Grit is often described as a powerful driver of long-term success, yet the real question for most leaders is how to cultivate it in practical, sustainable ways. In the earlier articles of this series, I explored what grit truly means and clarified what it is not, helping distinguish genuine perseverance from unproductive burnout or rigid persistence. This final piece shifts the focus from definition to application.
The Four Pillars Leaders Can Build On
Drawing on Angela Duckworth’s research and the lessons we’ve learned at ReEmployAbility, this article outlines the four pillars that allow grit to grow within individuals and teams. These pillars offer leaders a clear path forward, whether they’re strengthening their own resilience or creating an environment where others can thrive.
1. Interest: Discovery → Development → Deepening
Grit starts with interest — not instant passion. Discovery begins with trying new things, following curiosity, and working in pencil. Development happens as you receive feedback, experience small wins, and gain encouragement. Over time, interest deepens as knowledge and confidence grow.
At ReEmployAbility, learning is part of who we are. We celebrate progress and never rush someone who is just starting out.
2. Practice: Deliberate, Focused, and Purposeful
Real growth doesn’t come from autopilot repetition. At ReEmployAbility, we believe real growth happens in the “sweet spot”—that zone of structured discomfort where you’re stretching just beyond your comfort level. This is something I learned by reading The Little Book of Talent, by Daniel Coyle.
Deliberate practice means setting a clear goal, staying fully focused, getting quick feedback, and repeating with reflection and refinement—and that’s exactly how you know it’s working.
3. Purpose (Beyond Self): Connecting Work to Something Larger
Purpose connects your work to the well-being of others. It transforms effort into service and helps keep you motivated even through setbacks.
To make that connection, at ReEmployAbility, we spotlight clients, injured workers, employees, and partners who benefit from our program. By highlighting real stories and real impact, we emphasize that our goals will be reached based on the impact we’re making in the community.
4. Hope: Growth Mindset + Optimism in Action
Hope is not wishful thinking; it’s the expectation that effort today can improve tomorrow. Growth-minded teams interpret setbacks as information, not identity.
At ReEmployAbility, we don’t think in terms of failures; we think in terms of what’s working and what’s not. Our annual Start, Stop and Continue exercise, which is part of our strategic planning, is re-evaluated each quarter so we do not lose sight of continuous improvement.
Together, these four pillars show that grit grows through steady, intentional development rather than dramatic effort. When leaders help their teams stay curious, practice with purpose, connect to meaningful work, and keep a growth-minded sense of hope, they create an environment where grit can thrive. With the right support and expectations, progress becomes both sustainable and shared.
Why Grit Matters in Leadership
Grit shows up in what we do, not what we plan.
Over the years, I’ve learned that strategy is the easy part — it’s sticking with it that truly tests you. I still remember the early days of ReEmployAbility when we were introducing the Transition2Work program. It wasn’t polished yet, and many people didn’t immediately understand exactly how it would work. Heck, we probably weren’t sure either! But we kept (and keep) refining, calling, listening, and adjusting. That persistence—the choice to show up again the next morning—is what moved the idea from an experiment to a national program. Grit made the strategy real.
Consistency builds capability.
Some of the strongest leaders on our team didn’t start out with the loudest voices or the most polished skills. They were the ones who kept showing up. I think of team members who began in entry-level roles, learning one process at a time, improving week by week. Over the years, they became experts people rely on. Their growth has had a compounding effect: as their skills grew, so did the quality and confidence of the teams around them. That’s grit turning into capability.
Grit is contagious.
Culture forms around what people see. One example that always sticks with me is the period when our organization was growing rapidly and processes were strained. Stress was high. Yet in the middle of all that pressure, I watched individuals on the team stay calm, step into challenges, and look for solutions instead of assigning blame. Their steadiness changed the tone of entire meetings.
When someone demonstrates grit, not the loud, heroic kind, but the humble “let’s figure this out” kind it gives everyone else permission to rise to the moment too.
And perhaps most importantly: people want their effort to matter.
One of the most energizing parts of leadership for me has been watching employees connect the dots between their role and the real people we help. I’ve seen team members light up when they hear stories of injured workers who regain purpose and confidence through their assignments.
When people see that their day-to-day work truly changes lives, grit stops feeling like endurance and starts feeling like commitment. Engagement and purpose rise together.
My Commitment
Grit grows through steady, intentional development—not dramatic effort. When leaders encourage curiosity, deliberate practice, meaningful purpose, and a hopeful mindset, they create the conditions where grit can thrive. With the right support, progress becomes both sustainable and shared.
Grit has shaped how I now define leadership success. It’s not the flash of a launch or the applause of a big win. It’s the quiet, repeated choice to keep learning, to keep serving, and to keep moving forward with my team toward outcomes that genuinely matter.
I’m excited to share more about GRIT throughout the year. How it’s shaped me personally and how it will continue to influence our culture, our people, and the way we lead at ReEmployAbility.
