Grit predicts who will accomplish challenging goals. Research done at West Point shows that grit (courage and resolve; strength of character) is a better indicator of which cadets will make it through training than achievement test scores and athletic ability.

Grit predicts the likelihood of performance in stressful jobs and propels people to the highest ranks of leadership. People with grit usually have a remarkable combination of strengths and are always striving to improve, even if they’re already at the top of their game, and even if their work requires sacrifice, they remain in love with what they do.

High-performance gritty teams collectively also have the same traits that gritty individuals do: a desire to work hard, learn, and improve; resilience in the face of setbacks; and a strong sense of priorities and purpose.

To attract employees, build teams, and develop an organizational culture that all have grit, leaders should personify passion and perseverance; providing a role model for every other person in the organization. And in their interactions, they must be both demanding (not settling and keeping standards high) while being supportive.


Inspired by: Harvard Business Review - Organizational Grit, by Thomas H. Lee, MD and Angela L. Duckworth