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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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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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Stretch assignments help future IT leaders shine

Cios tap trusted lieutenants for anything from strategy to applications and infrastructure leadership, ostensibly bolstering the organization's leadership bench..

The most successful tech chiefs hand off many critical tasks to trusted lieutenants, in part to groom potential leaders to help future-proof the company. Choice Hotel CTO Brian Kirkland is a master of such delegation, assigning leaders with high potential tasks that extend beyond their regular job duties.

Thanks to these stretch assignments, which help leaders bolster their strengths and shore up weaknesses, Kirkland has built an IT function that is capable of operating without him.

“I try to obsolete myself as much as possible,” Kirkland tells CIO.com. “The key is to identify [his staff’s] aptitude and interest. What’s their oxygen? What do they enjoy doing and what do they hope to get out of their career?”

CIOs have long tackled stretch assignments with an eye toward helping themselves level up in the business, as CIO.com reported . And while it behooves up-and-coming IT leaders to push their managers for such assignments, many CIOs like to stress-test potential successors or those who may assume leadership roles in adjacent areas of the business.

Developing tomorrow’s CIOs

Chris Judson, Choice’s vice president of engineering, is one of Kirkland’s high-potentials. Judson manages Choice’s data services, machine learning and artificial intelligence efforts, guests and loyalty systems, as well as the chain’s cloud computing partnership with Amazon Web Services. Judson also helps negotiate deals with vendors and explores how emerging tech such as virtual assistants and 5G might play a role in Choice’s future. It’s a path fit for a future CTO, Kirkland says.

Playing off of Judson’s knack for strategizing, Kirkland worked with him on the company’s IT plan, mapping out tech initiatives. Kirkland delivered this strategic roadmap to Choice’s board of directors. Judson and Kirkland also regularly huddle with executives, including CEO Patrick Pacious, on IT strategy. Kirkland also routes business partners through Chris. “I like to put him at the table as opposed to handing him work,” Kirkland says.

Judson says that he enjoys the experience. These days he’s accelerating Choice’s DevOps strategy, which includes building out CICD (continuous integration continuous deployment) pipelines. He’s also fortifying the company’s enterprise data warehouse strategy to enable capturing of event data in real-time for fraud detection and other analytics.

Judson is one of several high-potentials, Kirkland says. One staffer governs day-to-day IT infrastructure, running daily stand-up meetings and employee townhalls, a role that Kirkland says could lead to a CIO appointment. Another tech leader with aspirations on the business side of Choice is paired with appropriate business leaders.

Kirkland tries to help staff fill in the gaps between their roles and adjacent roles. For instance, he ensures that many of his technical staffers learn financial aspects of the business, including what factors impact revenues per available room, top- and bottom-line growth, as well as key concepts such as capital and operational expenditures.

For each employee, it’s important not to assign stretch opportunities that “don’t fit with their brains.”

“You have to stretch them in what the individual is trying to achieve and in ways that help the organization be successful,” Kirkland says.

Building a leadership bench

A critical stretch assignment early in Milind Wagle’s career at co-location and datacenter service provider Equinix has him eager to “pay it forward,” including opportunities for high-potentials to move laterally or upward.

Wagle, whose consolidation of the company’s expanding configure price quote systems proved to be a stepping stone for his current role as CIO, is grooming several lieutenants for future success. He switched one lieutenant who was leading applications to governing architecture and moved an infrastructure head to run applications. Another leader has become the face of business transformation for the company.

Wagle also formalized the chief of staff position as a rotational opportunity for staff who have high potential but don’t have the experience or exposure in the business. The chief of staff, who hails from Equinix’s application team, works closely with him and the leadership team to gain a new vantage point of the company.

“I view it as a role in service to me and leadership team tasked with enabling the organization to be set up better for digital transformation priorities,” Wagle says.

Worth the stretch

By their definition, stretch assignments are challenging, but some organizations are tested to the limits, as Patrick McGrath learned as the CIO of real estate firm Savills. McGrath assigned a talented product developer responsibility for an iOS app, but that person is struggling to marshal resources and communicate value to power users and senior leadership.

“Frankly, they’re struggling a little bit, finding the right balance between driving forward quickly and building a cross-functional team,” McGrath says.

To provide air cover, McGrath has asked other peers to “coach” the staffer and avail them of other resources. McGrath, who sent the staffer to leadership training, isn’t giving up. “This person is a high-potential who I think will ultimately be successful,” he says.

How to seek stretch assignments

Gartner offers the following recommendations for those seeking stretch assignments, courtesy of a March 2019 research note by analyst Eric Knipp. 

Press the issue. Most leaders will bring people along, but if your boss isn’t challenging you with stretch assignments, challenge him or her to invest time in developing you, Knipp says.

Profess your passion. Managers aren’t mind-readers so be sure to tell them what you are passionate about and that you want greater challenges. “The majority of professional development is experiential, so stretch assignments that tap into your past experience, your future development needs and your passion are key,” Knipp says.

Stretch assignments are often nonlinear. While a stretch assignment may be preparation for the next step up on the career ladder, careers rarely progress in a straight line, Knipp says. Be prepared to stretch into a lateral move that gives you access to new opportunities inaccessible from your old trajectory.

Stretch assignments should mesh well with work priorities. They should provide learning opportunities that are relevant to current and planned future roles, while stretching you beyond your comfort zone. “They should also include coaching interactions before, during and after the assignment,” Knipp says.

More on careers and IT leadership:

• The skills and traits of a next-generation CIO
• 7 steps to becoming a thought leader
• How CIOs transform IT for the digital era
• Digital transformation: Your career at a crossroads
• Career advice: IT leaders on how to land an executive role

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The power and purpose of stretch assignments in career advancement

January 19, 2024

What are stretch assignments?

Stuck in a career rut? Feel ready to push boundaries and expand your skill set? Or do you feel ready for more and need the right opportunity to prove it? Enter stretch assignments: challenging projects to propel individuals beyond their comfort zones and ignite career growth. They are professional boot camps offering opportunities to lead cross-functional teams, tackle complex problems, or master entirely new skills.

These aren't just resume fillers; they're springboards to professional advancement. Discover hidden talents, impress key stakeholders, and watch your career ascend. Embrace the learning curve, the inevitable stumbles, and the thrill of overcoming them. It's an investment in your professional future, with the potential to unlock your full potential and take your career to the next level.

Ready to dive deeper? This article will guide you to identify the perfect stretch assignments for you, navigate their challenges with poise, and leverage them for maximum career impact:

• The power of stretch assignments: How they can help you get ahead in your career

The purpose of stretch assignments: How employers can use it to discover employee potential

Navigating the challenges of stretch assignments, fast-track your career with airswift, the power of stretch assignments : how they can help you get ahead in your career.

The power of stretch assignments lies in their ability to propel individuals beyond their comfort zones, acting as catalysts for continuous learning and growth.

These challenging projects develop new skills, boost confidence, enhance visibility, and open doors to unexpected career paths, ultimately shaping a dynamic and resilient professional journey.

Developing new skills and expertise

Learning new things is crucial for professional growth, and stretch assignments are like rocket fuel. These challenging tasks push you outside your comfort zone, forcing you to break free from your usual routine and pick up new skills.

Whether mastering a new software tool, leading a team on a project, or honing your communication skills, stretch assignments make you a more well-rounded professional.

Imagine an IT pro tackling a complex project with a diverse team. They conquer the technical aspects and learn essential project management skills like planning, budgeting, and delegation.

This experience broadens their skills, making them adaptable and ready for any challenge. By the end, they're not just technical whizzes but a well-equipped leader.

The benefits go beyond the individual. When employees learn and grow, the whole organisation thrives. A dynamic workforce with diverse skills and fresh perspectives sparks innovation and continuous improvement.

Those who embrace stretch assignments become valuable assets, bringing new ideas and approaches. This collective growth makes the organisation agile and competitive, able to navigate the ever-changing professional landscape.

Boosting confidence and growth mindset

Tackling challenging tasks is like dipping your toes into a chilly pool – it might be scary at first, but it can feel amazing on the other side. Stretch assignments are challenging projects that push you beyond your usual routine and comfort zone. But here's the thing: they're also powerful tools for building confidence and a growth mindset.

Imagine conquering a complex project you initially felt unsure about. That triumphant feeling? That's the confidence blooming! It's not just about mastering new skills for that specific project; it's about realising you can tackle anything you want.

Overcoming hurdles builds resilience and leaves you feeling like you can take on anything the professional world throws your way.

Stretch assignments are like personal cheerleaders for this way of thinking. They encourage you to see challenges as chances to learn and grow instead of walls to block progress.

Your talent and skills matter, sure, but renowned psychologist Carol Dweck says it's your approach that makes the difference. By embracing this, you will take a major step towards conquering career obstacles such as impostor syndrome .

So, always remember, with this combination of stretch assignments and a growth mindset, you're not just getting skilled up. You're developing a "can-do" attitude that keeps you learning and adapting.

Enhancing visibility and reputation

Taking on a challenging project at work can feel like stepping into the spotlight. Stretch assignments, often involving high-impact tasks or leadership roles, are your chance to show off your skills and make a big impression.

Imagine a marketing whiz leading a complex campaign. Everyone sees their talent in action as they navigate deadlines, budgets, and creative hurdles. Their success doesn't just boost their confidence; it gets noticed by colleagues, bosses, and even other departments. This "buzz" about their abilities opens doors to exciting opportunities: promotions, invitations to key meetings, you name it.

The more individuals tackle tough assignments and deliver results, the more they're seen as competent and proactive. This builds a strong reputation and paves the way for a brighter future within the company.

Completing a stretch assignment isn't just about learning new skills. It's about showcasing your potential and launching yourself towards the next level.

Discovering new career paths

Think of stretch assignments as stepping stones leading beyond your usual work routine. They're your chance to explore different corners of your field, like trying on different shoes to see which fit best. Working on cross-functional projects or tackling tasks outside your comfort zone gives you a taste of what different roles involve.

Imagine an engineer on a cross-functional project suddenly fascinated by product development. Who knew they had a hidden passion for turning ideas into things? This newfound exposure broadens their skills and opens their eyes to exciting career paths they have never considered before.

These discoveries can lead to some amazing things. Our engineer fired up about product development, might start seeking out roles that let them build and craft things. They might seek promotions, ask for projects that align with their new interest, or even create initiatives that blend their existing skills with their newfound passion.

Stretch assignments don't just expand your skillset; they can be the spark that ignites your career and leads you to something you truly love.

Businesses in today's dynamic landscape understand that their greatest asset is their products and their people. To nurture talent, unlock hidden potential, and build a workforce equipped for the future, forward-thinking employers are turning to a powerful tool: stretch assignments.

The purpose of stretch assignments is to transform employees into well-rounded professionals by immersing them in challenging tasks and fostering continuous learning, innovation, and leadership readiness—ultimately creating a workforce that is adaptable, creative, and prepared for the dynamic demands of the business world.

Let's delve deeper into how stretch assignments serve this critical purpose, transforming individuals and fuelling organisational success:

Investing in employee development

Smart companies know their greatest asset is their people. That's why they invest in stretch assignments – challenging tasks that push employees outside their comfort zones. It's like giving them a mini adventure to explore new skills and areas of their work.

Why? Because continuous learning and development are crucial for both the employee and the company. Employees who tackle tough challenges build new skills, gain confidence, and discover hidden talents. This makes them more adaptable and ready for anything the business world throws their way.

For the company, it's like building a stronger team. A diverse skillset across the board means the whole company is more flexible and able to handle change. It sparks creativity and innovation, helping them stay ahead of the competition in this fast-paced world.

Take companies like Google and IBM . They're champions of stretch assignments, and it shows. Their employees get to work on exciting projects, develop new skills, and explore different corners of their roles.

This makes them happier and more engaged and builds a culture of learning and adaptability that keeps the company thriving.

Fostering innovation and creativity

Stepping outside your comfort zone can feel scary, but it can also be incredibly creative. This is precisely what stretch assignments are about – pushing you to tackle new challenges and think outside the box.

Your brain must flex its creative muscles when you're not stuck in the usual routine. You start seeing problems from different angles and coming up with fresh solutions. Imagine a tech company bringing designers, engineers, and marketers together for a cross-functional project.

Suddenly, ideas are bouncing around like ping-pong balls! This clash of perspectives often leads to groundbreaking inventions, like a new gadget you never even knew you needed.

Hence, stretch assignments aren't just about learning new skills and sparking innovation. They create an environment where everyone feels encouraged to experiment and explore .

By stepping outside their comfort zones, individuals contribute to the company's success, discover hidden talents, and unleash their creative potential.

Preparing for future leadership roles

Thinking about taking the helm one day? Stretch assignments are like your leadership training ground . They let you test your skills on challenging projects, like a mid-level manager heading up a high-impact initiative.

Not only do you tackle tough problems, but you also learn to guide and inspire a team towards success. It's hands-on leadership experience preparing you for the captain's chair.

These challenging projects are like obstacle courses for your leadership skills. You'll face tough decisions, navigate uncertainty, and learn to bring your team together. It's like building a well-rounded toolbox for all things leadership, preparing you for bigger roles down the line.

Think of it as an audition for future leadership opportunities. Stretch assignments show your potential, letting everyone see your ability to handle pressure, make smart choices, and motivate others.

This real-world experience makes you a star team member and a potential future leader.

Cultivate your future leaders with Airswift's Global Employment and Mobility (GEM) ; we personalise your search for professionals to build your organisation's human capital pipeline.

Navigating the challenges of stretch assignments involves acknowledging common fears and imposter syndrome. Still, individuals can confidently tackle challenges and turn them into meaningful personal and professional development adventures by reframing these concerns as opportunities for learning and growth and building a strong support system with mentors and colleagues.

Overcoming fear and imposter syndrome

Taking on a big challenge can feel scary. You might worry about failing or feel like you're not good enough. These feelings are normal. Fear and "imposter syndrome" (that voice telling you you're a fraud) are common, but they don't have to stop you.

The key is to remember that stretch assignments are about learning, not just getting everything right. Think of them as adventures to explore new skills and areas of your work. So, instead of focusing on failure, focus on growth. Celebrate small wins and enjoy the journey!

Talking to others can also help. Mentors have been there before and can offer advice and support. They can share their stories about overcoming challenges and help you set realistic goals. Building a support network can make even the toughest stretch assignments feel manageable.

By facing your fears and reframing how you think about stretch assignments, you can turn them into opportunities for personal growth and confidence.

Finding the right stretch assignment for your needs

Choosing the right stretch assignment is like finding the sweet spot between a comfy sofa and a cliffhanger. You want it to challenge you but not send you tumbling. And ideally, it should be something you're interested in, too.

Think about your skills , what you're good at, and what you'd like to learn. Then, look for projects that stretch those muscles without overwhelming you. Don't forget about your passions and long-term goals. Pick something that excites you and helps you move towards your dream career.

This way, the challenge won't just feel good; it'll feel meaningful. And if you can't find the perfect fit, don't be afraid to create it! Talk to colleagues, propose new ideas, and show your boss you're proactive.

Many companies have resources to help you find the right stretch assignment. Human resources might offer career development frameworks like maps for your professional journey. They can show you what skills you need for different roles and suggest projects that match your interests.

Mentors can be another great source of advice. They've been there, done that, and have the wisdom to guide you. Ask them about their career paths and see if they can suggest any stretch assignments that fit your goals.

By combining self-reflection, company resources, and mentorship, you can choose a stretch assignment that's both challenging and meaningful. Remember, it's not just about the destination but the journey of growth and discovery.

Building support systems

Taking on a big challenge can feel like scaling a mountain alone. But you don't have to do it by yourself! Having a support team by your side makes all the difference.

Think of your mentors as Sherpas, guiding you through unfamiliar terrain and sharing their wisdom. They've been there before and can help you navigate any tricky bits. Your colleagues are like your fellow climbers, lending a hand and sharing their perspectives. And your supervisor is the base camp, providing resources and motivating you.

Open communication is key. Talk to your team about your goals, worries, and successes. Mentors can offer advice, colleagues can bounce ideas around, and your supervisor can ensure everything aligns with the company's vision. This teamwork makes the climb way more enjoyable!

Smart companies set up mentorship programs where you can learn from experienced pros. They create peer networks where you can share and learn from each other. They ensure regular check-ins with your supervisor, so you always have someone to talk to and keep you on track.

With this robust support system, you can conquer any stretch assignment. Remember, you're not alone – your team is right there with you, cheering you on every step of the way.

In summary, the power and purpose of stretch assignments in career development are undeniable. These experiences offer many benefits, from skill development and boosted confidence to enhanced visibility and unexpected career paths. Despite the challenges, individuals are encouraged to embrace stretch assignments as opportunities for growth, learning, and career advancement .

As Eleanor Roosevelt aptly said, "Do one thing every day that scares you." Individuals genuinely step into their full potential through these challenges and achieve remarkable professional growth.

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4 rules for accepting a stretch assignment.

• What Makes A Stretch Assignment “Yes”-able?

Ready to tackle a high-intensity, high-profile project? Go you! Here are four rules for assessing whether an assignment is the right fit.

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Want to connect to a bigger, bolder vision for your career? Try taking on a stretch assignment: A new project, role or task that is beyond your current expertise. Whether it requires turning around a struggling product or team, automating an inefficient process or delivering a big presentation to a VIP client, you'll be compelled to rapidly develop new technical, business or leadership skills.

There is towering evidence confirming the power of stretch opportunities. Just ask any experienced leader. Egon Zehnder’s survey of 823 international executives found that 71% of senior leaders said stretch assignments had the biggest impact on unleashing their potential. Also, research from Korn Ferry identifies stretch or rotational assignments as the most valuable leadership skill-building experience , ahead of action learning, mentoring, relationships, 360° assessments, exposure to more senior leaders and formal classroom training.

Recently, my colleague Selena Rezvani and I conducted original research about stretch assignments. What we discovered after surveying 1,500 professionals is detailed in my report , "Out of the Comfort Zone: How women and men size up stretch assignments — and why leaders should care."

What Makes A Stretch Assignment “Yes”-able?

We found that women and men factor in similar motivations and roadblocks when deciding whether to accept a stretch assignment. For both genders, the top criteria for saying “yes” to a stretch are having the personal influence to drive a successful outcome, and alignment with their career goals. Women and men agree that office politics, not lack of time, is the biggest practical challenge to taking on a stretch assignment.

There are also some differences. When deciding whether to say “yes” to a stretch assignment, women are more likely than men to prioritize exposure to key mentors and sponsors (18% vs. 11%.) Meanwhile, men are 3.5 times more likely than women to cite ‘pay’ as a factor that makes a stretch assignment appealing.

Make no mistake: A stretch assignment is no small commitment. One exec jokingly referred to them as “night jobs.” You wouldn’t want to accept, or overextend your stay in, a thankless job. So why accept a thankless stretch assignment? One survey respondent, a senior manager with a cloud-based software firm said he looks for a balance of “challenge, risk and reward” when evaluating whether to accept a stretch, and you should, too.

Four Rules for Accepting a Stretch Assignment

• Don’t be afraid to take a risk. Stretch assignments come with tradeoffs. It’s risky to commit to high-stakes work that adds to your workload. But it’s a chance to develop new skills, discover new strengths and build influential networks. “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 a woman working as a senior manager in consumer goods manufacturing.
• Define your direction. The ideal stretch fuels your passions, plays to your strengths, and allows you to make a measurable business impact. Scan your org’s landscape for business opportunities that match the challenges you’d like to solve. “ I look for a complex challenge so that I can learn and grow, make impactful change and prove my abilities,” said one survey participant with ambitions to make her mark within a multinational manufacturing conglomerate. Once you have ideas, find evidence to support why they are helpful. Show your management what’s needed and why you’re excited about the part you could play.
• Go after a project no one wants. Sure, everyone wants the stretch assignment associated with the cutting-edge trend or cool new client. But what about the assignment that makes people uneasy or nervous? One male senior manager at an e-commerce company said, “Thinking about it has to make me feel uncomfortable.” A person who volunteers for riskier stretches shows unique confidence in his or her abilities and commitment to the organization. Although manage­­ment may have lower expectations for these assignments, such opportunities are proving grounds for problem-solvers, change agents and fledgling leaders.

Taking on a stretch assignment is not for everyone. But if you’re ready to place a bet on yourself, a well-chosen stretch assignment can pay off, making your skills, value and work ethic known beyond your immediate workgroup. Stretch assignments are proven shortcuts to advancement, so don’t underestimate their career-making potential.

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Using stretch work assignments to help engineers grow

Stretch work assignments are tasks or projects that are a bit beyond an engineer’s current skill or knowledge level and that allow them to improve and learn new things. When done correctly these assignments serve a dual purpose of providing learning opportunities for your engineers, while at the same time completing a project or task that will help your company.

Most companies aim to build high-performing teams that have motivated engineers. One of the best ways to achieve this is through creating an environment that allows your engineers to constantly grow and develop their skills. Assigning your engineers some stretch work assignments will help with creating this growth-based work environment.

Some examples of stretch work assignments for engineers:

• Taking the lead on a project outside of their current duties.
• Mentoring interns.
• Working on a project with a tight deadline that forces quick and pragmatic decisions.
• Joining a project that uses a different programming language/technology to the one they are used to.

When setting up stretch work assignments for your engineers, you want to identify tasks that are at the appropriate level: a little bit more than what an engineer has shown themselves capable of. You also want to ensure you don’t set up your engineers for failure by assigning them with stretch work assignments that are impossible or overwhelming.

Below, I will discuss how to assign effective stretch work assignments for your engineers.

Keep stretch work assignments small and manageable

Breaking down stretch work assignments into smaller pieces allows engineers to receive faster feedback on their learning.

A small stretch work assignment allows engineers to measure their progress and receive useful feedback in short cycles: every few days or every week. Small stretch assignments have a defined achievable goal for each cycle. You should deconstruct extremely ambitious stretch work assignments for your engineers into several short-term stretch goals and include multiple cycles. Achieving small wins will help your engineers maintain motivation and engagement.

While doing stretch assignments helps engineers grow faster, tackling large tasks that take a long time can easily backfire. Your engineers may lose motivation along the way or can suffer from burnout. If being stretched means your engineers are falling behind in parts of their work, then anxiety can build up. It also lowers the impact failing can have on the engineers. Failing fast on a small project is less painful than on a long-running project. That is why it is important to keep stretch work assignments small.

Make stretch assignments temporary

Stretch work assignments are effective when they are a safe way for your engineers to take on additional responsibilities and an opportunity for growth and feedback. Stretch work assignments that are temporary additional responsibilities for your engineers allow them to experiment, learn, and grow.

Ensuring the additional responsibility is temporary makes it safer as there is no fear of carrying that additional responsibility permanently. It also makes it safe to fail, as not every stretch work assignment is going to be a success.

With any additional workload, you increase the chances of burnout for your engineers. Temporary stretch assignments minimize that. To get ahead of any burnout, you could scale back to their usual day-to-day responsibilities during stretch work assignments. You could even assign the responsibilities that you scaled back to another engineer as an additional stretch work assignment.

Set realistic stretch assignments

Stretch work assignments have to be realistic to get engineers to stretch without breaking. A realistic stretch work assignment is one in which you have a high degree of confidence your engineer can succeed if they put in the work. It is a task that is possible to achieve in your environment.

When leadership is over-excited and sets goals that are impossible to reach, significant damage can be done to the engineers’ careers. When talented engineers become overwhelmed or set up for failure, they can end up looking for a better work environment outside your company.

Stretch work assignments must be carefully designed. Combine engineer self-assessment and manager assessment to determine the appropriate stretch assignments.

From the managers’ perspective, you should first really understand the strengths and interests of an engineer and then work to identify which stretch work assignments are a good fit. You should aim to challenge the engineer with a project that would sound interesting to them and be difficult but doable. Ask the following questions about an engineer before assigning them a stretch work assignment:

• Is the engineer ready for the change?
• Is the engineer ready to be uncomfortable?
• Is the engineer ready to make mistakes and learn from them?

From the engineers’ perspective, a self-assessment can determine if they are ready to take on a stretch work assignment. The engineer should be honest with themselves and assess the following:

• Whether there is a risk they will overreach, take on too much, and compromise their ability to fulfill their regular responsibilities well.
• What trade-offs it might take in their personal life to accommodate extra hours at work.
• Whether the stretch work assignment aligns with the growth they are interested in.

Realistic and effective stretch work assignments are just above an engineer’s current skill or knowledge level and force them to improve and learn new things.

Provide management support

For a stretch assignment to succeed, you can’t just throw a project to an engineer and hope for the best; management must provide support to these engineers.

Managers should set clear expectations about stretch work assignments. When do they start? What is their expected outcome? How much time is expected to be dedicated to them? When do they end? This will help provide clarity to engineers and permit them to work within a defined scope.

Managers should also give engineers the resources and authority they require to succeed. If an engineer requires resources such as a monetary budget or elevated access to IT systems to complete their stretch work assignment, their manager should make those resources available to them.

Engineers have a better chance at succeeding when there is support from senior leaders across the company.

Match stretch work assignments with engineer passion

Stretch work assignments are challenging, additional responsibilities on top of an engineer's existing role. Strong motivation is required for engineers to be willing to take on these additional responsibilities and succeed at them. How do you motivate your engineers to take on additional responsibilities? Align the additional responsibilities with the engineers' passions.

Engineers are more likely to succeed if stretch work assignments align with their passions. Every engineer has something career-related they are passionate about, an area they would like to grow further in and will enjoy working on. Assigning engineers with projects they are passionate about will reduce the risk of them failing. The old adage applies—“choose a job you love and you will never have to work a day in your life.”

The ideal stretch work assignments fuel your engineers’ passions, play to their strengths, and allow them to make a measurable business impact. Below are some questions you can ask to determine if an assignment aligns with an engineer’s passion.

• Does it align with the engineer’s personal mission?
• Does it align with the engineer’s career aspirations?
• Does it truly spark the engineer’s passion?

To answer the above questions, you need to have a career conversation with the engineer to help with understanding their short-term and long-term goals. This is a meaningful discussion between an engineer and another party—most often a manager—about aspects of their career that the engineer feels are of significant positive value. It should connect an engineer's past – gaining a detailed understanding of who they are and what motivates them at work through their life story – with their future – the wildest dreams they have for themselves at the pinnacle of their career. Only with a detailed understanding of both the path behind them and the dream in the distance is it possible to plan a path forward right now.

Keep stretch work assignments voluntary

Stretch work assignments exist as extra work on top of an engineer’s regular day-to-day responsibilities. Some engineers may want to focus on getting better and doing well at their day-to-day responsibilities as opposed to taking on stretch work assignments.

Forcing engineers to take on stretch work assignments by making them compulsory will likely result in demotivated engineers. Engineers may not be interested in the area you are pushing them to grow. They may not have capacity due to other commitments. If they take on the stretch work assignments despite these concerns, they will likely fail at them.

Keep your stretch work assignments voluntary for your engineers; stretch work should never be given to an engineer without them first asking for it. The voluntary nature of it means that engineers can step into the role for a project they feel comfortable with. Engineers will likely volunteer for stretch work assignments they have some interest in and believe they can accomplish. This helps with assigning stretch work that is at the appropriate level and not overwhelming for the engineers.

Stretch work assignments are designed to help your engineers improve and learn new things. When done correctly, these assignments serve a dual purpose of providing learning opportunities for your engineers and completing a project or task that will help your company.

But the key is to hand out stretch work assignments that are at the appropriate level for your engineers to ensure they do not get overwhelmed and break. Failure is part of these assignments, but frustration and burnout shouldn’t be. Apply the suggested approaches to constantly grow and develop your engineers. Over time, your company will have highly skilled, well-rounded engineers.

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How to Use Stretch Assignments to Support Social Good

• Mark Horoszowski

Advance your career and give back at the same time.

A proven way to get ahead in your career is to take on stretch assignments. These projects can develop your skills and confidence, as well as prove to leaders that you can succeed at the next level. Many companies go to great lengths to create these assignments for employees as part of a retention and development strategy, and for good reason – if employees can’t find stretch opportunities, they leave. In fact, the number one reason people leave their jobs is because they lack a career path, according to recent  research . This fact is especially relevant for Millennials, who often value meaning in their careers and are actively looking for the opportunity to become leaders .

• Mark Horoszowski is the cofounder and CEO of MovingWorlds.org. He also serves as a volunteer with the American Cancer Society, cochairing its National Volunteer Leadership Advisory Team.

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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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What are stretch assignments and why should you care.

March 20, 2024

Delta International

stretch, assignments, why?, how

• 1.1. Benefits of Stretch Assignments
• 2.1. Tips for Completing Stretch Assignments

Common Mistakes to Avoid with Stretch Assignments

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Stretch assignments are challenging tasks that are designed to help employees develop new skills and grow in their careers. They are often given to employees who are ready for a challenge and who have the potential to learn and grow from the experience.

Stretch assignments can benefit employees in a number of ways. They can help employees to develop new skills, increase their confidence, and take on more responsibility. They can also help employees to see their own potential and to set ambitious goals for themselves.

In this article, we will discuss what stretch assignments are, why they are important, and how to create and complete them successfully. We will also provide tips for avoiding common mistakes with stretch assignments.

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Stretch Assignments: What Are They?

Stretch assignments are challenging tasks that are designed to help employees develop new skills and grow in their careers. They are often given to employees who are ready for a new challenge or who are looking to take on more responsibility.

Stretch assignments can be used to improve employee performance, increase employee engagement, and help employees achieve their career goals. They can also be used to identify high-potential employees and develop them into future leaders.

When creating stretch assignments, it is important to consider the employee's skills, experience, and interests. The assignment should be challenging, but it should also be achievable. It should also be relevant to the employee's current role and future goals.

Stretch assignments can be given to employees in a variety of ways. They can be assigned as part of the employee's regular work duties, they can be given as part of a special project, or they can be offered as part of a formal development program.

Image Source:  ccl.org

Benefits of Stretch Assignments

Stretch assignments offer a number of benefits for employees, including:

• Increased skill development
• Improved job performance
• Greater job satisfaction
• Increased career opportunities
• Enhanced motivation
• Greater sense of accomplishment

When employees are given the opportunity to stretch themselves and take on new challenges, they are more likely to develop new skills and knowledge. This can lead to improved job performance and greater career opportunities. Additionally, stretch assignments can help employees to feel more challenged and engaged in their work, which can lead to greater job satisfaction.

It is important to note that stretch assignments should be challenging, but not impossible. If an assignment is too difficult, it can lead to frustration and burnout. However, if an assignment is too easy, it will not provide the same benefits. The key is to find the right balance of challenge and difficulty.

How to Create Stretch Assignments

Stretch assignments can be a valuable tool for employee development, but it's important to create them in a way that is challenging and rewarding. Here are a few tips for creating stretch assignments:

• Start with the end in mind. What do you want the employee to learn or achieve from the assignment?
• Make sure the assignment is challenging, but not impossible. The employee should be stretched, but not overwhelmed.
• Provide the employee with the resources they need to be successful. This may include training, mentorship, or access to experts.
• Set clear expectations and deadlines. The employee should know what is expected of them and when they need to complete the assignment.
• Provide feedback throughout the process. This will help the employee stay on track and make sure they are meeting the expectations of the assignment.

By following these tips, you can create stretch assignments that will help your employees grow and develop in their careers.

Tips for Completing Stretch Assignments

Here are some tips for completing stretch assignments successfully:

• Set realistic goals for yourself.
• Break down the assignment into smaller, more manageable steps.
• Seek out support from your manager or colleagues.
• Don't be afraid to ask for help when you need it.
• Stay focused and motivated.
• Celebrate your successes, big and small.

While stretch assignments can be a valuable tool for employee development, there are some common mistakes that can be made when creating or assigning them. Avoiding these mistakes can help ensure that stretch assignments are effective and beneficial for employees.

Here are six common mistakes to avoid with stretch assignments:

• Not providing enough support
• Setting unrealistic expectations
• Micromanaging
• Failing to provide feedback
• Not recognizing success
• Creating a culture of fear

By avoiding these mistakes, you can help ensure that stretch assignments are a positive and productive experience for employees.

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Stretch assignments can be a valuable tool for employee development and growth. By providing employees with challenging opportunities, stretch assignments can help them to learn new skills, take on new challenges, and grow in their careers. When used effectively, stretch assignments can benefit both employees and employers.

If you are an employer, consider offering stretch assignments to your employees as a way to help them develop their skills and grow in their careers. If you are an employee, be open to taking on stretch assignments as a way to challenge yourself and learn new things.

Stretch assignments can be a great way to achieve your goals and reach your full potential.

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How a recipe brought my son closer to the grandma he didn’t get to know

For Cinco de Mayo, people across the country will be reaching for Mexican food. So will my son and I, but for a different reason.

It started with a grumble. I don’t think an audible one escaped my mouth, but I know one rumbled through me when my son turned to me late one evening and said he needed help with a school assignment. The request came during a moment when I was hurrying to get multiple tasks done and was already facing a long night.

As my sixth-grader swiped through his tablet, trying to find the assignment, I braced.

My first thought : I’m probably going to have to change into my outside-the-house clothes and rush to the store for supplies.

My second one: I hope he doesn’t need me to remember math formulas I haven’t used in decades.

If you are a parent of a middle-schooler, or have been, then you know the stressful and sometimes comical scramble that can follow those last-minute homework help requests. This time, though, my worries were for nothing. This assignment, it turns out, would end up giving my family more than it asked of us.

The assignment: Write down a family recipe and, if possible, cook the food and bring it to class.

This Sunday, people across the nation will celebrate Cinco de Mayo. The holiday is rooted in a military victory, but let’s be real — for many people in the United States, that square on the calendar has become an occasion to reach for Mexican food. This weekend, images of tacos will appear across social media and people will down margaritas while making jokes about “Drinko de Mayo” and “Cinco de Drinko.”

My Mexican American family doesn’t usually do anything to mark the day. But this Sunday, we will also be reaching for Mexican food — not because it’s Cinco de Mayo — but because of that school assignment my son received months ago from his social studies teacher.

Since then, he and I have spent many weekends in the kitchen, side-by-side, making his great-grandma’s homemade tortillas.

Growing up in San Antonio, I watched my grandma make tortillas thousands of times. I can still see her wrinkled hands kneading that smooth dough. She seemed to constantly have a batch ready to roll out, and some cooking up on the stove, and some stacked in her freezer, ready just in case she ran out, which she never seemed to do.

As children, my cousins and I took for granted her incredible ability to make food stretch. As adults, we have marveled at it.

My grandma, whose name was Maria Acosta, worked as a housekeeper for much of her life and raised nine children, who each had children, who each … well, you get the point. We had a large family, and on almost every Sunday, most of us would make our way at some point to my grandma’s kitchen. No matter what time we showed up, we could always find warm tortillas and the fixings for tacos: eggs, bacon, potatoes, beans, carne asada and carne guisada.

Later, when I left for college, her homemade tacos saved me. That’s not an exaggeration. They saved me from homesickness, and they saved me from giving up during challenging times. She would send me back to college each time with bags filled with frozen tacos, and I would make them last for months. Every time I popped one in the microwave, I was reminded that there were plenty of people back home rooting for me and that my grandparents and parents had worked hard for me to have opportunities they didn’t. My grandma was forced to drop out of school in eighth grade; I got to study on two stunning college campuses. I don’t take that for granted.

On my first Mother’s Day as a mother, we went to my grandma’s house, and at one point, someone handed my son his first tortilla. My grandma had made it. In a video of that moment, my son happily gnaws on it and then wails the moment it is taken away. When it is handed back, he smiles again and resumes gnawing.

My grandma got to meet both my sons. She held them and sang to them. But both were too young when she died to have any memories of her. They also don’t have any memories of the food she used to make.

Raising children in a place far from where you grew up makes holding on to traditions harder. When we were children, every Easter, my cousins and I would crack cascarones , which are confetti-filled eggs, on one another’s heads. My sons have never done that. I want my sons to grow into confident and kind men, and I have put energy into those parts of their development. I also want them to know they are branches on a larger tree, one that has been weathered by struggles and struck with piñata sticks during joyous gathering.

Maybe that’s why a simple recipe has come to take on such importance in our house. I had made tortillas with my sons over the years, but I had always used a mix that required only adding warm water. Those were tasty — and much better than any store-bought tortillas — but they didn’t inspire any nostalgia.

I had assumed my grandma’s recipe for tortillas had been lost with her (just like the recipe for the atole she used to make whenever any of us got sick). But when my son got that assignment, I decided to check with my mom, just in case she had written it down. And she had. She sent me a copy she had typed out.

It’s not easy watching a child transition from elementary school to middle school. Suddenly, so much more is expected of them, academically and socially, giving them plenty of reason to grumble — at school, at life, at you. When they struggle, they may not even know if they need you to nudge them forward or pull them close. I try to devote one-on-one time to each of my sons weekly, but the one place my older son has never wanted to spend time with me is in the kitchen. He does not enjoy cooking, and I don’t blame him. I don’t especially enjoy it either.

That’s why when we got that recipe it surprised me that he wanted to make those tortillas with me. He also did most of the work. He measured out the ingredients, kneaded the dough, and as I rolled out the tortillas, he cooked them on the comal.

Then the next weekend, he asked if we could make them again together. Occasionally, we make a few. Other times, we make enough to last for a couple meals. When we make a large batch, it usually takes us about an hour, and that has become our time to talk (sometimes about his grandparents) and laugh (often about the shape of my tortillas) and sneak bites to test our product.

I don’t know how long my son will keep wanting to make tortillas with me. I just know that’s how we will spend part of Sunday and that, during that time, neither of us will be grumbling.

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‘Playoff-type’ stretch has Stephen Vogt asking players to dig deep: Guardians takeaways

• Updated: May. 03, 2024, 10:42 p.m. |
• Published: May. 03, 2024, 8:09 p.m.

Stephen Vogt says a recent four-game stretch of all extra-innings affairs against Atlanta and Houston seemed like a playoff-type atmosphere for the Guardians. Getty Images

• Joe Noga, cleveland.com

CLEVELAND, Ohio — A stretch of four consecutive extra-innings games against a pair of tough opponents had Guardians manager Stephen Vogt asking his players to dig deep as they opened a weekend set Friday against Los Angeles at Progressive Field.

“If you look back at the last week, we played four playoff games,” Vogt said after his team went 2-4 on a six-game swing through Atlanta and Houston. “The last two in Atlanta and the first two in Houston, those were playoff type energy, emotion pressure, whatever you want to call it, close games back and forth.”

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Vogt said Guardians players went through a lot in those four days, and that led to Cleveland coming out “a little bit flat in an 8-2 loss to the Astros on getaway day. Vogt said it was “understandable,” but added “We don’t like it, and we’re going to turn that around, but those things happen from time to time and we just need to get better from it.”

Thursday’s result did lead to at least one roster move as right-hander Tyler Beede was designated for assignment following the Astros series, and righty Peter Strzelecki was recalled from Triple-A Columbus.

Vogt and his coaching staff are constantly in conversation with Guardians players, but they are not making a big deal about the road trip. He said they are merely pointing out that the club needs to leave the road trip in the past and start over fresh this weekend.

“It’s find a way to get ready to go at seven o’clock,” Vogt said. “No one feels sorry for you that you landed at 3 a.m. No one feels sorry that our sleep schedule is off. It’s just a matter of choosing to show up and give your best of what you have that night.”

Something in the air: Vogt said it was encouraging — but not unexpected — to see Steven Kwan and Will Brennan encouraging Gabriel Arias after Arias was unable to haul in Jeremy Pena’s triple with one out in the sixth inning at Minute Maid Park. Vogt said it’s evident that the players on this team love ach other, and both Kwan and Brennan showed that Thursday.

“There’s not one person that walked into the stadium tonight that hasn’t dropped a fly ball or missed a ground ball,” Vogt said. “Everyone makes errors, everyone makes tough plays. It happens to everybody throughout the year.”

Vogt said Arias ran a great route to the ball, but just did not complete the catch in a tricky part of the park, and that the Guardians maintain their faith in Arias’ defensive skill.

“We still completely believe in him and his teammates,” Vogt said. “Showing him that right away just shows you how this team really truly cares about each other and gets behind each other and it was a really cool, really cool moment.”

Making progress: Right-hander Gavin Williams, sidelined with a sore elbow since spring training, has resumed his throwing program after receiving an anti-inflammatory injection last week. Vogt said Williams threw in Houston on Thursday with no pain and was slated to throw again on Friday.

Lefty Sam Hentges, who tossed two scoreless innings for Columbus on Tuesday, is scheduled to pitch again for the Clippers on Saturday before determining his next steps. Hentges has made five rehab appearances and has not allowed a run in 5 2/3 innings with six strikeouts.

Right-hander Eli Morgan, out of action since experiencing shoulder soreness on April 18, is set to begin a rehab assignment with Columbus on Saturday.

The other dugout: Angels manager Ron Washington coached Vogt when he was a player with Oakland in 2015 and 2016, and again with Atlanta in 2021, and Vogt’s affinity for his counterpart this weekend is apparent.

“He has an unlimited amount of energy,” Vogt gushed before Friday’s series opener against Washington and his Angels. “He loves his players, he loves the game. He is passionate to his core, and I love Wash.”

Washington was a big influence on Vogt, who talked with the one-time Rangers skipper about leadership and pushing players. Vogt said he has never been around many coaches that push their players quite to the extent that Washington does.

“So, I’m really looking forward to seeing him across the way the next few days,” Vogt said.

Expect Washington’s Angels to hit and run and put the bunt in play.

“He’ll do anything,” Vogt said. “So we do need to be on our toes.”

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Astros' Hunter Brown seeks better results against Mariners

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Eddie Rosario's two-run seventh-inning homer broke a tie and the Washington Nationals went on to beat the Toronto Blue Jays 11-8 on Sunday.

Nathaniel Lowe delivered a 10th-inning RBI single, lifting the visiting Texas Rangers to a 3-2 victory over the Kansas City Royals to win the three-game series.

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McLaren's Norris wins Miami Grand Prix for first F1 win

McLaren's Lando Norris capitalised on a bit of good fortune to win the Miami Grand Prix on Sunday, holding off Red Bull's triple world champion Max Verstappen for his first Formula One victory.