Amy Lynch specializes in 'Generational Alignment' -  getting the best that each generation in the workforce has to give:  the wisdom of the Baby Boomers, the productivity of Generation X and the energy and technical savvy of Generation Y.  Here is a recent article on the next generation - the Millennials - and how to groom them for leadership roles: 

Beyond 2010: Growing New Leaders

Will you be short on talent in 2020? A new report from PricewaterhouseCoopers* reminds us that each year the percentage of executives eligible for retirement grows faster than the overall number of employees. We need new leaders waiting in the wings.
 
Generation X, ages 32 to 47, is next in line for leadership; but X is not large enough to replace retiring Boomers. Getting your succession plan in order will require training Millennials to move quickly into mid-level positions. How do you take a flip-flop-wearing, Ipod-generation kid and bring out the leader inside?
 
They Don’t Learn Corporate In College. They Learn It From You.
Whenever you can, stick close. The more time a high-potential Millennial spends with company leaders, the sooner he or she will show leadership traits. First, make mentoring a priority. Give talented Millennials more than one mentor, a group he or she can call on any time with questions. Second, blog in house. Look for the Millennials who answer your blogs with solutions and insight. They are future leaders in whom you can invest. Third, help your mentees step outside the group and take chances. This generation is highly collaborative (an asset), but they can be overly dependent on group think. Give potential leaders the opportunity to lead a project or an effort. Fourth, when they fail, give them the resources they need to get back on track. Finally, make a Big Ten list.
 
The Big Ten
Telling a 26-year-old Millennial that you want them to "exhibit leadership" is like speaking Greek to a Brazilian. Right over their heads. Be specific. Develop a Big Ten list of leadership traits.
 
Use groups of Millennials to help you develop or refine the list. You’ll come up with ideas that seem obvious to you, but absolutely will be NEWS to your Millennial employees. Each list is different, but yours may contain things like Leaders assist co-workers who need help, Leaders understand the industry, Leaders solve problems, or Leaders communicate clearly with everyone on their teams. You might add Leaders bring in new clients, or Leaders meet their quotas. Stress that this is what leadership looks like in your company, and urge Millennials to step up to the plate.
 
A Big Ten list sets you up for a win-win next year and the next, and the next. Gen Y needs guidance and you'll soon need new team leaders and managers. Fortunately, if you act now, you'll be ready.