Grit is a powerful idea in leadership, often celebrated as the force that drives people to push forward through challenges. Yet its growing popularity has created just as much confusion as clarity. The word is used to describe everything from extreme perseverance to sheer stubbornness, and leaders are often encouraged to “be gritty” without a true understanding of what that means in practice. In my own leadership journey at ReEmployAbility, I’ve seen how misinterpreting grit can lead to burnout, rigidity, or even poor decision-making.
In my Part 1 article, I explored the meaning of grit. But before we can develop and use grit effectively — in life or leadership — we also need to be clear about what it is not.
What Grit Is Not
As Angela Duckworth’s research reminds us, understanding grit also requires clarity about what it is not, so we can avoid the misconceptions that often lead leaders off course.
Grit is not:
- Ignoring data or clinging to a failing tactic.
- Grinding yourself or your team into burnout.
- A “hustle at all costs” badge of honor.
At ReEmployAbility, we’ve had to make many pivots over the years. At times, we’ve been criticized for the shifts and changes we’ve made (by our internal staff). But if something isn’t working, one of our greatest assets has been the ability to change and change quickly! We’ve never seen this as a weakness; we see it as a critical strength that sums up our entrepreneurial mindset. Grit, to us, means staying fiercely loyal to the higher purpose while remaining flexible with the lower-level strategies. That higher purpose puts our injured workers, clients and employees at the forefront of every decision.
Grit is adaptive persistence. You hold tight to the higher-level goal and stay flexible about the lower-level strategies. As Duckworth puts it: “Giving up on lower-level goals is not only forgivable—it’s sometimes absolutely necessary.” Detours are part of long journeys.
Common Misconceptions About Grit
You may have heard variations of these myths:
- “Grit means never quitting.“ Not quite. Grit means staying loyal to the long-term aim while cutting back on strategies that aren’t working. Quit the wrong approach; keep the right ambition.
- “If you’re gritty, you love every part of the work.” No one does. Gritty people enjoy enough of the work to stay in the game and accept the boring and hard parts as the price of mastery.
- “Grit is something you either have or don’t.” Grit grows. With experience, feedback, mentors, and meaningful goals, it grows. It’s influenced by who you are and what’s going on around you. But the good news is, it can change.
- “Grit is solo heroism.” Grit grows in the right environment: high standards and strong support from those around you.
These misconceptions can make grit seem rigid or exhausting, but in reality, it is a flexible, learnable way to pursue meaningful goals. When we release the myths, we can focus on what grit truly requires: staying committed to a higher purpose while adapting our strategies and learning from setbacks.
Refocusing on What Grit Truly Requires
When we strip away the myths and misconceptions, grit becomes far less about rigid endurance and far more about adaptive persistence. It lives in the commitment to a long-term purpose while staying flexible enough to change strategies, learn from feedback, and grow through setbacks. By releasing the pressure to “power through” and instead embracing a mindset of clarity, curiosity, and intention, we reclaim grit as a sustainable and empowering approach to leadership. The invitation now is to lead with purpose, remain open to change, and choose the next best step that keeps you aligned with what matters most.
