traduire stretch assignment

• Rules/Help/FAQ Help/FAQ
• Members Current visitors
• Interface Language

Follow along with the video below to see how to install our site as a web app on your home screen.

Note: This feature may not be available in some browsers.

• French-English Vocabulary / Vocabulaire Français-Anglais

stretch assignment

• Thread starter gatcha69
• Start date May 1, 2008
• May 1, 2008

Comment traduire en français :"stretch assignment" ?  

Curmodgeratrice

• May 2, 2008

I could guess, but I'd prefer to see the context first. What is the complete sentence?  

Sorry I have no context available; it deals with a position at work that is high demanding  

Senior Member

je n'ai pas trouvé de terme traduit tout prêt. Cela correspond en gros à des missions élargies (élargissement de compétences)  

gatcha69 said: Sorry I have no context available; it deals with a position at work that is high demanding Click to expand...

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.

Spin the Roulette

Recent Posts

Succession Planning as a Path to Retention Success Beyond the C-Suite

Catalysts of Success: Unveiling the Top 3 Drivers for Women's Career Progression in 2024

Accelerating Employee Growth: Solving Common Challenges in 360-Degree Feedback

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

Why You Should Take on More Stretch Assignments

• Jahna Berry

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

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

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

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

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

Partner Center

Voice speed

Text translation, source text, translation results, document translation, drag and drop.

Website translation

Enter a URL

Image translation

• Look up in Linguee
• Suggest as a translation of "stretch"

Linguee Apps

▾ dictionary english-french, stretch ( sth. ) verb ( stretched , stretched ) —, s'étirer v, étirer (qqch.) v, stretch noun ( plural: stretches ) —, partie f ( plural: parties f ), stretch adjective —, extensible adj, stretch out v —, home stretch n —, stretch marks pl —, stretch target n —, stretch assignment n —, final stretch n —, stretch of road n —, stretch fabric n —, stretch film n —, stretch of land n —, stretch ceiling n —, short stretch n —, ▾ external sources (not reviewed).

• This is not a good example for the translation above.
• The wrong words are highlighted.
• It does not match my search.
• It should not be summed up with the orange entries
• The translation is wrong or of bad quality.

How to structure effective stretch assignments

As we look to bolster our organizations and teams, we recognize that we can’t stick to the status quo. We’ve got to take advantage of new opportunities. We’ve got to develop new skills and pursue knowledge that’ll take us to the next level.

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

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

• What is the developmental purpose of the stretch assignment? One of my recent blogs covered the power of purpose . Understanding the “why” behind a stretch assignment is important. But you can’t just detail how this assignment will benefit the company. Leaders must demonstrate how the skills and knowledge gained from completing it will be good for the employee long term. Work with the employee to identify their professional goals and connect those to the task at hand.

Related Articles

3 terrible reasons for not teaching financial education in school

Five ways financial education drives brand awareness

Credit unions + financial education = brighter futures

Live event coverage: 2024 NACUSO Network

Stay connected to the credit union community with our free newsletter.

Delivered to the inboxes of thousands of credit union leaders daily.

You have Successfully Subscribed!

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!

Posts by Tag

• Leading Teams (93)
• Leadership Skills (60)
• Career Advice (57)
• Professional Development (47)
• New Leaders (45)
• Work Skills (41)
• Templates (38)
• Communication (34)

How To Lead a Procrastinator

Leading a procrastinator can be challenging, especially if you aren’t one yourself. However, it’s a challenge you will likely have to face sooner or...

175 Leadership Brand Words You’ll Aspire To Be

What kind of leader are you? You're not alone if you do not have a clear, concise, and thoughtful answer to this question. While many leaders have...

How Do You Teach Leadership To New Managers?

There is a great debate: Are leaders made or born? While some people have natural leadership qualities, all new managers can benefit from leadership...

Empowering Employee Growth: The Impact of Stretch Assignments

Posted Jan 16, 2024

In the dynamic landscape of the modern workplace, where adaptability and continuous growth are key, the concept of stretch assignments has emerged as a powerful catalyst for employee development. Whether arising out of necessity in challenging times or intentionally designed to propel growth, these assignments have become instrumental in shaping the skills of employees in today’s competitive job market.  

Learn about Asure’s HR solutions that save you time and money while staying compliant with ever-changing HR laws .  

Understanding Stretch Assignments  

Stretch assignments refer to tasks or projects that push individuals beyond their comfort zones, challenging them to acquire new skills and perspectives. Unlike routine tasks, these assignments demand creative problem-solving, and innovation, and often require employees to navigate uncharted territories within the organization.  

Necessity and Intentionality in Employee Development  

Stretch assignments can arise organically from the demands of a rapidly evolving business landscape. For instance, during a crisis, employees might find themselves handling responsibilities beyond their usual scope due to resource constraints or unexpected challenges. This necessity-driven exposure often results in accelerated learning and skill acquisition.  

On the other hand, intentional stretch assignments are carefully curated by leaders to foster specific skills in their team members. Recognizing the importance of continuous growth in a competitive job market, businesses deliberately design projects that encourage employees to expand their skill set, take risks, and assume leadership roles.  

The Crucial Role in Employee Skill Development  

In a job market where adaptability and a diverse skill set are highly valued, stretch assignments serve as a linchpin for individual growth. These projects offer employees the opportunity to demonstrate their capabilities in real-world scenarios, often leading to a deeper understanding of their potential.  

The impact of stretch assignments on skill development can be profound, as they:  

Enhance Problem-Solving Abilities: Tackling unfamiliar challenges prompts employees to think creatively and develop effective problem-solving skills.  

Build Resilience: Navigating outside one’s comfort zone builds resilience and adaptability, qualities crucial in a rapidly changing work environment.  

Cultivate Leadership Skills: Stretch assignments often involve leading a project or collaborating with diverse teams, providing invaluable leadership experience.  

Accelerate Learning: The immersive nature of these assignments accelerates the learning curve, allowing employees to gain expertise at a faster pace.  

Boost Confidence: Completing a stretch assignment boosts an employee’s confidence, encouraging them to take on more significant challenges in the future.  

Strategies for Implementing Stretch Assignments  

Identify Employee Strengths: Understand the strengths and aspirations of each team member to tailor stretch assignments that align with their potential.  

Provide Adequate Support: Offer resources, mentorship, and training to support employees undertaking stretch assignments, ensuring they feel equipped to take on the challenge.  

Communicate Clear Expectations: Communicate the objectives and expectations associated with each stretch assignment to provide a roadmap for success.  

Encourage Reflection: Create a culture that encourages employees to reflect on their experiences, extracting valuable lessons that contribute to ongoing development.  

Conclusion  

In a world where the only constant is change, empowering employees through stretch assignments is a strategic investment in both individual and organizational success. By recognizing the dual nature of these assignments, driven by both necessity and intentionality, businesses can foster a culture of continuous growth, ensuring their teams are well-equipped to thrive in the competitive landscape of the modern job market.  

Recent Posts

• The Outsourcing Advantage: How Specialized HR Experts Outperform In-House Generalists
• Earned Wage Access: Attracting Top Talent in a Tight Labor Market
• How EEOC Laws Can Help You Create a Productive Work Environment
• Privacy Versus Cyber – What is the Bigger Risk?
• Elevating Workplace Leadership: Manager Training and Technology

Unlock your growth potential

Talk with one of experts to explore how Asure can help you reduce administrative burdens and focus on growth.

All Articles Leadership Management 4 questions to ensure successful stretch assignments

4 questions to ensure successful stretch assignments

How do you stretch employees without burning them out? Read on for a guide on hitting this careful balance.

By Julie Winkle Giulioni 03/11/21

Think about the most profound professional development you’ve experienced in your career. Where were you? What were you doing? What did you learn? And what was it about that set of circumstances that made the learning so effective, productive or both?

I’ll bet it had something to do with a significant challenge that compelled you to draw upon your yet-to-be-discovered resourcefulness to address an issue or solve a problem. I know that was the case for me.

Years ago, I was charged with leading a team that would develop the first new product for a company that had been formed when three competitors merged. This was an environment of disparate corporate cultures, incompatible processes, political maneuvering and a longstanding history of grudges. I needed to figure out how to bring the factions together, foster the collaboration required to create a new model that all former operating units would salute, and get the troops to rally behind a new product and the new company.

To say it was a challenge is an understatement — and I still have the scars as reminders.

Despite the pain of it all – becoming very unpopular very quickly, the angry stakeholders, the late nights, the “one step forward, two steps back” progress — it remains to this day one of the most intense periods of growth I’ve ever experienced. The product was ultimately launched and is still in use 20 years later. Although proud of my team and our work, as soon as it was complete, I promptly resigned. It took so much out of me, and I needed time to recover before bouncing back.

Stretch assignments like this and other on-the-job challenges are among the most powerful and cost-effective tools a leader has to offer in role development. But in crafting such experiences, leaders frequently fail to consider the important step of calibration – figuring out how far to stretch the rubber band (that is, the employee’s capacity) to generate the intended growth but not so far that it eventually snaps (as in my case).

Clearly, when it comes to challenge as a development strategy, one size doesn’t fit all. This is especially true today, as people may already be pushed to their personal limits trying to work from home , care for and educate children, navigate vaccine websites and more. Finding what’s right for each individual has never been more important — or challenging.

Leaders who consistently strike that Goldilocks-like “just right” level of stretch with their employees tend to approach challenge-based development with discipline and intention. And you can, too, by considering these four questions.

What is the developmental purpose of the stretch assignment?

The great news about stretch assignments is that they serve double duty: Real work gets done, and somebody has the chance to grow in the process. Unfortunately, too frequently, the work is in the foreground and development stays way in the background.

Avoid this by deliberately determining the purpose or growth goal the employee will be working toward during the assignment. Will they be working on enhancing their negotiation skills? Learning more about the broader organization? Managing complexity? Without a clear purpose, it’s just more work. But when you and the employee can describe and agree upon the specific growth focus, that makes for electrifying development.

What is the current level of skill, motivation, and resilience of the employee?

Understanding the starting point is essential for determining the best way to move toward a desired future state. Too frequently, that stretch assignment’s rubber band snaps back or breaks because the distance is too great between where the employee is and what’s expected.

So, jointly assess the current skill set. Evaluate just how motivated the employee is – both to achieve the business and growth outcomes. And take a clear-eyed view of the level of   resilience the employee is able to bring to the situation right now. In many ways, this represents the emotional stretchiness available to the individual at any given time.

And since resilience is fluid and in flux due to changing life conditions, it’s important to check your assumptions and factor an understanding of this into the stretch assignment, as well.

What experiences might offer the appropriate (but not excessive) level of challenge needed to grow?

With a clear understanding of the developmental purpose and where the individual is starting from, you can collaborate to calibrate just how much stretch will be optimal and what kinds of experiences and activities will make it possible.

Options might include:

• Raising the bar with a focus on elevating the volume, velocity or accuracy of the work employees currently do.
• Adding complexity to current tasks or role.
• Increasing the employee’s level of responsibility (which could look like larger teams, bigger budgets, etc.).
• Finding a new context for the employee’s existing skills.
• Imposing limitations or constraints. Author Whitney Johnson advocates for challenging others to grow by introducing constraints related to time, money, expertise and buy-in.
• Elevating the stakes and level of visibility to elevate the pressure and challenge.
• Challenging others to create something new — a new product, service, process, etc.
• Inviting the employee to step into the unknown by taking on ambiguous, ill-defined or completely unknowable projects or initiatives.

What resources will the employee need to ensure that the stretch delivers its desired developmental outcomes?

Taking on a challenge demands emotional resources on the part of the employee. But it may also demand resources from the organization. Failing to offer what’s needed to produce the business results will nearly always compromise the learning results. So, determine what’s necessary for success. Budget? Staff? Time?

And remember that in many cases, it’s the priceless element of support from you, the leader. Your support acts as an insurance policy that the rubber band won’t snap or break because you are monitoring the process, offering guidance, addressing obstacles and suggesting adjustments.

These questions offer a framework for considering and crafting challenges that facilitate the development people need. These challenges propel people beyond their preconceived sense of capability, establish the psychological safety required for optimal learning and improve the probability of success.

As for me, my overly stretched development challenge turns out to have been a tremendous gift. I learned more in a shorter period of time than I thought possible about influence, change management and the psychology of M&A. The intensity of the experience forged some of my most cherished business relationships. It was the impetus for leaving corporate life and forming my own business. And it gave me new insights into how a supported stretch can offer the growth people want without suffering the snap-back of a burnout or, worse, resignation.

Looking for additional leadership ideas and resources? Because supporting employee engagement and performance this year demands a clear-eyed look at last year, download our complimentary e-toolkit,  Hot Mess? Dumpster Fire? Train Wreck? You Still Have to Conduct Year-End Reviews . In it, you’ll find a novel way to get employees to prepare, a roadmap to a productive conversation, the must-ask questions, pitfalls, tips for handling it remotely, and even strategies for addressing the dreaded money question.

Julie Winkle Giulioni works with organizations worldwide to improve performance through leadership and learning. Named one of Inc. Magazine’s top 100 leadership speakers, Giulioni is the co-author of the Amazon and Washington Post bestseller “ Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Want ,” You can learn more about her speaking, training and blog at JulieWinkleGiulioni.com .

If you enjoyed this article, sign up for SmartBrief’s free e-mail on leadership and management, among SmartBrief’s more than 200 industry-focused newsletters .

• Cambridge Dictionary +Plus
• Déconnexion

Traduction de stretch – dictionnaire anglais-français

(Traduction de stretch depuis le Dictionnaire GLOBAL anglais-français © 2016 K Dictionaries Ltd)

Traduction de stretch | Dictionnaire PASSWORD anglais-français

(Traduction de stretch depuis le Dictionnaire PASSWORD anglais-français © 2014 K Dictionaries Ltd)

Exemples de stretch

Traductions de stretch.

Obtenez une traduction rapide et gratuite !

Mot du jour

be up to your eyeballs in something

to be very busy with something

Binding, nailing, and gluing: talking about fastening things together

Nouveaux mots

En apprendre plus avec +Plus

• Récent et Recommandé {{#preferredDictionaries}} {{name}} {{/preferredDictionaries}}
• Définitions Explications claires de l'anglais naturel écrit et parlé anglais dictionnaire des apprenants anglais britannique essentiel anglais américain essentiel
• Grammaire et Dictionnaire des synonymes Explications des usages de l'anglais naturel écrit et parlé grammaire synonymes et antonymes
• Pronunciation British and American pronunciations with audio English Pronunciation
• anglais-chinois (simplifié) Chinese (Simplified)–English
• anglais-chinois (traditionnel) Chinese (Traditional)–English
• anglais-néerlandais néerlandais-anglais
• anglais-français français-anglais
• anglais-allemand allemand-anglais
• anglais-indonésien indonésien-anglais
• anglais-italien italien-anglais
• anglais-japonais japonais-anglais
• anglais-norvégien norvégien-anglais
• anglais-polonais polonais-anglais
• anglais-portugais portugais-anglais
• anglais-espagnol espagnol-anglais
• English–Swedish Swedish–English
• Dictionary +Plus Listes de mots
• stretch your legs
• PASSWORD anglais-français    Verb Noun
• Translations
• Toutes les traductions

Ajoutez stretch à une de vos listes ci-dessous, ou créez une nouvelle liste.

{{message}}

Il y a eu un problème.

Votre commentaire n'a pas pu être envoyé dû à un problème.