When you’re teaching someone how to ride a bike, typically they’re a lot more successful when you start them off on training wheels until they get the hang of things. Similarly, utilizing stretch assignments can allow your rising star team members to test and grow their abilities without being thrown straight into the fire.
Stretch assignments can push employees out of their comfort zone and give them a chance to develop new skills. They’re also useful for boosting team members’ confidence in their abilities.
If you have high-potential employees you’re considering for future leadership roles, stretch assignments can provide meaningful preparation and help build your pipeline of up-and-coming leaders. They can also pinpoint areas in which an employee may still need improvement before stepping into a higher role.
Characteristics of a Good Stretch Assignment
Good stretch assignments should align with your company’s goals as well as the individual’s development needs. It’s called a stretch for a reason, so make sure the task is challenging and aligns with their current skill level. You also want to make sure the assignment isn’t setting them up for failure.
To help with this, identify a mentor who can help support them through the task. Have measures in place so you know when step in to prevent any major issues from occuring. Remember, the stretch assignment should enable an employee to try something new out but still have guardrails that keep them from straying too far off course.
Consider what skill or skills you want to target with the project. This will help you develop a stretch assignment that effectively pushes the employee’s development. Some possible skills to grow include interpersonal skills like working with a team, listening, managing conflict, and delegating or strategic skills like problem-solving and collaborating with customers.
Make sure whatever task you select has a clear scope, timeline and expectations. Some examples of stretch assignments that can help include:
- Leading a crew for the first time: Under light supervision, this can give an employee a chance to flex their leadership skills. This type of task can focus on their ability to delegate and resolve conflicts.
- Implementing a new process or initiative: Charging an employee with rolling out new equipment, software, or sustainability practices can let them learn how to coordinate across departments and improve their communication skills.
- Leading a task force to solve a tough problem: Having an employee address an issue within your company empowers them to think critically as well as seek insights from others on possible solutions.
- Organizing a community or industry event: Being responsible for planning a volunteer day or networking event is another chance to practice leading and thinking strategically.
Mistakes to Avoid
On the other end of the spectrum, there are stretch assignments that are frustrating and ineffective. They can discourage employees or even hurt your company’s relationships if not managed properly.
Never throw an employee into a stretch assignment without giving them proper support. Provide guidance and encouragement so they don’t struggle the entire time. Just because some employees can survive trial by fire doesn’t mean they should.
Also, be mindful to only provide one stretch assignment at a time per employee as you don’t want to overload them. Tackling too many stretch assignments at once can lead to burnout instead of growth.
Failing to determine clear goals for the project or not providing tasks with relevant skill-building opportunities can result in you just assigning busy work. Work with your team member to find a stretch assignment that is engaging to them and helps them improve a weakness.
Don’t forget to be patient. You should not expect immediate success from an employee who hasn’t had time to learn and adjust.
Addressing Struggles and Successes
It’s not enough to simply offer your employees stretch assignments. You need to have the proper response if they are struggling or thriving from the challenge.
When an employee is having trouble in a stretch assignment, first provide coaching instead of immediately removing them from that role. Ask them guiding questions instead of providing answers so they can work on their problem-solving abilities.
Make sure your employees understand that stretch assignments are for learning, not necessarily getting everything right. Stress that it’s okay for them to fail. Reframe any setbacks as a lesson they can learn from.
You can also review and adjust the assignment if it becomes clear the expectations were unrealistic. Recognize the team member for being willing to try and grow, even if the end results weren’t ideal.
Meanwhile, if an individual excels at their stretch assignment, you can continue their progress with new challenges that allow them to build on their success. As they advance, involve them in more leadership meetings so they can deepen their understanding of the business.
You should also celebrate their achievements with the team so others feel encouraged to grow themselves.
