After hearing a couple of HR professionals this week referring to the millennial generation as seeming to feel “entitled” in the workplace, I started to think . . . while the Xers had/have a strong sense of entitlement . . . the millennials are different. I have high hopes for this new generation entering the workforce. They don’t just want it . . . they’re preparing to take it!

My HR colleagues’ comments were really directed at younger workers who in ever greater numbers, are driving to get ahead, wanting more responsibility, sooner, now even, embracing change, driving it. Unlike the Xers and boomers who’s brains seem to be hard-wired to resist change in the workplace.

These “kids” want more of a voice when they’re at work, similar to the voice many have online, socially. They are demanding that their company hears the voices of those in need, they are leading the charge for corporate social responsibility. They will challenge, and want to be challenged . . . in a way that these HR leaders felt the millennials were not prepared. In my view, being prepared means appropriate skills and the emotional intelligence and willingness to take on leadership responsibilities, to take risks.

Simple generational math tells us there is a problem looming . . . a shortage of mid and top level leaders. It has been predicted that this leadership void is going to dramatically impact our ability to compete, to innovate. We can develop skills but emotional readiness at a young age is a gift. Embrace these young people willing to step-up, and coach/mentor them to quickly develop critical` “soft” skills. We need them to fill a chasm that is unfillable without them. Some have already stepped up, just look at the launched Facebook and Tom’s Shoes.

The millennials . . . and only 25% are old enough to be in the workforce now . . . are not “entitled” they are destined to expand their leadership footprint. Their future is now!