There's no denying that Millennials are the future of the workforce.

But managing each new generation brings its own challenges, none more so than the current crop, who feel unfairly stereotyped by the negative traits often associated with them: that they're entitled, lazy and self-absorbed, to name just a few.

So how do you spot the next leader among this rising group who, to older managers, seem to spend their lives bent over their phones, may never have hand-written a letter, let alone a thank-you note, and like to photograph their food before eating it?

What Isn't Changing About Leadership

A promising leader, no matter what age, displays certain characteristics, both in and out of the office.

They're confident, decisive and resilient, and live their lives true to their values.

They're also generous enough to give credit to others before they give it themselves.

For some, this humility comes naturally. Others develop this mindset over time. Some are more vocal, and others lead by example.

Don't expect the leaders of tomorrow to be clones of what you've grown accustomed to -- just like you wouldn't fit right into the workplaces of your parents' generation. But at their core, your Millennial standouts will largely reflect the traits you value the most.

Personal Branding: Can It Help or Hurt?

Some Millennials have been raised with the idea that their public perception, as expressed on the internet, defines their value. It's hard to have intrinsic humility when you're taught to value your own input so highly.

Having a unique and authentic voice can help in every aspect of a company, from recruiting people of similar values, to finding people who care about your products because they associate with your message.

But to be clear, there is a difference between being a brand influencer and a successful business person. Personal branding is a business, but one that differs in its skillset from being a good business person. Those who influence while including others in the process-- who are interested in building others' careers alongside their own, and helping them understand the basics of growing a company-- are your standouts.

Loyalty and Investment

Millennials often consider themselves "talent" that can be plugged into any company within a field, in an array of different roles. This is in stark contrast to workers of prior generations, who saw themselves as cogs of one specific company - where they'd often spend decades, if not their entire careers.

Younger employees don't tend to value paying dues over a long haul, instead choosing to work at several different places for short periods of time while building a resume.

But to lead any organization, you must know its people, products and fundamental values. And you can't do that without knowing the nuances of how a company operates--which is unlikely if you've only been there for six months.

So pay attention to younger employees who are invested in learning about your company, and seem dedicated to staying put. Those are the rising leaders who will repay your investment in them for years to come.