It’s been widely reported that Donald Trump’s cabinet is set to be one-third women. The move is a reflection of more women in corporate leadership today than ever before. According to McKinsey’s most recent Women in the Workplace survey of North American workplaces, women now represent 29% of C-suite executives. While the leadership gap between men and women is improving, the same report warns that the pipeline of women in senior leadership is not robust.
To prepare women for leadership positions, organizations should be intentional about developing and showcasing their talents. One powerful way to do that is through “stretch assignments,” short-term, internal learning opportunities that offer employees new skills while helping a company solve a real business problem. These roles push individuals beyond their current skills and comfort zones, providing opportunities for growth and development.
A stretch assignment could mean leading a cross-functional team project, overseeing a high-stakes client account, developing a new product or service, implementing a new product, navigating a crisis situation, or mentoring junior-level staff.
One study of executives showed that 71% of senior leaders identified stretch assignments as the biggest career enabler in unleashing their potential. Other research by Korn Ferry named rotational or stretch assignments as the most valuable developmental experience—ahead of things like mentoring, classroom training, 360-degree assessments, and even exposure to more senior leaders. Stretch assignments are critical for elevating women to senior leadership roles.
Here are five ways that stretch assignments can contribute to women’s advancement.
1. Skill development: Stretch assignments push individuals beyond their current capabilities, enabling them to acquire new skills and experiences. According to a study by the Center for Creative Leadership, women who take on challenging assignments are more likely to develop leadership skills that prepare them for senior roles.
2. Visibility and recognition: Taking on stretch assignments increases visibility within the organization, allowing women to showcase their abilities to senior leadership. A report by McKinsey & Company found that women who actively seek challenging roles are perceived as more ambitious and capable, which can lead to greater recognition and promotion opportunities.
3. Networking opportunities: Stretch assignments often involve cross-departmental collaboration, providing women with opportunities to build networks with influential colleagues and leaders. A Harvard Business Review article highlights that networking is crucial for women in advancing their careers, and stretch assignments often facilitate these important connections.
4. Increased confidence: Successfully completing stretch assignments can significantly boost a woman’s confidence in her abilities, making her more likely to pursue senior leadership roles. Research from Catalyst indicates that confidence is a key factor in women’s willingness to seek promotions.
5. Mentorship and sponsorship: Engaging in stretch assignments often leads to mentorship and sponsorship opportunities, as leaders take notice of those who are willing to take risks and tackle challenges. According to Deloitte, women who have sponsors are significantly more likely to achieve leadership roles compared to those who do not.
REFERENCES
Center for Creative Leadership. (2017). Leadership Development for Women: A Guide for Organizations.
McKinsey & Company. (2021). Women in the Workplace 2021.
Harvard Business Review. (2019). The Benefits of Stretch Assignments for Women Leaders.
Catalyst. (2020). The Impact of Confidence on Women’s Leadership.
Deloitte. (2018). The Missing 33%: Women in Leadership.
Anasia Obioha, EdD, is an executive coach and founder of Empress Coaching & Consulting. She has more than 15 years of experience as a consultant and media trainer to C-suite leaders.
