examples of stretch assignments

Developing Stronger Leaders , Leadership Development

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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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.

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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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Embracing Learning through Stretch Assignments: A Guide to Success

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'.

Download your free copy now 

Not sure which key experience to dive into? Let fate decide! Spin the roulette and embrace the challenge that lands your way. It's a fun, exciting, and somewhat mysterious way to discover what your career might be missing.

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Self-Discovery Through Stretch Assignments: Real-Life Examples

Posted Feb 16, 2024

In the journey of personal and professional growth, individuals often find a transformative bridge to self-discovery through self-assigned projects known as stretch assignments. This article delves into real-life examples of individuals who have taken the initiative to embark on self-assigned projects, showcasing the pivotal role of stretch assignments in fostering self-discovery.  

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The Essence of Stretch Assignments  

Stretch assignments, whether initiated by employers or self-assigned, present individuals with opportunities to step outside their comfort zones and tackle challenges that go beyond their usual scope of work. These projects catalyze skill enhancement, career development, and, perhaps most importantly, self-discovery.  

Real-Life Examples  

Learning a new industry  .

An individual employed in the technology sector who took on a self-assigned stretch assignment to delve into a completely different industry – the renewable energy sector. By actively seeking projects and responsibilities related to renewable energy, the individual not only acquired new industry-specific skills but also unearthed a genuine interest in sustainability and environmental issues.  

Creating a Niche Blog  

In a creative endeavor, an individual with a background in marketing undertook a self-assigned stretch assignment to create a niche blog focusing on a specific industry trend. This project not only honed writing skills but also uncovered a passion for content creation and thought leadership. The blog eventually gained recognition, opening doors to new opportunities in the individual’s professional journey.  

Skill Development in Coding  

A professional in a non-technical role decided to take on a self-assigned stretch assignment to learn coding. Through online courses, dedicated practice, and personal projects, the individual developed a proficiency in coding. This unexpected foray into the technical realm not only enhanced their skill set but also broadened their career horizons.  

Leading a Community Initiative  

In a community-oriented example, an individual within a company took the initiative to lead a community service project. This stretch assignment involved organizing volunteers, coordinating activities, and managing resources for a local charity event. Through this experience, the individual discovered leadership qualities and a passion for community engagement that transcended their daily work responsibilities.  

The Role of Stretch Assignments in Self-Discovery

• Uncovering Hidden Passions: Stretch assignments provide a platform for individuals to explore areas beyond their routine tasks, uncovering hidden passions and interests that may have remained dormant.  
• Building Confidence: Taking on challenges outside one’s comfort zone through self-assigned projects contributes to building confidence. The ability to navigate unfamiliar territories fosters a sense of self-assurance and adaptability.  
• Expanding Skill Sets: Engaging in self-assigned stretch assignments naturally leads to skill development. Whether it’s learning a new industry, acquiring technical skills, or honing creative abilities, individuals expand their skill sets through hands-on experience.  
• Opening Career Pathways: The self-discovery prompted by stretch assignments often opens unexpected career pathways. Individuals may find themselves drawn to entirely new fields or uncover potential career trajectories that align more closely with their newfound passions.  

Conclusion  

The real-life examples of individuals embracing self-assigned stretch assignments underscore the profound impact these projects can have on self-discovery. Whether driven by a desire for entrepreneurship, a curiosity about different industries, or a passion for community service, these examples demonstrate that stretch assignments serve as a dynamic pathway to personal and professional growth. As individuals venture beyond the familiar, they not only enhance their skill sets but also embark on a journey of self-discovery that can shape the trajectory of their careers.  

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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.  

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

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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.”

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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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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Position Yourself for a Stretch Assignment

• Claudio Fernández-Aráoz

I once hired a McKinsey consultant into a country manager role in a developing region. Two years later, despite great success, he told me he wanted to find a job at another company in his home country. I could see he was motivated, and still eager to grow, so I pushed him to instead think […]

I once hired a McKinsey consultant into a country manager role in a developing region. Two years later, despite great success, he told me he wanted to find a job at another company in his home country. I could see he was motivated, and still eager to grow, so I pushed him to instead think about what larger global roles he could perform for his current employer. He did and was soon appointed to manage the company’s entire international business from headquarters. It was a stretch assignment for him, but one in which he has thrived.

• Claudio Fernández-Aráoz  is an advisor on Talent and Family Businesses, a frequent lecturer at Harvard Business School, and the author of  It’s Not the How or the What but the Who .

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Stretch Assignments Can Develop Leadership Skills

• / Pearson Partners
• / blog , newsletter , Tips from the Leadership Coach
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Lisa Thompson, LPC, PCC – Managing Director, Professional Services

For example, an executive who tends to listen to others in the C-suite could be encouraged to lead a discussion at a company event, or a corporate presentation at a chamber of commerce meeting. A sales or marketing leader who spends the day with customers and prospects might be given an operational or technical assignment, such as analyzing the supply chain and making recommendations for improvement.

When it’s time to open a new office or launch a new product, rather than giving the assignment to your “go-to” executive, why not use it as a stretch assignment for an up-and-coming leader? And because teambuilding is one of the most important leadership skills, give that responsibility to the project leader as well.

Forward-looking organizations should formalize the stretch assignment process as an integral component of the leadership development program. Here are some of the steps to consider:

• Determine the skill sets needed for C-suite success within the organization. They may be soft skills, such as the ability to speak comfortably in public, build persuasive presentations or assess a subordinate’s managerial potential. Or they could be technical skills, such as assessing legal risks or analyzing financial scenarios.
• Identify skills gaps in your leadership talent pool. This is best done through individual assessments and discussions, as every executive has a unique set of strengths, weaknesses, corporate objectives and personal career goals. Consider engaging an outside professional assessment firm that can use metrics-based assessment and benchmarking instruments, and that can provide expert and unbiased metrics and evaluations.
• Look for stretch assignments that can close those skills gaps. This is where formalizing the process will pay off, because it builds awareness of those short-term experiential learning opportunities and attaches formal objectives and follow-up evaluations.
• Assess the results. Once the assignment is completed, it’s essential to review the project with the leader. Understanding what did and did not go well is important for the executive to learn from the experience, as well as for the manager to know how far the executive can be stretched in the current role or developed for a higher-level role.

A formal stretch assignment process can be easily integrated into an organization’s succession plan. Giving a new project to the number-two person in a department, rather than the top manager, is one example of how stretch assignments can help you evaluate a future leader’s potential. When an executive succeeds in a stretch role, it builds self-confidence, experience and skills that benefit both the individual and the entire organization.

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