Job assignments are one challenging experience that can effectively develop leaders. There are a variety of types of job assignments, including task force memberships, job transitions (making a lateral move or a job rotation), expanded current assignments, new jobs, creating change such as turn around or start up assignments, overcoming obstacles in a new position, moving to a role that involves a higher level of responsibility, or managing without authority as with matrix relationships.

Job assignments are one of the oldest and most useful forms of leadership development. Leaders are able to learn by doing and working on real problems. Up until the 1980s, most leadership development activities focused on formal training programs

(McCauley et al., 1998)

In order to effectively use job assignments as a leadership development method, it is important to ask several key questions (Byham et al., 2001):

• Will the assignment provide one or more challenges that the individual needs to master to function effectively at the executive job level?

• Will the assignment develop one or more key competencies needed by the individual?

• Will the assignment provide insights into specific personality traits that might derail the individual’s climb to an executive position or provide an opportunity to practice new behaviors that will keep the individual on track?

• Will the assignment provide experience in different organizational areas?

• Will the assignment provide a realistic preview of executive life?