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Patrick J. Kiger has an article in Workforce Management titled: "Task Force Training Develops New Leaders, Solves Real Business Issues and Helps Cut Costs." Here's a piece of it.

"Experts say assigning up-and-coming talent to task forces is less expensive than sending them to outside leadership courses, and that leadership candidates can learn more by working on a company’s real-life business problems than they would from case studies or role-playing. To make task force assignments most effective as a development tool, companies should offer coaching and debriefing to ensure that the right lessons are reinforced."

What we have here, ladies and gentlemen, is the Apprenticeship Model of leadership development in action. Apprentice leaders develop primarily through what they learn on the job.

When companies are intentional about the Apprentice Model, they seek out two kinds of developmental experiences for leaders. Permanent assignments are one kind. Temporary development assignments are the other.

Kiger is right about the effectiveness. Developing leaders will learn most on the job. And he's right about the components that make that learning even more effective. Coaching and other feedback can help a leader get the very most he or she can from the experience.

There are several bonuses. The company gets the benefit of the task force's work. In this case the work is done by highly talented and motivated people.

The company gets to see a developing leader in action. That helps with future decisions about developmental assignments and promotions. At the same time, the developing leader gets to demonstrate what he or she can do.

And, the leader doesn't just develop skills. He or she develops relationships that will prove valuable in other assignments.

All in all, assignments to task forces can be a powerful learning and development experience for the leader and a help evaluation tool for the company. They can be an important part of an apprentice-style leadership development program.

Wally's Working Supervisor's Support Kit is a collection of information and tools to help working supervisors do a better job. It's based on what Wally's learned in over twenty years of supervisory skills training. Click here to check it out.

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Wally Bock has helped people learn to be great bosses for more than a quarter century. His latest book, Performance Talk: The One-on-One Part of Leadership, makes learning key leadership principles almost effortless by teaching through a story and providing lists of resources for further growth.

Click here to find out more about Wally's coaching services.

For weekly tips and resources pointers, check our Wally Bock's Three Star Leadership Letter.

Click here to find out more about having Wally speak to your company or convention.