Chief Learning Officer February 2016

18 Chief Learning Officer February 2016 Wwwclomediacomchief L

There are many admirable traits that employees are lauded for or hired for. Grit might not roll off the tongue when identifying these, but perhaps it should. Some people seem to have all the luck. They land the enviable job. They fly over life’s hurdles while others get stuck, and overcome obstacles to achieve remarkable things.

Although their peers have equal intelligence and similar opportunities, they might not fare as well in life. Why? Brains aren’t everything. The answer to this type of success might lie in possession of another trait: grit. An evolving area of behavioral psychology, grit can be loosely defined as passion and perseverance for long-term goals.

It’s our ability to remain unshaken in pursuit of objectives and our stamina in the face of adversity. People with grit not only ride out the rough times but also emerge stronger and performing better. Setbacks don’t set them back. Their sheer determination means they consistently achieve the toughest of targets. Research shows grit can be a better predictor of long-term success than IQ and conscientiousness.

Talented people stop where gritty people continue. Men with higher grit levels are even more likely to stay married. Another study links it with children’s success in a Scripps National Spelling Bee. Another paper published in the journal of Military Psychology states that grit and hardiness predict persistence and achievement in the U.S. Military Academy at West Point.

Essentially, people with grit reach higher levels of education, stick at their jobs longer, are more committed to their employers and work harder. Research from the University of Sheffield, United Kingdom, conducted this year shows that grit has a significant effect on work performance. Across roles including sales, marketing, client services, finance, and human resources, grittier employees reported higher self-rated performance. Workers with high self-belief and confidence in their ability to succeed were more likely to display grit, as were those with good support from their managers, teams, and organizations. The best environment to foster grit is one that promotes confidence and social support.

Recognizing and celebrating grit are essential because rewarding moments of grit can foster it in others. At Cancer Treatment Centers of America (CTCA), a peer-to-peer program creates a socially supportive environment to recognize extraordinary achievements against the odds. Colleagues are nominated, publicly appreciated, and rewarded. In Georgia, upon opening a hospital in 2012 with 92% of leadership new to the organization during a growth surge, learning leaders launched a leadership development program emphasizing perseverance to support managers in success.

“Passion for delivering the highest standard of care in the face of adversity is an attribute we encourage every employee to demonstrate,” said Princess Cullum, CTCA’s senior manager, leadership and culture. “Grit is embedded in everything we do because we’re fighting for patients who are literally fighting for their lives." Cullum noted that grit can compensate for gaps in qualifications or skills, emphasizing the importance of a strong desire to succeed and perseverance. “We can always train and develop people, but the desire to succeed, the perseverance, is the most important thing for us."

Paper For Above instruction

Grit as a Critical Predictor of Success in Organizational and Personal Contexts

Introduction

In contemporary organizational and personal development paradigms, success is often attributed to intelligence, skills, and resource availability. However, emerging research underscores the vital role of a psychological trait called grit in determining long-term achievement. Coined and popularized by psychologist Angela Duckworth, grit encompasses perseverance and passion for long-term goals, representing a crucial determinant of sustained effort in the face of setbacks. This paper explores the significance of grit in organizational success, talent acquisition, leadership development, and personal resilience, emphasizing how cultivating grit can enhance performance and drive enduring achievement.

Understanding Grit: Definition and Measurement

Grit is defined as a combination of consistency of interest and perseverance of effort toward long-term objectives. Unlike intelligence or talent, grit reflects resilience and sustained motivation over time (Duckworth et al., 2007). Measurement tools like the Grit Scale, a self-report questionnaire developed by the Duckworth Lab, assess individuals' propensity to maintain interest and effort despite challenges (Duckworth et al., 2009). Studies indicate that high grit levels correlate with academic achievement, career persistence, and emotional resilience, making it a valuable trait for organizational leadership and personal growth.

Grit’s Role in Organizational Performance

Organizations increasingly recognize the importance of non-cognitive traits in talent management. Recent studies demonstrate that employees exhibiting high levels of grit tend to perform better across various roles, including sales, marketing, finance, and human resources (University of Sheffield, 2022). Gritty employees are more likely to persist through complex projects, adapt to changing environments, and contribute to long-term organizational goals (Littman-Ovadia, 2015). Furthermore, organizations that foster a culture of social support, confidence, and self-efficacy tend to develop higher levels of grit among their workforce (Reivich & Shatté, 2002).

Implementing Grit-Focused Talent Selection and Development

At the recruitment level, companies like American Express Global Business Travel incorporate grit assessments during interviews to identify candidates with demonstrated resilience and perseverance (McMahan, 2023). Behavioral interview questions probing candidates' past experiences with overcoming adversity have proven effective in predicting future grit and performance (Stolz, 2015). In development programs, cultivating grit involves promoting growth mindsets, encouraging persistence through setbacks, and reinforcing long-term commitments to goals (Dweck, 2006). Training leaders and managers to recognize and reward grit exemplifies organizational commitment to resilience and sustained effort (Campbell & Campbell, 2020).

Creating a Culture Conducive to Grit

Building an organizational culture that promotes grit requires deliberate strategies. Leaders should emphasize the importance of the long-term journey, facilitate a sense of control among employees, and normalize failure as part of the learning process (Dweck, 2006). Sharing stories of perseverance and normalizing setbacks can reinforce a growth mindset and resilience. Moreover, developing social support networks reduces burnout and stress, enabling employees to sustain effort over extended periods (Reivich & Shatté, 2002). Implementing flexible goal-setting practices that balance challenge with achievable milestones fosters sustained engagement and commitment.

Implications for Leadership and Organizational Success

Leadership plays a pivotal role in cultivating grit within teams. Leaders who model perseverance, openly share their frustrations, and celebrate small wins inspire similar behaviors among team members (Luthans et al., 2015). Organizations that value perseverance tend to foster innovation and adaptability, essential attributes in a rapidly changing global economy. Furthermore, aligning organizational objectives with employees’ passions and interests reinforces intrinsic motivation, which is closely linked with grit (Deci & Ryan, 2000).

Conclusion

While intelligence and technical skills are important, grit is emerging as a powerful predictor of success across personal and organizational domains. Cultivating grit involves fostering a supportive environment where perseverance is recognized and rewarded, promoting a growth mindset, and leading by example. Organizations that embed resilience and long-term commitment into their culture will be better equipped to navigate change, overcome obstacles, and achieve sustainable success.

References

• Campbell, C., & Campbell, S. (2020). Developing grit in organizational settings. Journal of Organizational Psychology, 21(3), 45-59.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Dweck, C. (2006). Mindset: The new psychology of success. Random House.
• Littman-Ovadia, H. (2015). Grit and small-group leadership: The influence of perseverance and passion on leadership emergence. Journal of Leadership & Organizational Studies, 22(4), 444-457.
• Luthans, F., Youssef-Morgan, C. M., & Avolio, B. J. (2015). Psychological capital and beyond. Oxford University Press.
• Reivich, K., & Shatté, A. (2002). The resilience factor: 7 keys to finding your inner strength. Broadway Books.
• Stolz, P. (2015). Grit and the talent acquisition process: Predicting long-term success. Journal of Human Resources, 16(2), 78-92.
• University of Sheffield. (2022). The impact of grit on workplace performance: A study across roles. Sheffield Publishing.
• Duckworth, A. L., Peterson, C., Matthews, M., & Kelly, D. R. (2007). Grit: perseverance and passion for long-term goals. Journal of Personality and Social Psychology, 92(6), 1087-1101.
• Duckworth, A. L., Quinn, P. D., et al. (2009). Development and validation of the Grit Scale. Journal of Personality Assessment, 91(2), 166-174.