What is behind grit? Developing stamina for your organization

Abstract

Purpose

This paper offers a practical conceptualization and understanding of grit, exploring what grit adds to the organizations and how to develop it at an individual and organizational level.

Design/methodology/approach

The article is based on Duckworth’s and colleagues’ research on grit and later developments, especially those related to the empirical check on the relationships between grit and individual accomplishment and company performance. It combines a literature review overview and conceptual developments with practical application.

Findings

Grit is a two-factor personality trait positively correlated to conscientiousness that promotes and predicts superior achievement and accomplishment. Developing a nurtured grit capacity requires promoting learning, coaching, executive intelligence, and positive interactions at work within a critical thinking environment.

Research limitations/implications

Following the conceptual model developed, further research is needed about the relationships between growth mindset, critical thinking, grit, grit and resilience, and how individual grit becomes organizational.

Practical implications

A superior accomplishment can be achieved by integrating and promoting grit employees within the company. Besides, grit is also a good predictor of happiness, rising above, hardiness, and other desirable attributes. Grit requires the development of a critical-thinking environment and executive intelligence workforce.

Social implications

Superior accomplishment through life helps to develop this goal in the workplace. The pandemic magnitude is partly due to a lack of critical thinking and grit.

Originality/value

This paper guides managers and professionals to implement a grit company strategy grounded on some reputation research without abstracted theoretical disquisitions.

Citation

Menéndez Blanco, J.M. (2021), "What is behind grit? Developing stamina for your organization", Development and Learning in Organizations, Vol. 35 No. 6, pp. 11-13. https://doi.org/10.1108/DLO-11-2020-0227