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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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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?

Why are stretch assignments beneficial.

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

Types of Stretch Assignments

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

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

Challenge 2: Time and Resource Crunch

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

Brandi M Fannell, Ph.D.

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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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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.

Ready to take your career to the next level? Airswift's job portal offers the boost you need. Find the perfect fit for your ambitions, be it:

• Exciting Challenges: Dive into stimulating projects and refine your skills.
• Leadership Growth: Climb the ladder with tailored support and mentorship.
• Smooth Transitions: Navigate career changes with expert guidance and a supportive network.

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This post was written by: Diyaa Mani, Content Marketing Coordinator

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4 Stretch Assignment Examples for Upskilling Your Workforce

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

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

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

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

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

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

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1. Ask subject-matter experts to teach peers

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

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

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

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

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

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

2. Assign employees to work on cross-functional projects

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

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

3. Have experienced employees coach junior team members

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

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

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

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

4. Increase workplace engagement with a mentoring culture

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

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

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

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

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

"Stretch" your employees to strengthen your organization

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

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

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

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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 101: Maximize Opportunities for Growth With Thoughtful, Guided Supervision

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

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

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

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

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

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

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

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

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

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

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

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

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

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I’m a well-regarded planning technician in the Community Development Department of a mid-sized city.  I’ve been in my current position for three years and have mastered most of the technical aspects of my job.  I want to move up in my department but need exposure to other elements of planning, building, and development services, plus the opportunity to develop new knowledge and skills.

I believe that I have good potential, but I worry that others don’t see what I have to offer beyond my current position. 

So, how do I start?   Should I take some courses and workshops?  What do you suggest?

The fundamental question is, how do you accelerate your development.  The best way to accelerate your growth and development is through a series of stretching job assignments coupled with helpful and candid feedback or coaching.

What is a “stretch” assignment?

A University of Michigan School of Medicine paper provided the following definition:

“A stretch assignment is a project or task given to an employee which is beyond their current knowledge or skills level in order to ‘stretch’ the employee developmentally.  The stretch assignment challenges employees by placing them into uncomfortable situations in order that they learn and grow.”

What are the benefits of stretch assignments?

For employees, a successful stretch experience can

• Help you develop new technical and/or “soft” leadership skills.
• Provide new knowledge.
• Expose you to other areas of the department or other city services.
• Develop new relationships with internal and external stakeholders.
• Reshape other people’s perceptions of your capabilities.

For the organization, stretch assignments offer many benefits as well.  They provide

• Low-cost employee development. Stretch assignments cost little.
• Leadership “try-outs.” Special projects or team assignments can try out emerging leaders as formal or informal leaders.
• Succession development. Since a wave of baby-boomer professionals and managers are retiring from local government, organizations can’t wait for people to develop. We need to accelerate development now and identify possible successors.

What are some examples of stretch projects?

As a plan checker in the Community Development Department, a stretch assignment for you could be any of the following

• Participating in a department budget team.
• Researching new “green” development practices.
• Serving on a multidepartment team to develop a specific plan for a new growth area in the city.
• Evaluating with other staff members potential vendors of new software that tracks development applications and activities.
• Leading a small workgroup to identify best practices and make recommendations for a telework program or alternative work schedules for department staff.

What do I need to know about stretch opportunities?

Learn through doing. Both managers and their direct reports often believe that the best way to learn is to attend a workshop or class.  A seminar or class is an excellent way to develop a conceptual framework about new behavior, but it doesn’t create new behavior.  Only if you apply the material to your work does new behavior or authentic learning emerge.

Adults (as well as children) learn best through doing. A stretching job assignment immediately exposes you to new areas of knowledge and produces opportunities to learn new skills.  These kinds of special projects or team assignments accelerate your development if they are paired with feedback and coaching.  Constructive feedback helps you acknowledge mistakes or missteps and learn from them.

Seek the “sweet spot” of learning. When discussing a potential stretch assignment with your boss or others, seek the “sweet spot” of learning and development.  The sweet spot is when you have a 50-70% chance of success.  If your chance of success is only 40%, the project will tend to overwhelm you, and it will be too stressful.  With a 90% chance of success, the stretch project will be too easy, and you won’t learn anything new.

If a stretch assignment is in your sweet spot, you will be uncomfortable but not too uncomfortable.  Learning happens when you are uncomfortable but not overwhelmed or distressed.

Understand the ideal mix of development. The ideal mix of development is 70/20/10: 70% of your development activities should be learning through doing; 20% of your development should be getting coaching; and 10% should be classroom training or education.

Ensure adequate support. Before accepting a stretch assignment, you must ensure you have adequate support.  Adequate support comes in many varieties:

• Management support, such as the community development director communicating to department staff the importance of the project.
• Sufficient time for work on the project (this is a critical area of support).
• Any budget monies needed for the project.
• A good mix of people on your team if the project involves a workgroup.
• Someone in management who can help you overcome any obstacles that arise or otherwise provide guidance and feedback.
• Adequate decision-making authority within certain “guide-rails.”

Assuming you are offered a special project, you should negotiate adequate support before embarking on the project.

Ask key questions!  In her article " 15 Questions To Ask Before Accepting A Stretch Assignment " (Forbes. March 14, 2019) Jo Miller identified several themes, which include

Support from the top:  Always ensure that expectations are agreed on, and you have support from leadership. 

Work-life balance:  Work-life balance is important, especially in a career like local government that often requires after-hours investment of time. 

Is this something new?  When you take a stretch assignment, it's important that you stretch! If you're just adding more work of a similar level to your task list, that's only making more work. Make sure you're using new or different skills, or skills you want to brush up on, are meeting different people, or advancing the organization's goals beyond your usual scope. 

Keep one eye on the way forward:  If you set yourself up for success by answering all the questions in Jo's article, these assignments will be career-building. But, always ask if the investment if time will deliver a return, or otherwise "open more doors" in the paths ahead.

How do I secure a stretch assignment?

While your manager or another manager may approach you with a stretch project, don’t wait for someone to offer you the opportunity.  You must take charge of your own learning and career development.

Be on the lookout for opportunities

To seek out a stretch project, you must first ensure that you continue to handle your current job responsibilities successfully.  You won’t get new opportunities unless you are seen as a good performer in your current position.

Second, you must be on the lookout for new projects (and ask your colleagues to also be on the lookout for you).  Know the kinds of new challenges facing the city council, city manager, and the community development director, and keep your ears open for opportunities to participate as new initiatives begin to emerge.

Third, make it known that you’d like a stretch opportunity.  Have a development conversation with your supervisor and/or manager or other key managers inside and outside your department.  In a development conversation, you can discuss your career aspirations, new areas of knowledge or skills that you desire, new stretch assignments that may accelerate your development, and any support you may need.

Through these formal or informal development conversations, you want to “hook” the supervisor or manager on your development as an active supporter.  As part of the discussion, you should ask the manager to let you know of any new project opportunities.

Depending on your relationship, ask for the manager to “sponsor” or recommend you for the new team or project.

Ensure 2 + 1

To provide feedback as well as help in securing stretch opportunities, you must have support, especially from a formal or informal coach.

You should go beyond your immediate supervisor or manager who may serve as a coach.  The minimum number of coaches is 2 + 1.

For adequate coaching support, you need a formal or informal coach in your department who knows your work or the workings of the department.  You also need a coach in another city department who has a bigger picture view and a good feel for the organization and knows how things work.  These are the “2.”

In addition, you must have a coach outside the city organization who can provide advice and generally guide you.  That’s the “1.”

The coach outside your organization can suggest some involvements in professional associations in order to enhance your knowledge, skills, and network (see Career Compass #48 entitled “How Do I Benefit From a Coach?” ).

How do I maximize the stretch opportunity?

Here are some tips to leverage your stretch assignment:

1. Be an agile learner

Since you won’t be a subject-matter expert in your new assignment, be curious, ask questions, seek advice, and learn as you go.  For example, ask:

• Why is this special project important?
• What’s the “why” behind the effort?
• What do we all need to learn?
• What am I missing?
• What else should I consider?
• What would be a completely different approach for addressing the challenge?

2. Engage people in many conversations

Go out of your way to engage diverse people inside and outside the organization in conversation about the issue and the effort.  Listen and be open to the conversation.  By doing so, you will expand your perspectives and your network.

3. Try out new roles

As you engage in the project, try out some new roles.  For instance, if you are good at analysis, try out public speaking about the challenge and project (start in a safe environment).  Again, learning and skills-building happen when you get uncomfortable.

4. Leverage the assignment

Over-deliver if possible.  Over-delivering will get you future stretch projects and additional opportunities to learn and grow. 

(For other suggestions on how to maximize the stretch experience, see Jo Miller, “ 4 Ways To Execute a Stretch Assignment Like a Rock Star ,” forbes.com , Dec 16, 2017.)

A Catalyst for Growth

Stretch experiences coupled with helpful and candid feedback are catalysts for rapid career growth.  In addition to new learning, relationships and skills-building, stretching job assignments help people see you in a new light (see also Career Compass #52 entitled “Recasting My Rep ”).

These experiences shape other people’s perceptions of you that are more aligned with your potential and career aspirations. 

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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.

If you want to recruit from pakistan , you can alway rely on us for staffing needs.

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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Is It Bad to Stretch Before You Work Out?

sutiporn somnam / Getty Images

Key Takeaways

• Static stretching, particularly before high-intensity activities, may lead to reduced explosiveness and power, according to some research studies. 
• Choosing whether to include static stretching before your workout will depend on your personal fitness goals and the type of activity you’re doing. 
• Experts suggest incorporating other types of movement into your pre-workout routine, such as jogging in place, performing butt kicks, lunges, and body weight squats.

High school phys-ed may have instilled in you the importance of stretching before exercise. After all, it’s key to preparing your muscles for activity, reducing the risk of injury, and improving overall performance.

A debate trending all over TikTok has prompted people to question if stretching before your workout is actually bad for you. In a video with 2.9 million views, a bodybuilder claims that pre-workout stretching can be dangerous. 

“Newer studies have shown that static stretching before a workout can limit your strength and explosiveness,” he said. “It can even result in injury.”

Before you take his word for it, here’s what experts say about stretching, including how to make it as effective as possible.

Is It Bad to Stretch Before Your Workout? 

Static stretching, which requires holding a position for a few moments, can lead to decreased explosiveness and power, Kristin Hopkins, MD , an orthopedic surgeon at Stony Brook Medicine in New York, told Verywell.

“Static and dynamic warm-ups or stretching are equally effective at increasing your range of motion prior to exercises,” Hopkins said. “But, the important piece is that dynamic stretching is not linked to that decrease in explosiveness or power.” 

Involves holding a stretch in a stable position for an extended period, usually 15 to 30 seconds

Typically performed after a workout or during a cool-down

Examples: hamstring stretch, toe touches, butterfly stretch, calf stretch, child’s pose

Involves moving body parts through a full range of motion in a controlled manner

Typically performed before a harder workout

Examples: high knees, butt kicks, active lunges, jumping rope

One study showed that static stretching of the lower limbs and hip muscles had a negative effect on explosive physical performances for up to 24 hours after stretching. However, the study did not find any significant effect of static stretching on the ability to do quality springs over and over.

An older study examined how static stretching of the quadriceps, hamstrings, and calf muscles at different intensities affected jump height performance in physically active male and female university students. The researchers found regardless of the intensity of the stretch, jump height decreased by an average of 4.6% after stretching.

The gist of these findings holds true regardless of fitness level, sex, and age.

Still, it’s important to understand that stretching itself isn’t bad or harmful, Hopkins said.

“It’s just that you may be losing some functionality that could be a component to what you’re trying to accomplish with your athletic activity.”

Hopkins added that there is currently insufficient research to conclusively say static stretching can lead to injury. In fact, a 2021 review found although static stretching before physical activity didn’t consistently reduce the risk of injury, it did reduce muscle and tendon injuries when performed before activities demanding agility and explosive movements, like sprinting, jumping, or pivoting.

Why Might Static Stretching Impede Performance?

One possible explanation for the reduction in power and explosiveness that follows static stretches is that it elongates muscle fibers in a manner that may cause fatigue, Hopkins said. 

When muscles are fatigued, they can’t contract efficiently, and the ability to generate force decreases.

Another possible explanation is the fact that static stretching is meant to ease tension in the tissues, Manarte said. Performing static stretches before a workout might relax the muscles in a way that’s detrimental to producing rapid force right after.

Not Everyone Should Skip a Pre-Workout Static Stretch

Deciding if you should include static stretching before a workout depends on different things, Bryan Manarte, PT, DPT , a sports and orthopedic physical therapist at Orlando Health Jewett Orthopedic Institute, told Verywell in an email. Some factors include the type of stretching performed, personal fitness goals, physical activity level, and specific requirements of the activity. 

“Some people may benefit from pre-workout static stretching and may not experience negative effects while others may find it detrimental to their performance,” Manarte said.

If you’re dealing with a specific injury, strain, muscle spasm, or limited range of motion (ROM), static stretching before an exercise might be beneficial, preparing you to effectively get through your workout.

“Every human is different and the effects of stretching can vary among individuals,” said Manarte.

When Is the Best Time to Stretch? 

Hopkins reiterated that the best time to perform static stretching depends on the activity you’re doing. If you’re participating in activities that demand explosiveness and power, like jumping, sprinting, or lifting weights, it might be wise to save your static stretches for after your workout. Consider dynamic stretching beforehand instead.

“Static stretching is not harmful, but it is not the most effective way of getting warm for exercise,” Hopkins said.

She added that incorporating static stretches before your workout may be beneficial if your primary focus is improving flexibility and reducing muscle tension. If you’re nursing an injury, this may be the move for you.

Alternative Warmup Options

Consider doing light, dynamic activity that will raise your body temperature before you exercise, Heather Milton, MS, RCEP, CSCS , exercise physiologist supervisor at the Sports Performance Center at NYU Langone Health, told Verywell in an email.

This can include jogging in place, butt kicks, leg swings, and skips before running, or more slow, controlled lunges that will help open the hips and activate the hip muscles.

“Try to raise body temperature before moving through extreme ranges of motion, then start mimicking the movements you will do during your exercise or activity, slowly progressing to the similar intensity that you will do in your workout,” Milton said.

Manarte recommends incorporating a well-rounded warm-up into your routine to gradually increase heart rate and blood flow to muscles. Other activities include walking, rowing, biking, and dynamic movements related to the upcoming activity.

“Including a mix of dynamic stretching, light cardio, and sport-specific movements in your warm-up routine may help prepare your body for exercise while reducing the potential drawbacks of static stretching,” Manarte said.

What This Means For You

While research indicates that static stretching before exercise may reduce explosiveness and power, experts say it won’t hurt you. The decision to stretch before a workout should align with your individual fitness goals and the type of activity you will be doing. In general, you should aim to raise your heart rate and get your blood flowing with dynamic movement before exercise.

Chaabene H, Behm DG, Negra Y, Granacher U. Acute effects of static stretching on muscle strength and power: an attempt to clarify previous caveats . Front Physiol . 2019;10:1468. doi:10.3389/fphys.2019.01468

Haddad M, Dridi A, Chtara M, et al. Static stretching can impair explosive performance for at least 24 hours . J Strength Cond Res . 2014;28(1):140-146. doi:10.1519/JSC.0b013e3182964836

Behm DG, Kibele A. Effects of differing intensities of static stretching on jump performance . Eur J Appl Physiol . 2007;101(5):587-594. doi:10.1007/s00421-007-0533-5

Simic L, Sarabon N, Markovic G. Does pre-exercise static stretching inhibit maximal muscular performance? A meta-analytical review . Scand J Med Sci Sports . 2013;23(2):131-48. doi:10.1111/j.1600-0838.2012.01444.x

Behm DG, Kay AD, Trajano GS, Alizadeh S, Blazevich AJ. Effects of stretching on injury risk reduction and balance . J Clin Exerc Physiol . 2021;10(3):106-116. doi:10.31189/2165-6193-10.3.106

Wan JJ, Qin Z, Wang PY, Sun Y, Liu X. Muscle fatigue: general understanding and treatment . Exp Mol Med . 2017;49(10):e384. doi:10.1038/emm.2017.194

By Alyssa Hui Hui is a health news writer and former TV news reporter. She was the 2020 recipient of the Midwest Broadcast Journalists Association Jack Shelley Award.

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Mets' Max Kranick: Starts rehab assignment

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Kranick (hamstring) began a rehab assignment with Low-A St. Lucie on Sunday.

Kranick wasn't able to get through his scheduled inning of work, getting pulled after recording two outs following two hits and a walk. How many more rehab appearances he requires figures to depend on whether the Mets plan to stretch him out as a starter. Kranick also has options remaining, so he's not a given to join the big club once activated.

Mets' Max Kranick: Heads to IL

Mets' max kranick: dealing with hamstring strain, mets' max kranick: makes early case for rotation spot, mets' max kranick: getting look for fifth spot, mets' max kranick: scooped up off waivers by mets, pirates' max kranick: makes room for perez, our latest fantasy baseball stories.

Pitchers risking up Towers' rankings

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Stiles Points: Lindy Waters III's Recent Stretch Follows OKC Thunder Motto

Lindy Waters III has helped a short-handed Thunder team in a living example of the team's motto.

• Author: Rylan Stiles

In this story:

If you hang around Mark Daigneault it will not take long to hear him talk about the importance of staying ready for when the opportunity swings back to you. This has been a calling card of the Oklahoma City Thunder organization since Daigneault took over the gig.

The Oklahoma City Thunder have seen a massive bump in the road this week suffering injuries to their star duo leading to Shai Gilgeous-Alexander (quad) and Jalen Williams (ankle) missing an entire week of action.

As a result, the OKC Thunder went on their first three-game losing streak of the season and searched for answers in Daigneault's shorthanded rotation. On Sunday, as the Thunder ended their road trip slide, Lindy Waters III lived up to the organization's motto.

Waters III has played at every level of the Oklahoma circuit playing high school (Norman North), college (Oklahoma State), semi-professional (Enid Outlaws), G-League (OKC Blue) and NBA (OKC Thunder) basketball in the state.

For the third straight season, the hometown kid found himself on a two-way pact looking to earn an NBA chance. Each of the past two years, his contract had been converted until the end of the regular season to start the process over again.

This season was not different in that department after the trade deadline freed up roster spots, the OKC Thunder once again converted Waters III to a standard NBA agreement despite his minutes and games played being slashed. It showed what has been obvious on the court: The organization trusts him.

Despite parking him in the G League for the vast majority of this season to grind away with the Oklahoma City Blue, Daigneault and company know they can rely on him to provide a punch in a pinch.

Waters III has an understanding of the system and impressive activity defensively that makes him a solid end of bench guy for the Bricktown boys. Never needing to depend on him, until they do.

They did Sunday, and Waters III delivered chipping in 10 points off the bench to go along with a steal while shooting 2-for-3 from beyond the arc. The Oklahoma State product was a plus-10 in his nearly 15 minutes as the Thunder pulled off a 121-118 win against the Hornets.

While his NBA future is again murky with non-guaranteed outs littered through his Multi-year contract, you can not deny he stays ready for his shot. Waters III will never rank above a 14th man on the roster, but having a swingman you trust in that role goes a long way.

Stiles Points:

• Cason Wallace continues to impress as a rookie. The Kentucky product is in line for a huge year two after showing some polish as a play-finisher the Thunder can use him in a more on-ball role after a summer of development.
• The OKC Blue are heading to the G League Finals after winning the Western Conference Finals in Stock on Sunday. The Blue will host game two of the best-of-three Finals on Thursday in the Paycom Center. The series begins in Maine on Tuesday.
• Aaron Wiggins continues to show the value he provides for the Thunder with an array of shot-making leading to a team-high 26 points and his pesky defense that swiped a jaw-dropping six steals against the Hornets on Sunday.
• Josh Giddey logged his 11th career triple-double 20 points, 13 rebounds and 13 assists. This is the second straight Sunday where Giddey has notched such a feat.

Song of the Day: Watching Airplanes by Gary Allen.

Want to join the discussion?  Like Inside the Thunder on Facebook  and  follow us on Twitter  to stay up to date on all the latest Thunder news. You can also  meet the team  behind the coverage.

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Iowa Fertilizer Spill Kills Nearly All Fish Across 60-Mile Stretch of Rivers

Officials in Iowa and Missouri estimated that nearly 800,000 fish had died in waters that flow into the Missouri River.

By Mitch Smith and Catrin Einhorn

A fertilizer spill in Iowa this month wiped out much of the aquatic life across a 60-mile stretch of rivers in two states, officials said, leaving an estimated 789,000 fish dead in one of the region’s most ecologically devastating chemical spills in recent years.

A Missouri official who surveyed the damage said that the banks of the Nishnabotna River had been lined with fish carcasses, and that dead fish were visible through the water.

“I refer to this one as ‘the big one,’” said the official, Matt Combes, an ecological health unit science supervisor for the Missouri Department of Conservation. He added: “Calling something a near-total fish kill for 60 miles of a river is astounding and disheartening.”

While fish kills on that scale are unusual, smaller kills are common. Comparing the scope of fish kills across different states is difficult because of limited data and tracking, experts said.

The latest die-off started, Iowa officials said, when a valve was left open over a weekend on a storage tank at NEW Cooperative, an agricultural business in Red Oak, in southwestern Iowa. The Iowa Department of Natural Resources, which learned of the spill on March 11, said this week that 265,000 gallons of liquid nitrogen fertilizer spilled into a drainage ditch and into the East Nishnabotna River, which flows into the Nishnabotna River and then the Missouri River.

Iowa officials estimated that more than 749,000 fish died in that state. Most of them were small species, such as minnows and shiners, but thousands of larger fish, including catfish and carp, also perished. Mr. Combes, the Missouri official, estimated that around 40,000 fish died in his state. He said he saw large catfish dead, as well as shovelnose sturgeon.

The fish kill was one of the five largest on record in Iowa, according to state data , and the worst since runoff from a dairy farm in 2013 killed more than 800,000 fish. The federal Environmental Protection Agency does not keep similar data on the national level, a spokesman said.

“ People would be surprised how many small to moderate-size kills there are in the United States,” said Andrew Loftus, a fisheries biologist and co-author of a book that is widely used to assess the monetary damages related to small and medium fish kills. “We just don’t have a number of them. But they are happening quite frequently.”

Fish kills are often caused by contaminants including fertilizer or industrial chemicals. They can also stem from releases of sewage from water treatment plants or heated water from power plants.

On a national scale, the fish kill in Iowa and Missouri was considered a medium to large event, according to fisheries experts.

“Certainly the length of river affected is pretty large and the numbers large,” said Gary Whelan, a vice president at the American Fisheries Society, a nonprofit focused on aquatic conservation and fisheries management. “But the biomass affected is likely pretty low as the kill was mostly minnow and chub species.”

A spokesman for NEW Cooperative declined to comment on Friday. A spokeswoman for the Iowa Department of Natural Resources declined to make officials available for interviews, citing “anticipated litigation.”

The ecosystem could take decades to fully recover, Mr. Loftus said.

At the spill site, contaminated soil and tainted water was still being removed, Iowa officials said. Mr. Combes said some pollutants had flowed into the much larger Missouri River, but there had been no immediate fish kill there.

Water contamination from agricultural nitrates has been a longstanding issue in Iowa . But the policy changes that environmental advocates desire have been a tough political sell in a state where Republicans run the legislature and farming powers the economy.

“I’m not really holding my breath,” said Alicia Vasto, the water program director for the Iowa Environmental Council, a nonprofit group that wants more stringent regulations. “But I really hope that this kind of wakes some people up to the sad situation of our waterways here.”

Mitch Smith is a Chicago-based national correspondent for The Times, covering the Midwest and Great Plains. More about Mitch Smith

Catrin Einhorn covers biodiversity, climate and the environment for The Times. More about Catrin Einhorn

America’s Vulnerable Water Systems

Paying the Price: Siemens and other corporations vowed to fix water woes in Mississippi and save cities across the state millions. The deals racked up debt instead , leaving many worse off than before.

A Tax on Groundwater: While American farmers elsewhere can freely pump the water beneath their land, growers in California’s Pajaro Valley pay hefty fees. Experts say the approach is a case study in how to save a vital resource .

A Diet Feeding a Crisis: America’s dietary shift toward far more chicken and cheese in recent decades has taken a major toll on underground water supplies .

First Come, First Served?: As the world warms, California is re-examining claims to its water that are  based on a cherished frontier principle and have gone unchallenged for generations.

Jets Powered by Corn: America’s airlines want to replace jet fuel with ethanol to fight global warming. That would require lots of corn, and lots of water .

Blocking Change :  Groundwater is dwindling in much of the United States, but only a powerful few have a say over its use. Meet the people fighting conservation efforts .

West’s race for No. 1 highlights NBA’s stretch run. Plus, Dawn Staley already among GOATs?

Thank you, Larry David, for decades of unmatched entertainment. “Curb Your Enthusiasm” forever.

Five things to track in the final six days

The NBA’s 2023-24 regular season ends in six days! Afterward, we get the Play-In Tournament before the real playoffs arrive. Until then, though, there’s still so much to settle and watch for this week. Here are the top five things to track.  Be sure to keep the standings handy :

The No. 1 seed in the West:  The Wolves and Nuggets both sit at 54-24 with four games left to play. Minnesota still has the tiebreaker over Denver, and these two teams will play on Wednesday. That will likely determine who ends up with the No. 1 seed in the West, unless the Thunder make a big push. They’re 53-25 and sit one game behind both teams, but OKC has the toughest remaining schedule of these three.

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Wolves remaining games:  Wizards , at Nuggets, Hawks , Suns

Nuggets remaining games:  at Jazz , Wolves, at Spurs , at Grizzlies

Thunder remaining games:  Kings , Spurs, Bucks , Mavs

The No. 2 seed in the East:  For much of the season, we’ve been looking to see if the Bucks can hold off the Cavs (46-33) for the second seed. Now, the Bucks have two other teams to worry about. Cleveland has actually dropped to fifth in the East, sitting 1.5 games behind Milwaukee. The Magic and Knicks are both 46-32,  sitting just a game behind the Bucks . Milwaukee has the tiebreaker over New York. Tiebreakers with the Magic and Cavs must be determined, but the Bucks play Orlando two more times.

Bucks remaining games:   Celtics , Magic, at Thunder, at Magic

Magic remaining games:   at Rockets , at Bucks, at Sixers, Bucks

Knicks remaining games:   at Bulls , at Celtics, Nets , Bulls

Cavaliers remaining games:   Grizzlies, Pacers , Hornets

Getting out of the East Play-In:  After beating the Heat (43-35, eighth in East) yesterday, the Pacers (45-34, sixth in East) are in prime position to keep the No. 6 seed or move up. They have a potentially massive game against the Cavs left. They also own tiebreakers over Philly (44-35, seventh in East) and Miami. Philly has one tough remaining opponent, but the Heat also get the Raptors (25-53, 12th in East) twice.

Pacers remaining games:  at Raptors, at Cavs, Hawks

76ers remaining games:   Pistons , Magic, Nets

Heat remaining games:  at Hawks, Mavs, Raptors, Raptors

The 4-5 matchup in the West:  I think we’ll end up seeing the Clippers and Mavs go at it here. LA (50-28, fourth in West) is two games ahead of Dallas (48-30, fifth), and the latter sits two games ahead of the Suns (46-32, sixth in West) and Sacramento (45-33, eighth in West). This would be the third time in five years the Clippers and Mavericks faced off in the first round.

Clippers remaining games:   at Suns, Suns, Jazz, Rockets

Mavericks remaining games:   at Hornets, at Heat, Pistons, at Thunder

Avoiding the Play-In in the West:  Blindly throwing a dart at the board offers you a better chance at predicting than simply guessing how this shakes out. Phoenix is currently sixth due to owning the tiebreaker over New Orleans, but the Suns don’t have that advantage over the Kings unless they win Friday’s head-to-head matchup. Sacramento doesn’t have the tiebreaker over the Pelicans , but it does over the Lakers . The Kings are a half game ahead of the Lakers. Barring a win against the Lakers on Tuesday, Golden State is probably staying in 10th.

Suns remaining games:   Clippers, at Clippers, at Kings, at Wolves

Pelicans remaining games:   at Blazers , at Kings, at Warriors, Lakers

Kings remaining games:   at Thunder, Pelicans, Suns, Blazers

Lakers remaining games:  Warriors, at Grizzlies, at Pelicans

Warriors remaining games:   at Lakers, at Blazers, Pelicans, Jazz

The Latest From Shams

Bucks’ vets hold film session

As the regular season winds down, the struggling Bucks are  looking for ways to snap out of their funk . On Saturday, according to sources briefed on the meeting, Bucks coach Doc Rivers held a film session with the team’s top nine veteran rotation players, including superstars Giannis Antetokounmpo and Damian Lillard , where each was given a chance to speak his mind and explain his perspective on what he’s been seeing.

Even with the recent skid, the Bucks are second in the East and take on the Celtics in Milwaukee on Tuesday. Milwaukee can tie its regular-season series against Boston with a win.

Stock Report

Where is the NBA’s final week trending?

This will be our last NBA Stock Market of the season! Every Monday (occasionally a Tuesday), we’ve checked on trends across the NBA. Let’s give the league one more browse ahead of the regular season’s final week!

Dawn of a Dynasty

Staley, South Carolina too much for Clark

There are only so many Goliaths an underdog can defeat. So, asking Caitlin Clark and the Iowa Hawkeyes to bring down the defending champion LSU Tigers before eliminating the UConn Huskies and undefeated South Carolina Gamecocks always seemed unreasonable.  Clark tried . She had 30 points, eight rebounds and five assists in her final game of a beyond-historic college career, but she faded at the end of the game as the Hawkeyes struggled to overcome what has become  the  powerhouse in women’s hoops.

What Dawn Staley has put together at South Carolina is just the beginning  of college hoops’ next dominant era, which now includes Staley’s third national championship since joining the Gamecocks in 2008. The other titles came in 2022 and 2017. After losing her starting lineup from a season ago, Staley’s squad just went 38-0 and won the title. She has created a pro hoopers factory that is starting to resemble what Geno Auriemma created at Connecticut and Pat Summit built at Tennessee. South Carolina has gone 109-3 over the last three seasons. That’s absurd dominance.  The Gamecocks don’t even have  10 total losses  since 2019.

As we saw in the latest national title win, this marks only the beginning. Freshmen MiLaysia Fulwiley and Tessa Johnson stepped up off the bench to provide the boost, a warning shot of things to come next year when they defend their title. And, through it all, Staley continued to be the example of professionalism and inspiration as a coach. While so many college coaches try to make things about them when they win but critique their players when they lose, Staley showed ample appreciation and grace for others in her postgame comments. Her tears showed pride as she needed moments to simply speak right after the win.  Staley eventually thanked Clark  for lifting up the sport and prognosticating she’ll do the same for the WNBA .

The three-time champion has become the standard for college coaching and  has an ever-growing legacy . Oh, by the way, South Carolina is favored to repeat next season. Good luck, everybody.

Would also run through a brick wall for @dawnstaley 🫶 pic.twitter.com/0Du3tFuiyl — South Carolina Women's Basketball (@GamecockWBB) April 8, 2024

Goodnight, sleep tight FAMS…IF you can sleep 😉 pic.twitter.com/LUJYHQuH82 — South Carolina Women’s Basketball (@GamecockWBB) April 8, 2024

WOKE UP NATIONAL CHAMPIONS pic.twitter.com/mX8WSt93jK — South Carolina Women’s Basketball (@GamecockWBB) April 8, 2024

38 wins later #Gamecocks pic.twitter.com/88vyLg7ATO — USC Students (@UofSCstudents) April 8, 2024

Bounce Passes

Lu Dort is  a monster on defense .

John Hollinger wants  an overhaul to the Hall of Fame selection process .

Tyler Batiste wrote about WrestleMania and Jason Kelce’s participation .

Screen Game (All times Eastern)

• Main Screen:  Purdue-UConn (9:20 p.m. TBS). The NBA always clears out for the men’s national championship game, so we get to see if Zach Edey or Donovan Clingan can be the bigger man and lead their team to a title.  Full schedule here .

(Top photo: Matthew Stockman / Getty Images )

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Purdue is one win from redemption after beating N.C. State in Final Four

GLENDALE, Ariz. — The road to redemption for the Purdue men’s basketball team will make a final stop in the NCAA tournament title game. The top-seeded Boilermakers left little doubt about that while dispatching No. 11 seed North Carolina State, 63-50, on Saturday in the Final Four at State Farm Stadium.

Center Zach Edey again led the charge with 20 points, 12 rebounds, four assists and two blocks to send the Boilermakers (34-4) to their second appearance in the national championship game and their first since 1969. They will face fellow No. 1 seed Connecticut on Monday night.

“It was one of those grinder-type games where we made a few more shots, a few more threes,” Purdue Coach Matt Painter said after the Boilermakers went 10 for 25 (40 percent) from behind the arc. “Obviously wanted to keep establishing Zach inside, kind of playing off of that in terms of they were doing some different things with him and just making the right decision, then being able to attack at that point or take the threes that we were given. We made enough of those.”

Ahead by seven points late in the second half, Purdue used a 9-1 burst to separate for good and claim its 11th win in 12 games while ending an improbable postseason for the Wolfpack (26-15). N.C. State had matched the lowest seed to reach a Final Four but had its nine-game winning streak end amid 36.8 percent shooting, including 5 for 19 (26.3 percent) on three-pointers.

DJ Horne scored 20 points for North Carolina State, the ACC tournament champion that trailed for all but 31 seconds Saturday. Edey, at 7-foot-4, played a major role in limiting Wolfpack forward DJ Burns Jr. , typically a difficult matchup because of his elegant footwork and passing, to eight points on 4-for-10 shooting.

Sensing a run might be at hand, Boilermakers fans rose early in the second half and were rewarded with consecutive three-pointers from Mason Gillis and Lance Jones (14 points, 4 for 9 on three-pointers) to stretch the lead to 45-33 with 12:40 to play.

The climb was even more demanding for North Carolina State without ailing Michael O’Connell. The starting point guard had his left thigh wrapped and spent the first few minutes of the second half pedaling on a stationary bike. The athletic training staff also worked with O’Connell to the side, directing him to jog. He eventually went back to the bench but did not reenter, with seldom-used junior Breon Pass playing in his stead.

“When Michael’s injury occurred, it definitely changed us,” Wolfpack Coach Kevin Keatts said of the graduate transfer from Stanford. “It [meant] under the circumstances going to Horne handling the ball a little bit more than we wanted to. I thought Breon came in and did a good job for us. That being said, we’ve been playing seven or eight guys. One of your key guys go down, it changes a lot.”

Several opportunities to pull away in the first half eluded Purdue, which led 35-29 at halftime but had moved ahead by 12 points, at 28-16, with 6:29 to go. The Wolfpack, playing an extended portion of the half without Burns, who was sitting with two fouls, leaned on Horne, and its leading scorer in the regular season delivered.

His pull-up jumper got North Carolina State as close as 32-29 until Fletcher Loyer’s three-pointer with nine seconds to play capped the scoring in the first half. The sophomore guard finished with 11 points, going 3 for 5 on three-pointers.

The Final Four always had been the intended landing spot this season for Purdue, which became the second top seed to lose to a No. 16 seed when Fairleigh Dickinson shocked the Boilermakers , 63-58, in the round of 64 last year. The stunning result came five years after No. 1 seed Virginia fell to No. 16 Maryland Baltimore County , 74-54. The Cavaliers won the national title the following year , charting a path the Boilermakers are one win from following.

With Edey named national player of the year for a second straight season, Purdue tore through the first two weekends of the NCAA tournament, winning by an average of more than 21 points. It was the third-most-lopsided margin of victory through the first four games in any NCAA tournament.

“It’s everything we’ve worked for, everything we thought about,” Loyer said of reaching the final. “A lot of late nights, can’t even sleep because you’re thinking about it. It’s been tough, but we fought. We’re going to keep fighting. We’ve got 40 more minutes until we’re national champs.”

The Wolfpack traversed a far more unlikely path to the fourth Final Four in program history and the first since 1983, when it won the national championship under Jim Valvano. This season, it would not have earned a berth in the NCAA tournament had it not won five games in as many days at the ACC tournament in Washington.

Outnumbered but undeterred, North Carolina State fans made the most noise at the start Saturday, chanting, “Wolfpack! Wolfpack! Wolfpack!” shortly before tip-off, but the Boilermakers gave their supporters much more to celebrate early in the first half behind Edey, who operated freely without facing a double team.

Keatts elected to guard Edey with a lone defender, and most often Burns drew the assignment. But even at 275 pounds, Burns was unable to provide much resistance on the low block, where Edey converted short jumpers or passed out to open teammates when the Wolfpack sagged on defense.

Purdue opened its first double-digit lead in such a sequence when Wolfpack guard Casey Morsell missed the rim on a three-point attempt before Edey collected the ball in the lane and delivered a pass to Jones behind the arc. The fifth-year guard swished the attempt to put the Boilermakers ahead 21-11 midway through the first half.

“I don’t know that I could be more proud of a group of men that I’ve ever coached in my life,” Keatts said. “Adversity — you name it. Situations — you name it. Hard times — you name it. They found a way to win the ACC. They found a way to make it to the Final Four. We’re going to leave out of here because Purdue won the game, but we’ll walk out of here with our heads up as champions because of what we’ve been able to provide.”

March Madness

The NCAA men’s and women’s basketball tournaments are underway. Get caught up with the men’s bracket and women’s bracket .

The latest: The men’s Final Four is set, with No. 1 seeds Connecticut and Purdue taking on No. 4 seed Alabama and No. 11 seed North Carolina State, respectively, on Saturday night. N.C. State finished the regular season 17-14 and has since made a magical run to earn its spot, while U-Conn. looks every bit the powerhouse it was expected to be. In the women’s tournament, South Carolina knocked off N.C. State to reach Sunday’s title game, while Caitlin Clark’s Iowa took down Connecticut.

Find all of The Post’s latest NCAA tournament updates in our March Madness hub .