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Stretch Assignments Give Employees Room to Grow

Insulating a modern local government from shocks and stresses requires public managers to marshal as many resources as possible. One valuable resource that governments might be overlooking, however, is existing employees. A focus on recruiting top talent is important, but so is the potential of existing talent. One way managers can maximize the efforts and abilities of their employees while also providing work that is interesting and engaging is to provide stretch assignments.

Publication date: June 2016
Author: Katie Davis

Stretch Assignments: What Are They and Is Your Employee Ready For One?

Stretch assignments are a cornerstone of a strong employee development plan. A statement that is backed by a number of research studies. In one conducted by the Harvard Business Review of 823 executives, it was found that 71% of respondents said stretch assignments had the biggest impact on unleashing their potential. In another, this one conducted by Korn Ferry , stretch assignments were named the most valuable developmental experience, ahead of things like mentoring, classroom training, 360-degree assessments, and even exposure to senior leaders.

An intentional and strategic stretch assignment can go a long way in accelerating an employee’s development or supporting the trajectory of their career at your organization, though their success relies heavily on the one assigning the task - their leader.

In the following article, you will learn more about what stretch assignments are, what they are not, how to tell when an employee is ready for one, and more. Let’s begin.

What are Stretch Assignments?

While there are countless ways to define a stretch assignment, the following definition from BeLeaderly perfectly sums it up for the purposes of this article: “Stretch assignments are temporary, internal learning gigs that simultaneously offer an employee a chance to develop new skills while helping the organization solve a real business problem.”

Most commonly, stretch assignments are implemented to prepare an employee for an upcoming promotion, engage a high-performing employee, encourage skill development, or evaluate an employee’s level of interest or aptitude for another role.

As the name implies, stretch assignments mean they “stretch” or challenge an employee to think and act outside their comfort zone or day-to-day job. But what exactly makes a stretch assignment challenging ?

It presents employees with an unfamiliar challenge
It challenges an employee to create change
It gives an employee a high level of responsibility
It challenges an employee to work cross-functionally

At this point, it is important to define what stretch assignments are not. Stretch assignments are not a chance for you to hand off work you do not want to do. They should also not be what Korn Ferry calls “glass-cliff projects.” According to them, “stretch assignments and glass-cliff projects both involve some risk and often include crisis situations, but one is about building your skills and the other is about proving your worth, despite your many successes. One is encouraging; the other is an affront.”

Are you struggling to decide what to delegate and whom to delegate to? If so, this guide will help!

4 Signs Your Employee Is Ready For a Stretch Assignment

Of course, there is a fine line between “stretching” or challenging an employee and overwhelming them. To help you distinguish if an employee is ready for and can handle a stretch assignment or not, here are a few key things to consider:

Their Track Record An employee who is ready for a stretch assignment and can handle it will not only have a history of successful projects and good performance, but will have a track record of asking for help when they need it, respecting boundaries, proactively seeking learning opportunities, and taking accountability for their actions (whether good or bad). These behaviors show a level of discretion that is imperative to the success of a stretch assignment, where an employee is outside of their comfort zone.
Their Engagement According to Gallup , “engaged employees are highly involved in and enthusiastic about their work and workplace. They are psychological ‘owners,’ drive high performance and innovation, and move the organization forward.” Whereas, “actively disengaged employees aren't just unhappy at work - they are resentful that their needs aren't being met and are acting out their unhappiness. Every day, these workers potentially undermine what their engaged coworkers accomplish.” Fortunately, stretch assignments are an ideal chance to further engage already engaged employees and those bordering on disengaged. You should be quite certain that the individual you will give the assignment to will see it as a positive opportunity and be willing to do their best work, not just because they have to, but because they want to.

An employee who has been given a stretch assignment is going to need your support more so than they would for their everyday job. Therefore, before you give a stretch assignment, be sure you have the availability and capacity to proactively support your employee from start to finish.

Your Relationship Given the nature of stretch assignments, there is always a risk of failure and for some employees, failure is hard to handle even if it is a valuable learning experience. That is why it is so important to have a relationship built on trust before delegating a stretch assignment. Your employee needs to feel comfortable sharing their challenges and questions without fear of judgment, or else they might try to “go at it alone,” which is ultimately where people get themselves into trouble.

2 Major Things to Be Aware of With Stretch Assignments

Stretch Assignments Should Not Impede An Employee’s Day-to-Day Job As a leader, you need to closely monitor the progress of a stretch assignment, the well-being of your employee, and the health of their day-to-day roles and responsibilities. If your employee is suddenly working an exorbitant amount or is showing signs of burnout , then you need to be prepared to step in. While the stretch assignment is important, it should not put your employee's core roles and responsibilities , not to mention their wellbeing, at risk. If this becomes an issue, use it as a learning opportunity to help the employee identify their signs of burnout and set boundaries .
Stretch Assignments Need to be Fairly Distributed The unfortunate reality is stretch assignments are not always fairly distributed and accessible to all employees. This was highlighted in a study from BeLeaderly , which found that “women are less likely than men to receive challenging stretch assignments.” The report noted that “when stretch assignments are unclear, unadvertised, and unevenly offered, it makes women hesitate even more to pursue them. On the other hand, taking an open, equitable approach to stretch opportunities can create a thriving internal gig economy - one that’s accessible to all. This not only helps employees advance in the short term, but it can also set the course for diversifying, and therefore strengthening, your leadership ranks in the long term.” So, how can you ensure the distribution of stretch assignments is fair? According to a report by Catalyst , they recommend leaders link the distribution of stretch assignments to performance reviews, review the allocation of stretch assignments to ensure equitable distribution among women and equity-seeking groups, as well as consider providing new hires with a stretch assignment or assigning new hires to a team working on a stretch assignment.

Employees who are given a stretch assignment will require more support, guidance, and encouragement than an average employee. Though the effort is well worth it as stretch assignments contribute to employee engagement, morale, satisfaction, productivity, and success, which in turn contributes to your success as their leader. It’s a win-win!

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Stretch Assignment

What Are Stretch Assignments?

Why are stretch assignments beneficial.

Catalyzes growth. These dynamic projects or tasks are designed to propel employees out of their comfort zones and catapult them into the realm of professional growth. By taking on unfamiliar responsibilities, employees are exposed to fresh challenges and opportunities to develop new skills and knowledge. It's like strapping a rocket to their career trajectory.
Supercharges engagement and motivation. We all know that engaged employees are the heart and soul of any thriving organization. Stretch assignments inject a much-needed dose of excitement and purpose into the work lives of your employees. By entrusting them with challenging projects, you're sending a clear message: We believe in you. Their commitment, initiative, and creativity skyrocket, resulting in a turbocharged organization firing on all cylinders.
Builds confidence and resilience. Stretch assignments give employees the perfect training ground for building confidence and resilience. As they conquer challenges and complete demanding projects, their sense of accomplishment skyrockets, boosting confidence levels and fueling a can-do attitude. Plus, the resilience developed through stretch assignments equips employees to navigate change and uncertainty with ease, making them valuable assets to your organization.

Types of Stretch Assignments

The skill-building extravaganza, the cross-functional adventure, the project of epic proportions, the innovation challenge, the client-facing expedition, how to implement stretch assignments in the workplace, step 1: align assignments with development goals, step 2: provide support and resources, step 3: set clear objectives and expectations, step 4: recognize and celebrate achievements, challenges associated with stretch assignments, challenge 1: the comfort zone conundrum.

Understand the employee's perspective. Recognize that employees may be hesitant to take on stretch assignments due to various reasons such as fear of failure, lack of confidence, or concerns about work-life balance. Take the time to listen and understand their concerns before addressing them.
Communicate the value . Clearly explain how the assignment can enhance their skill or broaden their experience and highlight the positive impact it can have on their career trajectory.
Provide support and resources. Assure employees that they will receive the necessary support, guidance, and resources to succeed in the stretch assignment. Offer training, mentorship, and coaching to help them build the skills and confidence required for the task. Reassure them that you are invested in their success.
Set realistic expectations .Ensure that employees understand the expectations and scope of the stretch assignment. Clearly define the goals, deliverables, and timelines involved. Break down the assignment into manageable steps and provide a roadmap for success. This will help alleviate concerns and make the assignment less daunting.

Challenge 2: Time and Resource Crunch

Challenge 3: skills gaps, challenge 4: balancing act, challenge 5: ensuring equity, evaluation and reflection, assess progress and outcomes, support reflection, refine and improve.

Brandi M Fannell, Ph.D.

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Stretch Assignments 101: Maximize Opportunities for Growth With Thoughtful, Guided Supervision

Challenging workers with new assignments and responsibilities is good for both the employee and the employer. But it requires a well-considered process.

Stretch assignments are well understood to enhance individuals’ skills and experience. But how is it done right — without the career version of a pulled muscle?

The vice president of life sciences at Iterative Health , Laura Mantell, shared her methods and techniques for doing this safely and effectively. It starts with training the individual to give them technical proficiency as well as to give them self-confidence. She also advises assigning the employee a project area and client with whom that person is familiar.

Provide close supervision and plenty of support at the beginning of the stretch assignment, tapering back as the trainee scores more points in the win column, said Mantell. And always offer support, even in the latter stages.

Built In Boston spoke with Mantell to discover how Iterative Health is able to attract some of the best talent because of this culture and approach to growing its people.

stretch assignments give employees room to grow

Iterative Health uses AI to transform gastroenterology treatment and improve patient outcomes.

Please share an example of when you extended a stretch assignment to a direct report. What was the assignment, and how did you know the individual was ready to take it on?

Recently, a member of my team had an opportunity to take on more of an active role in managing an important client relationship, which was a critical relationship for the business. This team member had spent several months getting to know more junior members of the client company and established a strong rapport with them, making him a trusted partner. The team member's diligence, thoughtfulness and high-quality work product clearly demonstrated that he was ready for more of a challenge. He met it head on, becoming a well-regarded partner across the client's organization, which led to continued success and growth today.

It was important to me that my teammate felt set up to succeed and grow individually.”

How do you ensure that team members are not overburdened by stretch assignments and are supported throughout its completion?

In the previous example, it was important to me that my teammate felt supported throughout this stretch opportunity and that he was set up to succeed and grow individually. As a result, I worked closely with him — giving him space to run and manage the client with increasing independence and space while also providing feedback, answering questions, reviewing materials, etc. In this way, my team member was positioned to grow as a result of this opportunity, while also being able to learn from the team and those around them in the process.

How can managers make sure that they take a thoughtful approach to stretch assignments so that they lead to growth — and not stress — for their assignees?

In my experience, the best way for managers to stretch their employees without causing undue stress is to spend and invest significant time and training upfront, ensuring and building confidence that the team member can continue to grow with increasing independence. When done well I've seen team members be able to grow faster and with more autonomy as they feel well prepped and trusted by their team.

I also believe that building trust is critical to this process. There needs to be a strong level of trust between manager and teammate so that the teammate feels that the manager has their back. Also, the manager knows the teammate can handle opportunities independently and doesn't feel the need to micromanage.

Responses have been edited for length and clarity. Images provided by Shutterstock and Iterative Health

Why You Should Take on More Stretch Assignments

Jahna Berry

Research shows the stakes are higher for marginalized communities, but the opportunity is usually worth it.

Stretch projects require skills or knowledge beyond your current level of development and are great opportunities to shine in a new arena. This is also why they can feel so scary, especially for workers at the intersections of race, class, gender, sexuality, or other dimensions of diversity. Research shows us that women, people of color, and members of the queer community are punished more heavily when they make mistakes. As a result, you may feel pressure to perform perfectly, and be less averse to taking on the risk of a stretch assignment. The good news is that handling this kind of unfamiliar work is a skill that you can learn and refine — and it’s a great way to advance your career. Here’s how to get started.

Shift your negative self-talk. When you’re feeling overwhelmed by self-doubt, pause, and take some time to reflect. Write down all of the times that you tried something new and figured it out. This will give your mind the “evidence” it needs to prove that you’re capable of taking on challenges.
Get clarity. At the very start of your project, seek to gain clarity around your manager’s expectations, important deadlines, specific goals you need to hit within those time frames, and any important stakeholders you need to keep in the loop along the way.
Do a listening tour. Schedule meetings with each of the key stakeholders your manager named. When reaching out, explain the project you’re leading and what information you want to learn from them. Use your meeting to do three things: communicate transparently that you are not an expert in the area yet, show sincerity that you are interested in learning more about it, and give the people who are experts a chance to showcase what they know.
Trust your gut. Don’t let your fear of failing overcome your intuition. Write down all of the times you had a hunch to do something, but against your better judgment, you didn’t do it. In the end, if you found yourself saying “I knew better,” that initial hunch was your intuition. Remember this feeling, and trust it the next time it comes around.

You raised your hand for a stretch project, and — congratulations! — you’ve bagged the assignment. As an emerging leader, you were hoping to show your drive and ambition, but now that you have the opportunity, you’re terrified.

JB Jahna Berry is an award-winning journalist and has written about leadership for Mother Jones and OpenNews. She was a featured speaker at events for the National Association of Gay and Lesbian Journalists, WIRED, University of Missouri’s School of Journalism, and the News Product Alliance. She is the Chief Operating Officer at Mother Jones.

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Unleashing Potential: How 3 Leaders Drive Career Growth With Stretch Assignments

Small steps into unfamiliar realms can accumulate to substantial career advancement. Leaders shared why stretch projects are a consequential part of that process.

While the phrase “the magic happens outside of your comfort zone” has been so oft-repeated it verges on cliche, it still remains true.

In one’s personal and professional life, the comfort zone can be a healthy, reliable place. But a refusal to step out of it can hinder growth. By balancing comfort and consistency with new challenges and responsibilities, people can realize they’re capable of more than they expected — and become more willing to embrace the unknown.

And the good news is the leap into uncharted territory doesn’t need to be a headfirst dive.

Conversely, research on strategy formation in entrepreneurial settings conducted by Timothy Ott and Kathleen Eisenhardt showed that the most successful breakthroughs were the result of small steps, not massive strides.

For leaders, providing team members with growth opportunities and sustained support is essential in seeing them realize their potential. By providing stretch assignments, employees can learn from failures and successes alike, and be exposed to the exciting possibilities that lie outside of their comfort zone.

According to a Egon Zehnder’s survey of 823 international executives, 71 percent cited stretch assignments as pivotal in unlocking their potential in their careers.

The results may speak for themselves, but a leader’s approach to supporting team members in this process is just as important as the employee’s willingness to execute it.

At Amount , Evive and CSC Corptax , leaders are using stretch assignments to drive professional growth — and guiding and encouraging employees as they take on new challenges.

Amount provides financial institutions with a point-of-sale financing suite and digital omnichannel retail banking experiences.

Share an example of when you extended a stretch assignment to a direct report. What was the assignment, and how did you know the individual was ready to take it on?

An easy place to extend stretch assignments is in a project that is important to the organization and needs an additional resource. For example, one of my team members was contributing to our compensation planning process by providing raw data. As part of a stretch assignment, she was tasked with creating a new workbook that included data analysis, accruals and modeling various situations for our HR business partners to reference. This helped the HRBPs when coaching leaders on compensation decisions and conversations. I knew she was ready for this assignment because she had advanced Excel skills that weren’t being leveraged, she was eager to learn more in the compensation space and is someone who feels motivated and rewarded when helping the team.

How do you ensure that team members are not overburdened by stretch assignments and are supported throughout its completion?

First, team members should be involved in designing the assignment. That way, they consider their strengths, growth areas, work responsibilities and anything else going on in their lives to create a plan and timeline that feels energizing to execute against. From the manager’s side, support via regular check-ins is key — not just about progress and being available for questions, but also dedicating the time for team members to reflect and share what they are learning. Communicating to team members that mistakes are expected and choosing a part of the assignment to do together is also super helpful!

Support via regular check-ins is key — not just about progress and being available for questions, but also dedicating the time for team members to reflect and share what they are learning.”

How can managers make sure that they take a thoughtful approach to stretch assignments so that they lead to growth — and not stress — for their assignees?

By nature, stretch assignments challenge employees by placing them in uncomfortable or new situations to learn and grow. So a little stress is to be expected and good!

A thoughtful approach includes ensuring it is a well-suited development activity for that individual — typically high performers who show potential to drive impact and preparedness for a new role or promotion. It also includes shifting the responsibility of designing the assignment to the team members themselves and aligning the assignment to the team member’s career aspirations, growth areas and business needs.

Additionally, you must define the scope and expected outcomes, breaking it up into smaller pieces and tracking progress along the way. Leverage your performance system or use a shared doc for this. Finally, create accountability and provide support via coaching and feedback at regular check-ins and important checkpoints.

When there is clarity via a plan, alignment to the work, motivation to do the assignment and support from managers, stretch assignments will help employees channel the stress and discomfort of doing something new and challenging to grow.

CSC Corptax is a B2B software development company that provides corporate tax departments worldwide with technology-based tax solutions.

One of my reports took on a stretch assignment to start a new design team. This was not an area he was familiar with, but I knew he was ready because he was doing a great job understanding people and helping to build camaraderie within a team. He was also asking the right questions and showing a willingness to research new information. And as I hoped, he was able to apply these talents in new ways to accomplish the stretch assignment successfully.

His ability to understand the whole person helped him find the right people. The goal was to assemble a team, find the right people, create a new design process and foster team collaboration. I also tasked him with ensuring documentation was created to ensure future onboarding and knowledge transfer between the other teams.

How do you ensure that team members are not overburdened by stretch assignments and are supported throughout its completion?

It’s extremely important to be there for your team members. You don’t need to solve their problem for them, but you should be an available sounding board. Encourage them to talk it out, step back and break the problem into simpler parts. As a leader, it’s crucial to keep a cool head even when it seems like a lot is going on. The best way to deal with that is to step back, take a breath and simplify. Frequent check-ins like one-on-one meetings and an open-door policy ensure your team members can reach you.

It’s extremely important to be there for your team members. You don’t need to solve their problem for them, but you should be an available sounding board.”

How have stretch assignments paid dividends for team members at your company?

The most important part of a stretch goal is learning and growing. When you give team members difficult tasks, they may have incomplete information or find themselves outside their comfort zones. They will need drive, tenacity and innovation to accomplish the goal. Team members should seek to do what is difficult because even though they may fail, falling short can lead to many learning opportunities. Plus, they will grow from the experience.

If done right, even a failed stretch goal brings value and lessons learned that contribute to the team’s overall growth.

Healthtech company Evive helps employees take full advantage of their benefits through a data-driven platform complete with educational resources and recommendations.

Throughout my career, I have given many stretch assignments to employees. One that stands out is a team member hired to help project manage client deliverables, who also showed an interest in our technical capabilities that went far beyond the expectations of their role. This included understanding how we received, ingested and reported on data as well as technical configurations like single sign-ons (SSOs). I assigned them the task of setting up an SSO between a client and vendor, including scheduling and leading calls, gathering requirements and submitting them to our engineering teams — all without the benefit of established processes or standard operating procedures!

I knew this individual was ready for a stretch assignment due to a few factors. First, they excelled at managing their current workload. I never had to remind them to complete tasks within their job description and could depend on them to always hit deadlines. Second, they asked knowledgeable questions about the area of the assignment, demonstrating they had taken an active interest and would be more likely to succeed. And finally, the last was their willingness to learn and put themselves out there to do so.

It is obviously important that stretch assignments be given when there is capacity, so making sure the team member has the time and bandwidth is key. Outside of that, I find it helpful to do a couple of different things to support them. I will work closely with any outside team members that might be involved in the project — such as the project manager or mentor — and make sure that my team members are attending and participating in meetings, milestones are being met and that they remain engaged in the overall project. I will also carve out roughly 15 minutes of every other one-on-one meeting we have to check in on project progress, ask questions and see how I can help with any roadblocks that have popped up. Providing these opportunities isn’t just about handing them out and waiting for the project to get done. Checking in and actively helping when needed shows your support as their manager and will make sure the project gets completed successfully.

Checking in and actively helping when needed shows your support as their manager and will make sure the project gets completed successfully.”

The career growth of everyone on my team is a high priority for me. This means I am always trying to carve out time in our regular check-ins to ask about different areas of interest a team member may have. I find that if the stretch assignment aligns with the interests of the team member, they are not only more likely to succeed but be engaged and enjoy the additional workload. I take an active interest, whether I am the one managing the project or not, so I can lend my advice or support along the way. A large aspect of this support is helping to manage priorities, so no one is feeling overwhelmed or stressed, while also ensuring that day-to-day tasks and tasks related to other projects are still on target.

Responses have been edited for length and clarity. Images provided by Shutterstock and listed companies

Berger Leadership Blog

How to structure effective stretch assignments.

You can set high expectations and work to motivate your team the right way, but an important component of that is ensuring the projects and responsibilities you develop to push your employees are developed in ways that set them up for success.

Leadership guru Julie Winkle Giulioni has a recent piece on stretch assignments. These assignments are intended to push employees past their comfort zone, but not so far that it breaks them. While each person will have varying tolerance levels for the discomfort and be motivated in different ways, she outlines four questions for leaders to consider in order to develop successful stretch assignments :

What is the developmental purpose of the stretch assignment? One of my recent blogs covered the power of purpose . Understanding the "why" behind a stretch assignment is important. But you can't just detail how this assignment will benefit the company. Leaders must demonstrate how the skills and knowledge gained from completing it will be good for the employee long term. Work with the employee to identify their professional goals and connect those to the task at hand.
What is the current level of skill, motivation, and resilience of the employee? It's important to understand the starting point. Think about your fitness goals – if you want to run a marathon by the end of the year, but you haven't worked out in weeks, you can't expect yourself to be able to run all 26 miles on Day 1. If you try, you'll likely become discouraged and give up on your goal. The same is true for stretch assignments. Recognize the gap in an employee's current skillset and where they want to be, as well as their resilience when facing obstacles .
What experiences might offer the appropriate (but not excessive) level of challenge needed to grow? Establish checkpoints during the assignment that demonstrate growth. As the employee hits certain points, identify areas that can be enhanced to keep progressing. Giulioni offers options like adding complexity to a current task, increasing the level of responsibility, imposing new constraints, and challenging them to take on developing a new product or a project that has a sense of uncertainty.
What resources will the employee need to ensure that the stretch delivers its desired developmental outcomes? There is an emotional toll of facing challenges, in addition to the organizational cost. Be ready to be a sounding board and offer your employee the guidance and encouragement needed to overcome obstacles. Leaders must also be willing to invest the resources – whether it's a new budget item, additional staff, or reconfiguring current responsibilities so they have time to devote to the stretch assignment.

Pushing your team and organization to new heights requires intentional effort to ensure it is done constructively and not to the detriment of your people. Considering these questions as you encourage growth and development will help you be successful in doing so.

Follow me on Twitter ( @BDanBerger )

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B. dan berger, president and ceo, nafcu.

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Embracing Learning through Stretch Assignments: A Guide to Success

Stretch Assignments, Upskilling, Leadership Development

Industries now evolve 5 times faster than 5 years ago. With unrelenting change, adaptability is essential. McKinsey ( 2019) finds leaders exposed to 5+ functions and 3+ countries become 69% more change-ready. Harvard Business Review (2020) analysis shows broad experiences expand perspectives to envision transformation. Further studies show experiential learning opportunities directly enable greater agility—employees with wider skillsets adjust up to 40% quicker to disruptions.

This blog explores how "stretch assignments" and experiential learning are not just beneficial but essential for thriving in such a fast-paced environment. We delve into the intricacies of implementing successful stretch assignments and how they can be a key to not only surviving but excelling in today's ever-changing work world.

Stretch assignments are developmental projects that push people beyond their comfort zones. By tackling unfamiliar responsibilities, employees expand their skill sets and perspectives.

Stretch assignments are impactful for several reasons. They provide real-world practice, enhance problem-solving abilities, build resilience, boost engagement, and promote leadership skills. With continuous feedback and learning, employees progress in their careers and become better equipped to drive innovation.

9 key experiences that you should consider as stretch assignments:

Operational Delivery : Leading a project to enhance the efficiency of a critical production process.

Unfamiliar Environment : Taking a short-term role in a different department or geographical location.

People Management : Managing a cross-functional team on a high-profile project.

Global Remit : Overseeing a project with team members from multiple international offices.

Change Management : Leading an initiative to implement a new organisational structure.

Growth: Developing and executing a plan to enter a new market.

Start-up: Launching a new product line or service from scratch.

Turnaround : Revitalizing a struggling business unit or product.

Special Project : Managing a corporate social responsibility project with high visibility.

If you want to learn more about these key experiences, download our 9 Key Experiences to Develop Future-ready Leaders Handbook. Click here to download

The effectiveness of 'learning by doing' through stretch assignments critically depends on addressing 4 specific elements essential for success. This comprehensive guide explores these four elements, offering insights and practical strategies to maximise the benefits of learning through stretch assignments.

Element 1: Overcoming Organisational Resistance to Experiential Learning

One significant obstacle in implementing stretch assignments is overcoming organisational resistance to experiential learning. This resistance often stems from a lack of understanding of the practical benefits of 'learning by doing,' apprehension about the outcomes, or a preference for more traditional, structured learning methods such as classroom-based or e-learning modules. Overcoming resistance to stretch assignments requires a proactive and positive approach that emphasises educating and showcasing their tangible advantages, which can be achieved through securing management buy-in, effective internal communication of successes, and positioning HR as a facilitator of experiential learning opportunities:

Management Buy-In : Securing the active endorsement and support of top management for stretch assignments is essential. When leaders share their personal experiences with stretch assignments, they highlight their value in personal and organisational growth, effectively linking development with success.

Effective Internal Communication : Consistent communication about the successes and benefits of stretch assignments is critical. Showcasing stories of employee growth and their contributions to organisational objectives can help create a positive outlook towards experiential learning.

HR's Role in Facilitating Experiential Learning : The Human Resources department should be at the forefront of creating and implementing frameworks for experiential learning opportunities. Organising focus groups with senior leaders to discuss and share their experiences with major projects and stretch assignments not only reinforces the value of experiential learning but also serves as a powerful reminder of its effectiveness to the leadership team.

Element 2: Securing the Right Stretch Role

In the second element of our exploration into stretch assignments, we focus on the critical factors of ensuring that the stretch role that has been selected for an employee is right. This involves careful consideration of several key criteria, including aligning the role with both the individual's career path and the organisation's objectives, determining the optimal level of challenge to encourage growth without overwhelming, and clearly defining role objectives and expectations. By paying close attention to these factors, we can significantly enhance the effectiveness and impact of stretch assignments in employee development. It’s important to set employees up for success.

Let's delve into these critical success factors in more detail.

Firstly, Strategic Alignment: It is crucial to select stretch roles that align with the employee's career trajectory while contributing significantly to the organisation's objectives. This approach ensures the unlocking of potential with precision. When both individual and organisational goals are aligned to the stretch role, both the individual and the organisation are going to care more about making the assignment a success.

Secondly, Optimal Challenge Level: The role should present an appropriate level of challenge, promoting autonomy and decision-making in employees. This balance fosters innovation and growth while ensuring the role remains achievable and the employee is not overstretched.

To determine if a role offers the right level of stretch, consider these aspects:

Employee’s Reaction and Confidence Level :

Observe the employee's initial reaction to the assignment. Signs of excessive anxiety or doubt may suggest the role is too challenging. In contrast, if they seem too comfortable or unchallenged, the role may not be challenging enough. The ideal stretch induces cautious optimism and an eagerness to embrace the challenge.

Past Performance and Learning Curve : Evaluate the employee’s historical performance and adaptability in similar contexts. If they have consistently managed slightly challenging tasks well, a more demanding assignment could be appropriate. On the other hand, if they have struggled with moderate challenges before, a more modest assignment would be advisable. The role should encourage them to utilise and expand upon their existing skills and knowledge.

Time and Effort Estimation : Assess the required time and effort for the assignment relative to the employee's current workload and abilities. A suitably challenging assignment should necessitate a substantial, yet manageable, increase in effort and time beyond their usual responsibilities. If the role demands an inordinate amount of time or effort well beyond the scope of their current position, it may be excessively challenging.

The final factor in securing the right role is Role Clarity: It is essential to clearly define the objectives and expectations of the stretch role. Regular check-ins and documented goals are vital for maintaining alignment and clarity, particularly in roles that are new or involve novel challenges. For those in the earlier stages of their career, roles with well-defined parameters often prove more successful as stretch assignments.

Element 3: Preparing the Employee for the Stretch Role

This third section is focused on providing employees with the essential preparation and support they need to successfully navigate and thrive in their stretch roles. The right preparation and support are crucial in ensuring the employee is not only ready but also set up for success in their stretch role.

First, start with a skills assessment. Conducting a skills assessment is vital because it helps to identify the specific competencies an employee currently possesses and the areas where they may need further development. This assessment ensures that the employee is placed in a stretch role that is challenging yet achievable, aligning with their existing skills and potential for growth. By understanding their strengths and weaknesses, the assignment can be tailored to maximise learning and minimise the risk of failure, making the experience both developmental and beneficial for the individual and the organisation.

For high-stretch roles, it pays off to assess additional aspects to ensure the role is both safe and developmental. This can be done through a semi-structured interview.

Additional aspects to assess include:

Assess the candidate's ability to adapt to new situations and learn quickly from experiences

Consider their level of emotional intelligence, including self-awareness, empathy, and ability to handle interpersonal relationships judiciously and empathetically

Gauge their tolerance for ambiguity and change and their resilience in the face of challenges

Review their past performances, especially in challenging situations, to predict future potential and development areas

Understand their career goals and motivation to ensure alignment with the objectives of the stretch assignment

Secondly, providing comprehensive and balanced support with realistic goals is crucial in the preparation for a stretch role. This involves offering robust mentorship and guidance to help employees navigate new challenges they might encounter. Furthermore, it's important to set achievable, clearly defined goals that are in alignment with the employee's capabilities and the objectives of the stretch role.

Regular and constructive feedback is essential to aid in their development and to adjust goals as necessary. Encouraging a work-life balance is also key, especially considering the extra effort and time that a stretch role might require; this can be supported through flexible working conditions. Additionally, ensuring that employees have access to the necessary resources and training to develop skills and address knowledge gaps identified in the assessment is vital for their success and growth in the new role.

Finally, creating a safe-to-fail environment : Cultivate a culture where failure is viewed as a stepping stone to learning. Emotional support and recognition of efforts, irrespective of outcomes, are essential. Not every stretch project goes as well as expected, sometimes not through the fault of the employee but because the role has changed.

Here are our top quick tips for creating a ‘safe to fail environment’

Have leaders publicly discuss their own early failures and career detours. Vulnerability from the top makes it psychologically safer.

Separate performance reviews from assignment-based development initiatives. Ensure stretch projects are evaluated independently from day-to-day job effectiveness.

Set explicit expectations that stretch initiatives likely only have a 60% probability of fully realizing the original intent. Frame them as learning journeys.

Build slack time into participant schedules - roughly 20% - for reflection and application of learning during experimental projects.

Establish formal mentorship check-ins for talent in stretch roles to discuss learnings separate from line managers.

Publicly celebrate examples of teams pivoting ambitious initiatives due to external variables rather than viewing them as failures.

Element 4: Recognising and Advancing Career through Stretch Assignments

The recognition of the efforts and learning gained from stretch assignments is vital in ensuring they are seen as valuable experiences. And so is the need to continue an employee’s development journey after the completion of the stretch assignment.

Continuing an employee's development following a stretch assignment is crucial for several reasons.

First, it maintains employee engagement by acknowledging and rewarding the extra effort and risks undertaken during the assignment. This recognition helps employees see the tangible benefits of their hard work.

Secondly, ongoing development is key to retaining talent. Without meaningful opportunities for further growth or new challenges post-assignment, employees, particularly those with high potential, might feel undervalued and consider leaving the organisation. This could lead to a loss of critical talent.

Furthermore, it's important for other employees and line managers in the organisation to see the value of taking developmental risks. When they observe that personal and professional growth leads to positive outcomes, it encourages a culture of development and risk-taking for the greater good of the organisation.

Finally, post-assignment development helps in leveraging the investment made in an employee's growth during the stretch assignment. Stretch assignments inherently involve risks, including the possibility of personal or organisational setbacks. However, when employees successfully navigate these challenges, they emerge with enhanced skills and experience. Effectively utilizing these new competencies not only benefits the individual but also contributes significantly to the organisation's growth and success.

At the end of a stretch assignment, it is vital, as a first step, to update the employee’s personal development plan to address outstanding development areas and to capture future career aspirations. This must include inclusion in succession planning to understand and prepare for future roles and responsibilities. As a next step, consideration must be given to the person’s next role. There may not always be the right follow-on role available for an employee who has completed a stretch assignment, however, there are other ways to keep them learning and to harness their new skills and experiences.

Three ways to continue the development journey in the absence of an immediately suitable role:

Follow-Up Projects: Engage in subsequent projects that build on the skills and experiences gained. This can include cross-functional collaboration working on diverse projects to apply skills in different contexts.

Mentorship or Coaching: Work with a mentor or coach to actively work on any remaining development areas to smooth the way to a new role or promotion.

Networking: Actively facilitate networking with senior stakeholders to open doors to new roles and opportunities. This may include regular meetings with senior leaders or participation in senior leadership meetings.

When effectively executed and supported, stretch assignments can serve as a catalyst for substantial growth, both for the individual and the organisation. The four essential elements to consider are embracing organisational change, selecting the appropriate stretch role, effectively preparing the employee, and acknowledging their efforts and the insights gained. This comprehensive approach maximises the benefits of learning through stretch assignments. It not only encourages personal development but also contributes to the overall success of the organisation, fostering an environment where continuous learning and adaptability are key.

Having explored the impactful nature of stretch assignments and the strategies for their successful implementation, it's vital to take the next step in advancing your leadership development. To deepen your understanding and enhance your capabilities, we encourage you to download our in-depth guide, '9 Key Experiences to Develop Future-Ready Leaders'.

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Stretch Assignments that Develop Strategic, Interpersonal, and Personal Skills

Given that most development occurs through experience (McCall, Lombardo, & Morrison, 1988), stretch assignments can provide a great vehicle for driving employee learning and/or leadership development. Stretch assignments are essentially short-term projects or assignments that provide unique and challenging experiences for the purpose of developing employee/leader skills and abilities. Although the use of on-the-job development is clearly on the rise, it is often applied without consideration of the necessary planning and support mechanisms.

The first thing to keep in mind if you’re thinking about leveraging stretch assignments for developmental purposes is the common-sense notion that different stretch assignments develop different abilities (e.g., public speaking skills cannot be developed through writing policy statements or crunching numbers). Because of this, it is important to first identify the specific skill(s) to be developed. Once you have a list of skills, the next step is to identify the available assignments that provide relevant exposure. This article will help you with this first critical stage of using stretch assignments – that is, thinking about competencies and identifying assignments. Below is a list of stretch assignments that have been shown to develop competence in the following three areas: strategic skills, interpersonal skills, or personal effectiveness.

If you would like to share this list, check out our reference guide which contains the same information in a PDF format.

Strategic Skills

These assignments will help develop competencies related to expanding one’s awareness of organizational functions and strategy ( e.g., coping with ambiguous situations, gaining a strategic perspective, influencing others, working with customers, problem solving )

Spend 3 days with clients and report back (presentation or written report)
Conduct a customer-needs analysis
Write a policy statement
Interview external stakeholders about their opinions of the organization
Analyze and compare a competitor’s product or service
Put together a presentation for a senior employee (i.e., supervisor or manager)
Evaluate a training program
Join a cross-functional team
Join work on a project that has been unsuccessful
Put together a task-force to solve a tough problem
Monitor a new product or service through its entire life cycle

Interpersonal Skills

These will help develop competencies that increase one’s effectiveness to work with and manage other employees or teams ( e.g., communication, listening, managing conflict, managing relationships, teamwork, negotiation, trust, approachability, delegation, leadership )

Lead a team meeting
Become a mentor to a new employee
Train a new employee in a particular skill
Represent team concerns to supervisor
Join a team that’s dealing with conflict
Negotiate a new customer contract
Take responsibility in resolving a team conflict
Troubleshoot a performance issue
Become a campus recruiter
Interview customers and report back
Work with a peer on a developmental opportunity
Delegate 2 tasks to a peer and ask him/her to delegate 2 to you

Personal Effectiveness

These are oriented around competencies most closely related to your performance and personal development ( e.g., organizing, planning, intellectual acumen, creativity, composure, time management, work/life balance, decision quality, customer service )

Help launch a new product or service
Re-launch a product or service that previously failed
Learn a new tool, process, or approach and give a presentation on it
Work with someone from another department on a tough issue
Handle a difficult negotiation with an internal or external client
Take on a project that others have failed in
Write a press release
Teach a seminar on an unfamiliar topic
Create a customer satisfaction survey
Take on a task that you do not like to do
Take on an employee’s tasks who is on vacation
Conduct interviews with employees on their work/life balance experience & present findings

Note: This list is informed by research presented in Lombardo & Eichinger’s (1989) book entitled “Eighty-eight assignments for development in place,” and Yost & Plunkett’s (2009) book entitled “Real time leadership development.” I highly recommend both books as resources for any organization that currently applies stretch assignments or plans to in the future.

Going Forward…

Going forward, keep in mind that this is only a single piece in effective use of stretch assignments for developmental purposes. There are a number of mechanisms that are critical for actually translating experience into learning and development. Employees who will be given stretch assignments need the active support ant participation of their supervisor before, during, and after:

Before – to meet with the employee and discuss what skills to develop, then chose a stretch assignment and identify learning goals
During – to give immediate feedback, support and encouragement, and provide access to resources (e.g., time to participate in assignments, introductions to other people who can provide guidance)
After – to reflect and debrief on what was learned during the assignment and how that can be applied to their current job or future development

Happy Development!

– Scontrino-Powell

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Stretch Assignments for High Potential Employees

As a leader, you’re accustomed to stretching and stretch assignments, since leaders handle a wide array of responsibilities and have to respond to unexpected challenges. You may not, however, stretch your team members the way you yourself were tested on your rise to your current leadership position.

Think of the last time you really grew fast. Chances are, you faced a significant challenge. You may have used parts of yourself that you didn’t even know existed, and you probably surprised yourself by how well you performed and persevered. Now, you’ll feel more comfortable if you face the same challenge again. You’ll also feel more comfortable facing new and different challenges, simply because you have more confidence and skills to draw from. Why not make this an exercise for your team?

What Makes a Developmental Experience Challenging?


	Handle novel responsibilities
	Create and facilitate change in the way business is conducted or in an employee’s behavior, or fix a preexisting problem
	Lead initiatives that are highly important to the organization and entail multiple functions, groups, or products/services
	Influence/manage people or processes for which one has no direct authority
	Lead people from different cultures, gender, or racial or ethic backgrounds

Note: The table is drawn from DeRue & Wellman, 2009

There are lots of ways to challenge yourself and your team members, and everyone likes a good challenge (for the most part), so why aren’t stretch assignments used more often?

In general, leaders and their organizations prefer knowns and constants to unknowns and unpredictability. When someone performs well at their job, leaders try to keep that person in that capacity. This may serve the organization and leader, but it doesn’t always serve the employee. I’ve known many executives who had to leave the organization in order to find a new and more challenging assignments.

Leaders may feel like they can’t afford to provide stretch assignments to high-performing employees, but they can’t afford to lose these valuable employees either. Sometimes you have to fix something that isn’t broken. When Steve Jobs saw an opportunity to innovate or a new market, he went after it, even if it meant cannibalizing one of his own successful products. He said he’d rather make his own products obsolete than have the competition do it to him.

Stretch yourself with your willingness to provide stretch assignments for your team members–no matter how good they are at their current work.

What makes for a successful stretch assignment?

In his work on “flow,” Mihaly Csikszentmihalyi talks about the need to match the right amount of challenge with the appropriate amount of skill. Too much challenge and you become frustrated, too little challenge and you get bored. Here are four steps to designing successful stretch assignments:

1) Identify a developmental experience that will challenge your team member in a new way.

2) Make sure the challenge and the employee’s skill levels align, so that there’s good flow.

3) Provide a rich context for the employee to grow.

4) Make sure that goals are clear and understood by both parties.

What would it take for you to lower the barriers to giving stretch assignments? What is a stretch assignment you can give to yourself?

This post was informed by the following whitepaper: Making the Most of Stretch Assignments

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Effective Stretch Assignments from Two Perspectives

Effective Stretch Assignments We know from action learning leadership development participants that the ability to continuously learn and grow at work separates the average leaders from the best leaders. And one of the very best ways to continuously develop yourself — and your team — is through effective stretch assignments at work that increasingly take you out of your comfort zone . In a nutshell, more complex assignments are opportunity for people to learn and get better.

If you want to become a better skier, ski harder terrain with better skiers. If you want to be a better leader, take on more challenging work and rub shoulders with people who are smarter and more experienced than you.

The Benefits of Effective Stretch Assignments There are benefits of well-conceived stretch assignments for both the individual and the organization. For an individual, an effective stretch assignment presents a challenge that can launch them toward new heights in their career. For an organization, the right assignment can be a critical step in developing new in-house leaders to fill your succession planning pipeline .

For the Individual Stretch assignments present a wonderful opportunity to learn and grow. New challenges at work also typically create some performance anxiety. Make sure that you are mentally up for the challenge and that the opportunity aligns with your desired career trajectory.

What are the considerations for the individual who is presented with a challenging new project or role? The characteristics of an employee who is ready to accept a job stretch challenge include:

A Long-Term Commitment A desire to be with the company for the long haul. Stretch assignments often take time to pay dividends. Look for employees who want to help the company achieve its vision and have an intent to stay for awhile.
A Willingness to Take a Risk Not only will they be adding to their current workload, but they will need to develop new skills and strengths. And because most stretch assignments are highly visible, their contribution comes with high stakes. Are they bold enough to commit?
Self-Awareness Those who are most successful at realizing stretch goals know themselves well; they know what they are good at and what drives them. An effective stretch assignment will play to their strengths and passions. It gives them a chance to highlight special talents and to make a business impact that is meaningful .
Understanding of Resources Needed To succeed, be sure that there is enough support in the form of influential allies who believe in their success. Influencers will be crucial in seeing that they have the necessary resources and the political backing required to see the project through to its conclusion.

For the Organization From the organization’s point of view, what are the benefits of stretch assignments and the factors that work to the company’s advantage? Effective stretch assignments can be a way to test the abilities of candidates in your leadership pipeline while providing career development opportunities — often at a reduced cost.

To give high-potential employees the greatest chance to succeed, let them identify the right opportunities themselves. Their active involvement will ensure that the assignment is something they want to commit to. Work with them to define expected results so you can measure the final impact on both the individual employee and the business.

The Bottom Line When you give high potential leaders a chance to stretch their wings and grow, they have an opportunity to develop exponentially. While they will most likely experience the initial discomfort of having to stretch beyond their current expertise, the potential gains are worth it. Stretch assignments can be career-making for the employee and leader-confirming for the organization.

To learn more about how to develop your next set of leaders, download Surprising Succession Planning Traps to Avoid for HiPo’s

FILES UNDER: Career Development , Employee Retention , Succession Planning , Talent Development , Talent Management

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4 Stretch Assignment Examples for Upskilling Your Workforce

There’s a reason why doctors and fitness experts encourage regular stretching. Doing so improves your performance, increases your range of motion, and builds flexibility.

Likewise, employees can improve their performance and expand their skills when they stretch their abilities in the workplace.

This can be done by taking on stretch assignments: projects or tasks that are beyond their current skill set or expertise. Stretch assignments play a critical role in upskilling programs by strengthening employees’ career prospects, enhancing performance in the workplace, and extending an individual’s range of knowledge.

Here are several types of stretch assignments you can assign employees to help them upskill for career development and internal mobility :

Teaching a class or developing a course
Leading or working on a cross-functional project
Coaching or mentoring a teammate

Sound interesting? Next we'll jump into more detail on each type of stretch assignment and what kinds of skills they help employees develop.

Scale your L&D program with peer mentoring.

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1. Ask subject-matter experts to teach peers

The protégé effect states that the best way for a person to learn is to teach. Therefore, empowering your internal subject matter experts to teach a class or create a course allows them to refresh existing knowledge and learn new skills in the process.

These employees learn how to better communicate their thoughts clearly and precisely, so colleagues who are taking the course can pick up the material quickly. This type of exercise also requires subject-matter experts to use their imagination and creativity to work out how to best deliver the content in an engaging and effective manner.

Take for example, a senior graphic designer who is creating a beginner Photoshop course for her organization. Even though she knows how to navigate the software like the back of her hand, she will still need to learn how to explain design concepts in a manner that non-designers can easily and quickly pick up.

To encourage more frequent peer training in your organization, consider investing in an LMS with an authoring tool that enables anyone to create internal courses in minutes. The most flexible employee training programs enable users to create and participate in both employer and employee-led learning remotely and asynchronously.

Google, for example, has a formal employee-to-employee training system called “G2G” (Googler-to-Googler), in which employees volunteer to teach and train their peers. They can create a course on any topic that they’re interested and experienced in, which has covered topics as diverse as coding, cooking, and ballroom dancing.

This initiative has also created tangible benefits for volunteer teachers, such as improved performance and new hard and soft skills. A Google engineer even taught his co-workers how to fly airplanes , and in the process, he largely improved his skill and confidence in public speaking and presentation.

2. Assign employees to work on cross-functional projects

Although online learning and remote work give employees greater autonomy on how they learn and work, they can also be isolating . One way to offset this is to have your employees upskill and challenge themselves by participating in or leading cross-functional projects within your organization. For example, you could have an employee in product management work with the marketing and customer success teams on a new product launch.

When employees collaborate with other teams or departments, they can share their expertise and learn from fellow colleagues, while expanding their own knowledge and skills. This could mean gaining tactical skills and discovering helpful new tools, but also developing communication and interpersonal skills, emotional intelligence, and teamwork. This transfer of knowledge and expertise also allows team members to exchange ideas and share different perspectives, which can help stimulate creative thinking and problem-solving.

3. Have experienced employees coach junior team members

Becoming an effective leader isn’t as easy as just reading a book or taking a course. It requires hands-on experience acquired through interpersonal interactions in the workplace. Help your employees gain this experience with an internal program teaching them how to coach their peers .

In the workplace, a coach is a person involved in the instruction, direction, or training of an individual or team to help them grow and develop their skills. A leadership coaching survey showed that 72% of companies offer some type of leadership coaching to improve the leadership skills of their employees. This type of stretch assignment is well-suited for employees who want to guide others in reaching specific goals, and to develop leadership skills like emotional intelligence, empathy, and self-awareness.

There are two ways to support your employees with a coaching program:

One-on-one coaching : This occurs when a more knowledgeable or skilled employee works with a more junior team member in the same field to guide them on their professional development. This method allows the coach to follow their trainee’s work and habits to determine how they can help improve their performance. For example, in a design agency, a lead designer can coach a junior designer and help them plan and strategize their work.
Peer-to-peer coaching : This is a more informal method where two or more employees with similar levels of experience and seniority work together to help each reach their goals. It can be as simple as connecting to ask questions, review work, provide feedback, or help someone join a new project or team. For example, assigning onboarding buddies to new hires helps the latter acclimate to the company and their role–and gives the former an opportunity to take on more responsibility and engage with their work in a new way.

4. Increase workplace engagement with a mentoring culture

Research from Gallup found that a whopping 60% of workers are emotionally detached at work. Giving your employees rewarding opportunities to become mentors can increase their engagement and satisfaction in the workplace. A study from the Harvard Business Review revealed that employees who served as mentors “described their job as more meaningful than those who did not mentor.” And mentors also experienced lower levels of anxiety than their non-mentoring counterparts.

Like coaching, mentoring is a relationship in which employees learn from someone else’s experience. Coaching is more performance-driven and often designed to help trainees reach milestones and achieve specific goals. On the other hand, mentoring is more focused on passing a mentor’s knowledge onto the mentee, rather than following direct instructions.

For example, desired outcomes of a mentor-mentee relationship are often: helping an individual realize their potential, accelerating their development, or supporting them in furthering their career. A mentor looks at their mentee’s holistic improvement, rather than specific skills that can be learned through practice.

Mentorship also enables mentors to transform their individual knowledge into institutional knowledge . And this process of sharing their skills and ideas with others helps them improve their interpersonal and communication skills.

To make your mentorship program a greater success, pair mentors with mentees who have different experiences, knowledge, and skill sets. This encourages mentors to get outside their comfort zone and challenges them to think or see things differently. As part of its four-step mentorship program , Disney Media & Entertainment Distribution matches mentees with mentors who work in different locations. This approach creates more opportunities for interesting conversations and fresh perspectives because employees can interact with team members they wouldn’t normally encounter in their day-to-day work.

"Stretch" your employees to strengthen your organization

It’s easier for employees to excel at stretch assignments in a collaborative learning environment. A collaborative learning culture ensures that your employees are regularly sharing knowledge and building new skills, whether through peer-learning opportunities or mentorship and coaching programs.

Investing in a comprehensive learning platform like 360Learning allows employees to declare their learning needs in real-time–enabling L&D teams and SMEs to create courses that address the most immediate skills gaps within your organization.

Want to read about more upskilling strategies to develop a highly skilled, engaged, and loyal workforce that’s ready to take on new challenges and propel your business to greater heights? Explore more articles on the topic below, or book a personalized demo of 360Learning here .

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3 Attributes of a Standout Stretch Assignment

5 Skills You Need to Future-Proof Your Career in 2024
"...standard of expertise and experience..."

Young woman writing on a whiteboard in an office, back view

Cindy Pace would be the first to admit that she wasn’t always purposeful about lobbying for leadership roles. Now a global diversity and inclusion leader with one of the world’s largest insurance firms, Cindy says a career-defining defining moment arose at a previous company, when she was unexpectedly thrust into a highly visible leadership role.

When a colleague of Cindy’s became ill in the middle of planning a 200-person global conference, Cindy received an unexpected visit from her manager.

“My boss came into my office for one of those ‘put on your big girl pants’ conversations,” she recounts. “And she said, ‘Cindy, I need your help. I know that you’ve been contributing and influencing behind the scenes, but I need you to step up and lead this thing. Can you do it?’”

In that moment, though she was feeling somewhat terrified, Cindy had the self-awareness to realize, “ Someone sees the leader in me. I should be seeing the leader in me.” Cindy accepted the assignment, and the experiences and exposure that came with it changed everything: “It was a turning point in my career, and a turning point in me seeing myself as a leader.”

The Right Stretch Assignment Can Be Career-Making

Knowing that women are less likely to receive these opportunities than men , Be Leaderly launched a survey of 1,500 professionals to examine whether men and women differ in their perceptions of the enablers, challenges, and roadblocks that come with taking on a stretch. And under what conditions would they say yes to one? Our findings are published in the new research report, Out of the Comfort Zone: How women and men size up stretch assignments—and why leaders should care .

Our survey respondents agreed that it’s no small commitment, and gave us detailed insights into the criteria they consider before accepting one. If owning a high-profile assignment like Cindy’s excites you, here are three characteristics to look for in an ideal stretch opportunity, so that you can wholeheartedly go forth and crush it:

1. It Requires You to Be Bold Stretch assignments come with trade-offs. It can be risky to commit to high-stakes, highly visible work that adds to your workload. But consider the upside: the chance to develop new skills, discover new strengths, build influential networks, and make a meaningful contribution to your organization. “I ask myself, ‘Am I ready for change? Am I ready to be uncomfortable? Am I ready to make a mistake and learn from it?’” wrote one survey respondent, a woman working as a senior manager in consumer goods manufacturing.

2. It Spotlights Your Strengths The ideal stretch fuels your passions, plays to your strengths, and helps you make a much-needed business impact. “ I look for a complex challenge so that I can learn and grow, make impactful change, and prove my abilities,” summed up one woman, an individual contributor with ambitions to make her mark within a manufacturing conglomerate. Reflect on your career goals and whether this problem or business opportunity provides the types of new challenges you’d like to tackle.

3. Your Success Is Supported Before agreeing to or starting a challenging new assignment or role, consider the influence, resources, and support you’ll need to succeed. Don’t be afraid to negotiate the authority you’ll need. Line up influential allies to help you navigate office politics and back your decisions. One entry-level woman in the medical devices field told us she weighs the question, “Do I have a support system in place, including a manager and colleagues who agree that I am ready for the next step and who are confident in my abilities?” Want to connect with a bigger, bolder vision for your career? A well-chosen stretch assignment can be career-making. “See yourself as a leader now,” encourages Cindy. “Leadership is an action, not only a position. Raise your hand and proactively look for opportunities to lead or create those opportunities.”

Jo Miller is CEO of Be Leaderly . Jo is dedicated to helping women around the world advance into positions of leadership and influence—especially in male-dominated industries, such as technology, finance, aerospace, and energy. Through her keynotes, workshops, and webinars , Jo shares the steps women can take to succeed. Globally, she delivers more than 70 presentations—often return engagements—each year to audiences of up to 1,200 women. Jo has spoken at women’s leadership conferences, professional associations, and to women’s networks for hundreds of organizations that include Abbott, Amazon, Bank of America, Boeing, BP, CenterPoint Energy, eBay, KPMG, Google, John Deere, Medtronic, Microsoft, Stryker, Department of Homeland Security, and Princeton University. She has spoken in Europe, North America, Asia Pacific, and the Middle East.

To reach emerging women leaders anywhere in the world, Jo founded a popular webinar series that blends leadership skills training with access to live conversations with senior executive women leaders. Now subscribed to by 28 corporate member organizations, the webinars are viewed by participants in 900 locations in eighteen countries.

Jo is a Forbes contributor and co-author of the research report, Out of the Comfort Zone: How women and men size up stretch assignments — and why leaders should care . Her book will be published by McGraw-Hill in 2019.

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Stretch assignments give employees room to grow.

Author

Davis, Katie

[ILLUSTRATION OMITTED]

WHAT IS A STRETCH ASSIGNMENT?

A stretch assignment is a specific task taken on to develop experience and/or expertise outside an employee's comfort zone or regular routine. When employees take on stretch assignments, they meet new mental challenges, increasing their knowledge, skills, and abilities.

At the same time, it's important not to overdo it. An assignment that pushes employees just outside of their comfort zone creates the ideal conditions for growth, but if the assignment pushes employees to the point of extreme stress, any benefits will be greatly diminished. Employees will likely regard too much of a stretch as a source of frustration instead of a positive experience.

The element of stress, in moderation, is an effective way to truly advance skills and abilities. Exposure to manageable stress by assigning a challenging new task pushes individuals to develop new expertise while gaining confidence. Additionally, the practical knowledge and new perspective gained from the stretch allows individuals to become more adaptive and resilient in both their current and future roles.

THE BENEFITS OF STRETCHING

Stretch assignments offer many potential benefits, including cost savings, increased organizational resiliency, and improved employee retention.

Cost Savings. Stretch assignments are a cost-effective way to increase the knowledge, skills, and abilities of employees. Organizations spend a considerable amount of time and money attracting and training employees, and hiring the wrong person can be expensive. Instead of focusing on attracting new people, stretch assignments focus on ways in which current employees can do new things--which often proves to be a smart investment.

Organizational Resiliency. Stretch assignments can help increase organizational resiliency in times of planned and unplanned change. Many organizations are concerned with succession planning, which involves identifying emerging leaders and grooming them for positions with greater responsibilities. A stretch assignment is an ideal complement to succession planning because it allows individuals to develop the necessary skills for positions with increased responsibilities before actually moving into those roles. Additionally, employees often bring a fresh perspective to those tasks, which may uncover new and better processes. Stretch assignments can also lead to a more agile workforce, as existing employees who...

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The Impact of On-the-Job Training and Stretch Assignments on Employee Performance

May 06, 2024

Workplace performance is a critical component that directly affects the success of a firm. Many companies now use on-the-job training and challenging tasks to help employees improve their abilities, increase productivity, and advance in their careers.

Each of these strategies has its own advantages and significant effects on productivity in the workplace. The need to provide employees with stretch tasks and conduct training in the workplace is discussed in this article.

Instruction While Working

OJT, or on-the-job training, is a method of professional growth and education that takes place directly in the workplace. Learning on the job improves a worker's existing abilities while acquiring new ones. Some of the most important ways in which OJT affects worker productivity are as follows:

1. Workers gain real-world experience and knowledge through on-the-job training. This method boosts productivity by assisting workers in mastering their jobs.

2. Employees' self-assurance grows with their skill levels throughout on-the-job training. It encourages people to take on more responsibilities and handle difficulties effectively.

3. On-the-job training is more effective than classroom instruction since it is designed to meet the demands of a certain position. Employees only spend time learning information that is useful to them in their jobs, saving the company time and money.

4. As on-the-job training facilitates education in real time, knowledge and abilities obtained may be put to use right away, resulting in noticeable gains in productivity.

Attempting New Things

Employees who are given stretch assignments are given the chance to take on difficult jobs or projects outside of their normal responsibilities. Employees are pushed beyond their comfort zones and given opportunities to expand their skill sets via these types of tasks. Here's how employees' performance improves thanks to stretch assignments:

1. Employees get a larger set of skills and experiences as they take on new challenges to grow professionally and personally.

2. A high degree of flexibility and a willingness to take on unexpected jobs are shown by employees who execute stretch projects effectively. Both the company and the worker may gain from an employee who is flexible.

3. Growing in one's leadership abilities is a common benefit of stretch assignments. Employees who perform exceptionally well in these roles may be groomed for leadership roles in the future, aiding in succession planning and expanding the organization's pool of potential leaders.

4. Employees' motivation, engagement, and contentment in the workplace may all benefit from stretch assignments. Engaged workers are more inclined to give their all on the job.

The Complementarity of Experiential Learning and Stretch Tasks in the Workplace

When combined with other elements of a complete people development plan, the effect of on-the-job training and stretch assignments on employee performance may be even greater. A culture of continual learning is fostered when on-the-job training is combined with challenging responsibilities. Workers develop as a result of both formal instruction and exposure to novel tasks. This is because skills learned through OJT may be immediately transferred to stretch assignments, helping the individual perform better in high-stakes roles.

Also, on-the-job training and challenging work may help employees rise through the ranks. Staff members get the skills necessary to advance to more responsible positions.

Training employees on the job and giving them challenging tasks may have a major influence on their productivity. OJT improves competence and self-assurance by offering timely, practical experience. Employees' flexibility and capacity for leadership are bolstered by the challenges posed by stretch assignments. When these methods are part of a larger talent development plan, they produce an enthusiastic and productive staff.

A company's long-term success in today's competitive business world may be attributed, in part, to its willingness to invest in its employees through on-the-job training and stretch assignments.

Want to know how to maximize these learning opportunities for your own employees? Onward Worldwide , an HR consultancy firm, can show you how.

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Develop People with Stretch Assignments

This blog is not about justifying why it is important for companies to conduct or provide ongoing training programs. Yes, there are many excellent training strategies and approaches that organizations can into their corporate employee programs that help achieve overall company goals. For the purpose of this blog, let’s start by agreeing that it is essential for every organization’s business plan to include ongoing training – not just training new employees.

Knowledge and skills development is vital to the health of organizations

Business 101 tells us that training plays a major role in employee retention programs.The ongoing and consistent training of employees has a number of high value impacts.

Instills loyalty and commitment.
Prevents employees from stagnating and becoming bored.
Acts as the key motivator that increases productivity.
Supports employees with changing job requirements.
Allows for faster adoption of new technologies

And, most importantly …

Ongoing training of employees demonstrates that the organization places a high value on their people and is willing to invest in a future together.

Development occurs when employees are given assignments that are different from their typical responsibilities and stretch their existing abilities.

Not your usual training and development programs.

Most companies have some form of training programs. Sometimes they are limited to ‘onboarding’. Sometimes they include sending people out on courses or seminars. The focus here is about using specific techniques within the organization to build the company’s future by fine tuning the direction, leadership and succession strategies of corporate employees.

In recent years technology has introduced unprecedented change and uncertainty in both our personal and business lives. It’s absolutely no surprise that executives have had to become much more concerned about their organization’s agility, growth, ability to adapt and utilize technologies that have become commonplace. So how does that happen? The most effective and sometimes quickest manner is to prepare talented and highly valuable individual contributors for fast-track development by ‘stretching’ their skills with special assignments.

Special assignments are a very valid tool that provides opportunities to stretch skills, provide further learning and/or leadership development.

What are stretch assignments.

Stretch assignments proactively provide and effectively manage the future (and career expectations) of high-potential employees. They are unique and challenging experiences that optimize on-the-job development. Over the last few years, this tactic has clearly been on the rise because stretch assignments provide the opportunity for individuals to be tested for creativity, innovation, judgment and drive.

Planning short-term projects or assignments is an excellent tool, and a great vehicle, to test an individual’s ability and motivation.

additional development strategies.

In addition to stretch assignments, there are other forms of validating the investment for development or promotion of prized talent such as:

Mentorship programs
External career coach
Delegate more responsibility and / or authority with decision making
Send employees on specific training programs, seminars or conferences
Offer Internet-based learning
Encourage self-directed learning
Committee work
Job rotation
Lateral moves
Project leadership

The above techniques can also add diversity and depth when preparing individuals for promotion, however stretch assignments have the added advantage of building interpersonal relationships, improving internal communications and increasing flexibility among various business units.

Offering career support to individuals can support retention of valuable employees who might otherwise leave the company for greener pastures.

Why use stretch assignments.

Some of the most common reasons that companies utilize and encourage the implementation of stretch assignments include:

Vet whether or not an individual has the potential for what the company believes they see or anticipate
Prepare individuals to step up immediately if leadership takes leave, quit or for any other reason no longer be present
Build internal strength and ability to quickly develop and test new ideas and concepts as well as “re-tune” approaches, techniques and products
Enhance the business’ ability to adopt and use advances in technology
Raise the bar by building efficient, effective and highly motivated self-managed, decisive team leaders
Improve a company’s competitive position and enhance a reputation for being employee-centric
Ensure the business has adequate resources for expansion into new programs

Short-term successful outcomes build capability and knowledge for the next step and the one after that.

Stretch – one, two, repeat.

As they say, “There’s more than one way to skin a cat.”. Being a cat person, I don’t particularly care for that expression so I’ll share with you how the expression is used in the southern US states. To skin a is in reference to the catfish, often abbreviated to cat, because it is usually skinned in preparing it for eating. I have no idea why ‘cat’ was selected for this expression, but suffice to say the point seems to be-

Any challenge generally has more than one solution.

Talent can be stretched both Vertically and Horizontally. In our modern workplace, it is important for employees to know and understand the difference. It may even make sense to stretch talent in both directions, if it meets with employee agreement and makes sense for the employer.

Vertical Stretch

Vertical stretching is an excellent tool to develop individuals for future leadership assignments and/or promotions. This form of stretch helps to find the optimal level of discomfort in the next role or project, because that’s where the most learning happens.

A good stretch helps find the optimal level of discomfort in the next role and that’s where the most learning happens.

Horizontal Stretch

A horizontal stretch goal inspires people to take on different responsibilities, develop new processes or products, or expand the organization outward in some way.

Not all individuals have the personality, drive or interest in climbing up the corporate ladder when it involves managing budget and/or people. Having both the responsibility and the accountability for others is only satisfying when an individual has a strong desire to move in that direction.

Horizontal development often results in subject matter experts that are just as valuable to an organization as the leaders of people. In this case, it is just as critical to grow solid individual contributors by adding diversity to their work with complex and challenging projects that carry more responsibility. This is another way that will create certain kinds of discomfort that results in further learning and development.

Pushing your high potentials up a straight ladder won’t accelerate their growth—uncomfortable assignments will.

To stretch or not to stretch.

Two guidelines to consider when using short-term stretch goals

Ensure that the immediate goals are part of a larger, more ambitious effort so that whatever is achieved and learned is a building block, not an end-in-itself.
Intentionally design the short-term stretch goals in ways that force innovation, collaboration, and learning — so it’s not just a matter of working harder for a short period of time.

Deconstruct extremely ambitious stretch goals into several short-term stretch goals and include multiple cycles. Small wins maintain motivation and engagement

Advantages of stretch goals.

The most beneficial stretch assignments are intentional. They are selected to develop specific competencies that fit into a carefully created career development plan. Stretch assignments are the acknowledgement of an individual’s value to the organization and provide a rich context for the employee to grow.

Stretch goals are intended to encourage creative thinking and exploratory learning. They help companies uncover new ways to improve processes and develop products and services.

Stretch goals help individuals become more self-confident and more engaged. They force people to re-evaluate what they’re capable of and this leads to a transformative experience.

Companies that utilize stretch assignments in their organizations, find that they are able to significantly increase the competence levels of their people over their competitors. .

The best stretch assignments are those that build business acumen, technical skill or leadership ability.

Disadvantages of stretch goals.

When management are over zealous and set goals that are impossible to reach, significant damage can be done. When a talented individual becomes overwhelmed or set up for failure, it can result in terrible losses to the business, the individual and the rest of the organization.

It is critical that stretch assignments are carefully designed. When top-performers can experience high levels of stress, feel pressured to take excessive risks and if success is impossible or unattainable, there is always a risk that one feels leaving the company is their only choice.

Examples of Stretch Development

Stretch assignments are intended to develop specific and agreed to skills by providing the appropriate experiences. Devising the right strategy to gain experience and build skills can be done using a variety of assignments such as –

Manage a volunteer or intern
Execute a new or important company project
Participate in the company’s strategic planning process
Turn around a failing project, department or operation
Organize and lead an important company event or meeting
Lead a high profile initiative
Conduct a customer-needs analysis
Write a policy statement
Facilitate change in the way a business or a process is conducted
Fix a preexisting problem
Evaluate a training program
Join a team dealing with conflict
Create a customer satisfaction survey
Negotiate a new customer contract
Re-launch a product or service that previously failed
Lead people from different cultures, gender, racial or ethnic backgrounds
Influence and oversee people or processes for which one has no direct authority

Not all stretch assignments are created equal.

By training, developing, monitoring, and witnessing the success of high performers, these people each become individually better and more valuable to the organization. The business will exhibit higher levels of success, a more engaged workforce and the foundation for succession planning.

When the global executive search firm, Egon Zehnder, asked 823 international executives to look back at their careers and identify what had helped them unleash their potential, the most popular answer, cited by 71%, was stretch assignments.

Harvard Business Review Video

“Pushing your high-potentials up a straight ladder toward bigger jobs, budgets and staffs will continue their growth, but it won’t accelerate it.” ~ Claudio Fernández-Aráoz, author, international speaker and global expert on talent and leadership

Herding cats or managing people, program management vs. project management, march 8th – international women’s day 2019.

More From Forbes

20 strategies for business leaders to strengthen employee retention.

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In recent years, it’s become well-known that younger professionals have increasingly embraced job hopping as a way to level up. With professionals being more qualified than ever, many won’t hesitate to drop their current position for a role that offers substantial benefits, including more paid time off, development opportunities and ample compensation.

If businesses are truly interested in retaining their current workforce, they will need to implement strategies that foster loyalty and increase retention. Below, 20 Forbes Business Council members each share one tactic business leaders can leverage to build loyalty and strengthen retention within their organizations.

1. Develop A Culture Of Growth And Development

Fostering a culture of growth and development is crucial. Provide ample learning opportunities, mentorship and clear career paths. Recognize and reward achievements while ensuring employees feel valued and invested in the company's success. Promoting work-life balance and actively listening to employees’ needs will foster a sense of belonging and loyalty. - Chris Coldwell , Quicksilver Software Development Inc .

2. Be Honest And Transparent

Honesty and transparency among team members go a long way. One thing I have learned throughout my leadership journey is that employee retention doesn’t always tie to financial compensation. There are a lot of members on a team that place importance on being part of a team and knowing they are part of the larger picture. - Jordan DeBrincat Mintzas , Altree Developments

3. Prioritize Building Relationships With Employees

Smart businesses need to prioritize and nurture relationships with employees. It’s not just enough to recognize them; you need to draw in each individual so they feel engaged with your company as valuable contributors. Rewards like digital gift cards can be delivered to where people are in seconds—quickly reinforcing positive behaviors, showing appreciation and nurturing company engagement. - Talbott Roche , Blackhawk Network

Best High-Yield Savings Accounts Of 2024

Best 5% interest savings accounts of 2024, 4. proactively reward employees.

Being a nimble team, we proactively reward our members in both small and larger ways. Rewards might include additional time off, a thank-you gift or a salary increase during mid- and end-of-year reviews. We've noticed that showing appreciation proactively fosters loyalty and aids in retention. - Roberto Max Salas , Young Hero

5. Invest In Professional Development Opportunities

Investing in professional development opportunities tailored to individual team member's career goals and interests can foster loyalty and retention within the team. For instance, providing access to specialized training programs or mentorship initiatives allows employees to enhance their skills and grow within the company. - Johan Hajji , UpperKey

6. Create A Mentorship Program

Creating a mentorship program within the company has worked wonders. It not only fosters a sense of growth and development but also builds deep, personal connections between team members. This approach has helped in making everyone feel valued and invested in, which in turn boosts loyalty and retention. - Stefanos Sifandos , ASRAYA

Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?

7. Commit To Coaching Employees

People want to stay and work for leaders who are committed to their development and career growth. If they can’t find that where they are, they’ll look elsewhere, so a manager’s dedication to coaching is essential. When a manager demonstrates belief in a person’s ability to push beyond their own boundaries and reach higher levels of success, promising employees will rise to the occasion. - Mike Esterday , Integrity Solutions

8. Implement An Employee Development And Recognition Program

Build loyalty and retention by implementing a comprehensive employee development and recognition program. Creating a structured career plan that shows employees the specific standards and objectives they need to meet to progress, including the necessary skills and training for each pay scale, can be highly motivational. This approach provides a clear path for professional growth. - Dr Krissy Jones , Trilogy Trust Foundation

9. Put Money Into Personal Branding Development

Invest in personal branding development for your team. Help them identify their strengths, build their online presence and become recognized experts. This will not only make them more marketable but also show you're invested in their long-term success, fostering loyalty and making them less likely to seek those opportunities elsewhere. - Ana Bubolea , Buzzworthy Brands

10. Conduct Yearly Resume Reviews

Set aside time each year to conduct resume reviews for team members. I introduced this to my team and found it quite scary the first time! It was a powerful exercise that required me to be fully present and reframe the accomplishments and abilities of my team. To retain top talent, we must continually recruit our team members, knowing the very best are regularly being recruited by others. - Greg Caesar , Medfluence Advisors

11. Create Internal Job-Hopping Opportunities

Any attempt to quell job hoppers’ desire for new experiences and change will usually fall flat. Instead, create job-hopping opportunities in your company. You can implement rotation programs, cross-training initiatives and project-based assignments. Encouraging internal mobility fosters skill development and quenches job hoppers’ thirst for adventure. - Joseph Santana , Joseph Santana, LLC

12. Develop Talent Management Plans

While it may sound counterintuitive, we proactively create talent management plans for employees beyond their tenure with our company. When we help employees with their long-term career goals, they actually end up staying longer. This is both because they are grateful and because they are actually growing as planned. - Mikhail Papovsky , Massaro Consulting

13. Foster A Positive Work Environment

Business leaders must foster a positive workplace culture that prioritizes and appreciates employees. This involves offering competitive compensation and benefits, providing avenues for growth and development and acknowledging hard work through recognition. Leaders should actively listen to employee concerns to create an environment where individuals feel valued and respected. - Vikrant Shaurya , Authors On Mission

14. Treat Your Team With Dignity And Respect

Fall in love with your people, and care for them more than anyone else in the market can. Make sure your employees understand they are valuable to you in ways none of your competitors can match. Engage with their family and appreciate them for their support. When you treat people with dignity and respect and show loyalty to them, they will respond in kind. - Denny LaVe , Precision Precast Erectors

15. Actively Share The Mission And Vision

It is important to share the mission and vision of the business with professionals. Human motivation is not only for benefit but also often moves with irrational emotions. We’re currently in the era of VUCA where many businesses provide solutions for that era, so having professionals clearly understand their missions and visions will build long-term relationships of trust. - Karita Takahisa , UNIFY PLATFORM AG

16. Encourage Ownership And Entrepreneurship

Cultivate a culture of ownership and entrepreneurship within the team. Empower team members to take charge of projects as if they are working on their own business ventures. By doing so, employees will feel more invested in the outcomes of their work after seeing the direct impact of their efforts. Promoting this mindset boosts pride and strengthens the link between team members' efforts and company goals. - Michael Shribman , APS Global Partners Inc.

17. Allow For Flexible Work

Fostering a flexible work environment has been key in retaining team members amidst increased job hopping. Allowing options for remote work, flexible hours and work-life balance adjustments shows a commitment to accommodating personal needs. This flexibility not only boosts morale and loyalty but also helps team members feel their well-being is valued. - Shehar Yar , Software House

18. Provide Ample Benefits

An organization establishes its commitment to work-life balance and well-being by providing employees with vacation packages that include paid time off, travel benefits and flexible scheduling. This perk incentivizes top talent to stay and fosters a positive mental health culture. An investment in employees’ happiness leads to a more stable and motivated workforce, resulting in higher retention rates. - Onahira Rivas , Florida's Cotton Clouds

19. Offer Genuine Growth Opportunities

Foster a culture where growth isn't just a buzzword but a reality. Offer genuine opportunities for skill development, mentorship, and career advancement within your organization. People crave challenge and purpose. When they see a path forward within your company, they're far less likely to look elsewhere. Loyalty is a two-way street–if you invest in your team, they'll invest in you. - Elie Y. Katz , National Retail Solutions (NRS)

20. Acknowledge Your Team's Efforts

Acknowledging your team and showing appreciation for their efforts is key to building retention. Expressing gratitude in public meetings can have a really positive impact on people. Rather than trying to make your employees feel like their achievements are rewarded through small gifts, give them a platform to grow and develop their careers. - Sabeer Nelliparamban , Tyler Petroleum Inc / ZilBank

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Stretch Assignments Give Employees Room to Grow
Stretch Assignments Give Employees Room to Grow; Leadership, Ethics, and Trust. Stretch Assignments Give Employees Room to Grow Download. Insulating a modern local government from shocks and stresses requires public managers to marshal as many resources as possible. One valuable resource that governments might be overlooking, however, is ...
How To Make a Stretch Assignment (Plus Template and Example)
Following are the seven steps for designing a stretch assignment: 1. Analyze employee experiences. Before creating your stretch assignment, evaluate the candidate in comparison to your succession plan. Determine what skills, knowledge or experiences an employee could develop prior to taking on an advanced role at the company.
Stretch Assignments: What Are They and Is Your Employee Ready For One?
Stretch assignments are a cornerstone of a strong employee development plan. A statement that is backed by a number of research studies. In one conducted by the Harvard Business Review of 823 executives, it was found that 71% of respondents said stretch assignments had the biggest impact on unleashing their potential. In another, this one conducted by Korn Ferry, stretch assignments were named ...
Stretch Assignments: Going beyond regular assignments l Eddy
Step 1: Align Assignments with Development Goals. Get to know your employees' aspirations and interests and design stretch assignments that align with their professional growth trajectory. This customized approach ensures the assignments are meaningful and truly impactful.
Stretch Assignments 101: Maximize Opportunities for Growth With
Stretch Assignments 101: Maximize Opportunities for Growth With Thoughtful, Guided Supervision. Challenging workers with new assignments and responsibilities is good for both the employee and the employer. But it requires a well-considered process.
Why You Should Take on More Stretch Assignments
Why You Should Take on More Stretch Assignments. by. Jahna Berry. April 07, 2023. artpartner-images/Getty Images. Summary. Stretch projects require skills or knowledge beyond your current level of ...
What Is a Stretch Assignment? (With Benefits and Tips)
A stretch assignment is a project that's beyond your current level of knowledge or skills. It gets its name from the idea that it allows employees to "stretch" themselves developmentally, enabling them to learn new abilities and grow professionally. Stretch assignments help you prove your adaptability to your management team, who may then ...
Unleashing Potential: How 3 Leaders Drive Career Growth With Stretch
By nature, stretch assignments challenge employees by placing them in uncomfortable or new situations to learn and grow. So a little stress is to be expected and good! A thoughtful approach includes ensuring it is a well-suited development activity for that individual — typically high performers who show potential to drive impact and ...
Stretch Assignments For Employees
Investing in and supporting employees tends to lead to higher productivity and more loyalty on the job--plus a better workforce overall. But helping your staff reach their potential is about more than just sending them to endless classes--although some training can be useful. The following stretch assignments can help you grow your best team.
How to structure effective stretch assignments
Think about your fitness goals - if you want to run a marathon by the end of the year, but you haven't worked out in weeks, you can't expect yourself to be able to run all 26 miles on Day 1. If you try, you'll likely become discouraged and give up on your goal. The same is true for stretch assignments. Recognize the gap in an employee's ...
Embracing Learning through Stretch Assignments: A Guide to Success
The four essential elements to consider are embracing organisational change, selecting the appropriate stretch role, effectively preparing the employee, and acknowledging their efforts and the insights gained. This comprehensive approach maximises the benefits of learning through stretch assignments. It not only encourages personal development ...
Stretch Assignments and Examples
Given that most development occurs through experience (McCall, Lombardo, & Morrison, 1988), stretch assignments can provide a great vehicle for driving employee learning and/or leadership development. Stretch assignments are essentially short-term projects or assignments that provide unique and challenging experiences for the purpose of developing employee/leader skills and abilities.
Stretch Assignments for High Potential Employees
1) Identify a developmental experience that will challenge your team member in a new way. 2) Make sure the challenge and the employee's skill levels align, so that there's good flow. 3) Provide a rich context for the employee to grow. 4) Make sure that goals are clear and understood by both parties.
PDF Stretch Assignments as an Opportunity to Develop Employees
Why use stretch assignments with employees? • Provide learning opportunities for employees while ensuring that necessary work is. accomplished. • Can be used in place of or as a complement to formal employee training. • Boost engagement levels among employees. • Give employees an opportunity to "learn through doing".
Effective Stretch Assignments from Two Perspectives
Effective Stretch Assignments We know from action learning leadership development participants that the ability to continuously learn and grow at work separates the average leaders from the best leaders. And one of the very best ways to continuously develop yourself — and your team — is through effective stretch assignments at work that increasingly take you out of your comfort zone.
4 Stretch Assignment Examples for Upskilling Your Workforce
This transfer of knowledge and expertise also allows team members to exchange ideas and share different perspectives, which can help stimulate creative thinking and problem-solving. 3. Have experienced employees coach junior team members. Becoming an effective leader isn't as easy as just reading a book or taking a course.
3 Attributes of a Standout Stretch Assignment
3. Your Success Is Supported. Before agreeing to or starting a challenging new assignment or role, consider the influence, resources, and support you'll need to succeed. Don't be afraid to negotiate the authority you'll need. Line up influential allies to help you navigate office politics and back your decisions.
Stretch assignments give employees room to grow
A stretch assignment is a specific task taken on to develop experience and/or expertise outside an employee's comfort zone or regular routine. When employees take on stretch assignments, they meet new mental challenges, increasing their knowledge, skills, and abilities. At the same time, it's important not to overdo it. An assignment that ...
The Impact of On-the-Job Training and Stretch Assignments on Employee
Here's how employees' performance improves thanks to stretch assignments: 1. Employees get a larger set of skills and experiences as they take on new challenges to grow professionally and personally. 2. A high degree of flexibility and a willingness to take on unexpected jobs are shown by employees who execute stretch projects effectively.
PDF Stretch Assignments
The stretch assignment challenges employees by placing them into uncomfortable situations in order to learn and grow. Benefits: 1. Real-World Opportunities To Lead - Provide leadership candidates with the real-world opportunities to lead and sends a message to the candidate (and others) that the organization sees them as a leader. 2. Low-Cost ...
PDF Stretch Assignments as an Opportunity to Develop Employees
Why use stretch assignments with employees? • Provide learning opportunities for employees while ensuring that necessary work is accomplished. • Can be used in place of or as a complement to formal employee training. • Boost engagement levels among employees. • Give employees an opportunity to "learn through doing".
Develop People with Stretch Assignments
They are selected to develop specific competencies that fit into a carefully created career development plan. Stretch assignments are the acknowledgement of an individual's value to the organization and provide a rich context for the employee to grow. Stretch goals are intended to encourage creative thinking and exploratory learning.
20 Strategies For Business Leaders To Strengthen Employee Retention
7. Commit To Coaching Employees. People want to stay and work for leaders who are committed to their development and career growth. If they can't find that where they are, they'll look ...

Stretch Assignments Give Employees Room to Grow

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Embracing Learning through Stretch Assignments: A Guide to Success

Element 1: Overcoming Organisational Resistance to Experiential Learning

Element 2: Securing the Right Stretch Role

Element 3: Preparing the Employee for the Stretch Role

Element 4: Recognising and Advancing Career through Stretch Assignments

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Effective Stretch Assignments from Two Perspectives

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4 Stretch Assignment Examples for Upskilling Your Workforce

Scale your L&D program with peer mentoring.

1. Ask subject-matter experts to teach peers

2. Assign employees to work on cross-functional projects

3. Have experienced employees coach junior team members

4. Increase workplace engagement with a mentoring culture

"Stretch" your employees to strengthen your organization

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Stretch assignments give employees room to grow.

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The Impact of On-the-Job Training and Stretch Assignments on Employee Performance

Workplace performance is a critical component that directly affects the success of a firm. Many companies now use on-the-job training and challenging tasks to help employees improve their abilities, increase productivity, and advance in their careers.

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Develop People with Stretch Assignments

Knowledge and skills development is vital to the health of organizations

Development occurs when employees are given assignments that are different from their typical responsibilities and stretch their existing abilities.

Special assignments are a very valid tool that provides opportunities to stretch skills, provide further learning and/or leadership development.

Planning short-term projects or assignments is an excellent tool, and a great vehicle, to test an individual’s ability and motivation.

Offering career support to individuals can support retention of valuable employees who might otherwise leave the company for greener pastures.

Short-term successful outcomes build capability and knowledge for the next step and the one after that.

Any challenge generally has more than one solution.

Vertical Stretch

Horizontal Stretch

Pushing your high potentials up a straight ladder won’t accelerate their growth—uncomfortable assignments will.

Deconstruct extremely ambitious stretch goals into several short-term stretch goals and include multiple cycles. Small wins maintain motivation and engagement

The best stretch assignments are those that build business acumen, technical skill or leadership ability.

Examples of Stretch Development