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 exposure to potential long-term mentors, organizational leaders, or other talented professionals who have unique skills or knowledge to share?
• Will the assignment give senior executives a chance to observe the individual?
• Does the assignment fit the individual’s personal and family needs?