. Don’t dole out menial work, but delegate responsibility and offer guidance as you watch your young charges take new and different approaches to tackling issues.

I know that for many of us of an older generation this will be a challenge. But if you truly want to lead, you need to be flexible. To some degree you have to meet people where they are at, and guide them along the path of learning, helping them develop the skills and insight that will help them grow into the leaders of tomorrow. One other thing to consider:

While this approach will be excellent for Millennials, I’m willing to bet you have some folks of earlier generations that would appreciate being approached and developed in this same manner. After all, one thing everyone likes is following a true leader, regardless of which generation they belong to.

Jeff Adams is the author of “7 Essential Skills of Leadership, How to Lead Your Organization to Operational Excellence,” which can be purchased here. Jeff holds multiple certifications in continuous improvement methodologies, including Lean, Six Sigma, and QRM. More information about Jeff and services offered can be found at www.continuousleadership.com. Online training is available here.