“When the going gets tough, the tough get going”
-Joseph P. Kennedy
Are you curious about what your employees need to “get going” when the “going gets tough”? If you are, I suggest you read GRIT: The New Science of What it takes to Persevere, Flourish, Succeed. Also register for our Leaders Forum event in May to meet the book’s author Dr. Paul G. Stoltz. As our keynote speaker, Dr. Stoltz will discuss what makes individuals, groups, companies and society successful.
Spoiler alert — your employees need GRIT!
GRIT is described as the offense necessary to succeed in many different areas of life. Dr. Stoltz defines GRIT as: “Your capacity to dig deep, to do whatever it takes — especially struggle, sacrifice, even suffer — to achieve your most worthy goals.” He provides inspiring examples of people who have exhibited GRIT at times when most people would have given up — times when they had no money, no job and nowhere to turn. He details how we can and must use adversity in our lives to make us better, smarter and stronger, instead of considering adversity negative — as failure.
According to Dr. Stoltz, 98% of employers would hire based on a candidate’s GRIT over perfect qualifications, and would trade 7.3 “normal employees” for one employee with impressive GRIT.
It’s important to note that not all GRIT is good. There can be bad GRIT — when individuals possess a relentless drive to do bad things. There can also be dumb GRIT — when individuals refuse to reassess their processes or goals once a course of action has been determined, despite a complete lack of any progress or success.
This book provides sample GRIT profiles to help you identify your level of GRIT, meaning that you determine your level of growth, resilience, instinct, and tenacity. Understanding your GRIT profile will help you understand your contributions to successes and perceived failures in different areas of your life. For example, the book identifies one profile as “The Bloody Stump” — this is the person with high resilience and tenacity, but low growth and instinct.
GRIT — good or bad, smart or dumb, strong or weak — is present in all aspects of our lives, including our academic, professional, and personal realities. GRIT can be learned and improved upon. Understanding your level of GRIT will allow you to make changes where necessary to maximize your efforts and your successes.
Hannah advises employers on leave policies, discrimination, harassment, accommodations, wage and hour obligations and any other issues that may arise in the workplace.
Hannah advises employers on leave policies, discrimination, harassment, accommodations, wage and hour obligations and any other issues that may arise in the workplace. In addition to providing practical solutions to employment law matters, Hannah has extensive private practice experience. Her focus included early intervention advice and solutions to employers, as well as representing them in the defense of administrative claims. She now works on a team dedicated to providing solutions for employment law and compliance matters for employers of all sizes. Hannah graduated from William Mitchell College of Law, after receiving a Bachelor of Arts degree from Winona State University.
At a recent employment conference, I asked 300 executives and human resources professionals to identify:
Rather than cite a work team, the majority of attendees identified sports teams or public service organizations from their youth as being the most effective team.
Managers and supervisors are often promoted because they are good at their fundamental job duties. Take a good accountant who has strong financial acumen and is promoted to manager or supervisor in the finance department for example. The abilities that made this accountant successful are no longer as relevant. New abilities are required, but organizations often don’t provide leadership training necessary to build the skill sets needed for them to be successful as team leader or coach.
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