When Persistence Pays (and When it Doesn’t)
Lessons from “Grit”, by Angela Duckworth
We’ve all faced times where progress seems painfully slow. Problems arise, projects stall, and results don’t come as quickly as we’d like. This is when motivation starts to waver – and while some people dig in and stay the course, others lose focus and stop showing up.
But why is that? What separates those who succeed from those who stumble?
This was the topic discussed in a recent READ TO LEAD session: what drives people to keep going, and how can we build that same staying power in ourselves and our teams.
THE DISCUSSION
It’s easy to find momentum at the start of a project, but as obstacles build and priorities compete for attention, that early energy can fade. People don’t just lose motivation, they lose clarity – and that’s key. Because while activity might continue, without direction, it becomes less purposeful and more of a drain.
We explored how this happens not just to individuals but across organisations. Often, quick wins are celebrated while consistency is assumed. The quiet stamina that keeps things moving doesn’t always get noticed. And, as one leader put it,
“We say we value perseverance, but we often promote brilliance.”
Persistence is an important quality, but it isn’t about simply working harder or staying later. Nor is it forging on stubbornly, regardless of outcome. What counts is focus – knowing where effort adds value (and therefore perseverance matters) and when it’s time to pivot. This is ‘grit.’
THE INSIGHTS
Duckworth’s research shows that determination alone isn’t enough. Neither is talent. Grit is what’s needed, which she defines as the combination of passion and perseverance applied consistently over years.
Her formula is simple:
Talent × Effort = Skill. Skill × Effort = Achievement.
In other words, effort counts twice. Talent might open the door, but effort keeps you walking through it.
What sets gritty people apart isn’t that they never struggle, it’s that they keep showing up, refining their approach and staying focused even when progress feels invisible. Importantly, their persistence is anchored to a passion or purpose, a sustained interest that’s developed and deepened over time.
And just as individuals can be gritty, so can organisations. When teams reward learning as much as results, when failure is normalised, and when people stay connected to a clear sense of purpose, grit becomes a cultural trait, not just a personal one.
Duckworth’s research highlights four forces that build grit:
- Interest keeps people engaged long enough to improve.
- Deliberate practice turns repetition into refinement.
- Purpose sustains stamina when enjoyment dips.
- Hope restores confidence and action after setbacks.
THE ACTION
Grit isn’t something that’s fixed, it grows under the right conditions. Here’s how to cultivate it in yourself and your team:
1. Reconnect to purpose
It’s hard to stay gritty when the ‘why’ feels abstract or distant. People need to see the impact of their work, and understanding individual motivations and the generational differences behind them helps make that connection. Don’t assume, ask: Why does this matter — to our client, our business, or our community?
2. Practice with intention
Progress comes from refining, not just repeating. As an individual, choose one skill or process to improve and practice it, making a change each time. As a team, do the same before presentations. Create short post-project reflections to discuss learnings and improvements for next time.
3. Make perseverance visible
What we recognise, we reinforce, so acknowledge progress and effort, not just standout wins. Share quick ‘grit shout-outs’ in meetings or internal channels – examples of learning, recovery or steady progress that might otherwise go unseen – and get a ‘grit buddy’ for your own accountability.
4. Challenge the comfort zone
Deliberate discomfort builds capability. Encourage your team to take on one task that feels slightly beyond reach, and model that behaviour yourself. Protect two distraction-free blocks a week to work on a long-term goal.
5. Reframe setbacks
When things go wrong, resist the instinct to retreat. Identify what’s within your control, and move forward within 48 hours. As a team, replace blame with curiosity. Discuss setbacks, normalise them and treat them as opportunities to learn.
6. Grit, not grind
True perseverance thrives where people feel safe to speak up, share mistakes and ask for help. Grit without reflection and psychological safety risks turning into silence or burnout.
Grit is often mistaken for sheer toughness — pushing harder, working longer, refusing to quit. But as Angela Duckworth reminds us;
“Real grit isn’t about grinding through everything. It’s about committing to what matters most, and having the discipline to stay the course when progress feels slow.”
THE IMPACT
After our session, one leader committed to build a stronger learning culture within their team.
To make reflection part of the job, they introduced non-negotiable project washups – short, open conversations to ask one question:
“What would we do differently next time?”
It sounds simple – and it is. But too often we know this matters and still don’t make time for it. The power lies in actually doing what we know.
People were encouraged to speak honestly and to share what hadn’t worked, not to blame, but to get better.
They saw that learning wasn’t something to squeeze in if there was time, it was part of how work got done effectively and efficiently. And that grit’s about more than simply keeping going, it’s about reflection, purpose and learning as you go.
KEY TAKEAWAYS
- Talent counts, but effort counts twice
- Grit isn’t about grinding harder, but staying focused
- Purpose gives effort direction, and learning keeps it alive
- Reward reflection, not just results
- Practice, rather than repetition, builds progress
