As you begin striving toward your professional goals and future careers, you may notice the term "grit" popping up in more and more motivational speeches, college applications, and job descriptions. Merriam-Webster defines "grit" as "a small hard sharp particle (as of sand)" or "firmness of mind or spirit : unyielding courage." It is this second definition which has given "grit" new life, becoming a watchword for businesses and colleges across the nation, emblazoned across highway billboards and university marquees.
In Jerry Useem's "Is Grit Overrated?Links to an external site.," the author explores this latest branding of self-determination by speaking with Angela Duckworth, University of Pennsylvania psychology professor and author of Grit. Read Useem's article, which both explores and critiques Duckworth's concept of "grit," and respond to the questions below.
One of Duckworth's most revelatory discoveries is how truly successful people deal with feelings like "frustration, disappointment, [and] boredom." What does Duckworth argue that people with "grit" do with these emotions that separates them from their less-successful counterparts?
While Duckworth continues to emphasize the importance of "grit" for achieving one's goals, how does the article's author prove to us that many businesses and clients actually do not prefer "grit"? Provide particular examples from the article to reinforce your points.
What does Jerry Useem argue are the drawbacks of making our challenges more visible? What does the author of the article state, though, is beneficial to being more open about our difficulties? Do you, personally, feel that being transparent about the struggles of success is good or bad? Why?
Useem also critiques Duckworth's focus on "directional consistency." What specifically does "directional consistency" mean, and why does the author believe that this might hinder someone's success? Can you think of another reason why "directional consistency" might be more damaging to success than helpful? Explain yourself fully, using specific examples and details.
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Duckworth argues that people with "grit" handle emotions like frustration, disappointment, and boredom differently from their less successful counterparts. She suggests that those with grit view these negative emotions as temporary setbacks and obstacles to overcome, rather than as reasons to give up or abandon their goals. They persevere through these emotions, using them as motivation to push themselves harder and maintain their focus on their long-term objectives.
The article's author provides examples to demonstrate that many businesses and clients actually do not prefer grit. For instance, he mentions how some corporations use personality tests that aim to identify individuals who possess grit, but end up unintentionally screening out applicants who may be highly capable but lack the specific qualities measured by the tests. Additionally, the author mentions a study that found that managers often value social skills and charisma over traits associated with grit when evaluating potential employees. These examples show that while grit may be promoted and praised in theory, it may not always be valued or prioritized in practice by businesses and employers.
Jerry Useem argues that making our challenges more visible can have drawbacks. He suggests that when people openly discuss their struggles, it can lead to a perception of them as less competent or incapable of handling responsibilities. This can, in turn, hinder their professional growth and opportunities. However, the author of the article states that being more open about our difficulties can create a sense of empathy and understanding among individuals, fostering a supportive environment. Personal opinions may vary on the benefits of transparency about the struggles of success. Some may argue that it humanizes individuals and promotes a culture of support and collaboration, while others may believe it opens the door for judgment and prejudice.
Useem critiques Duckworth's focus on "directional consistency," which refers to the idea that individuals should consistently move towards their long-term goals without deviation. The author argues that this focus on always staying on track can lead to a narrow perspective and may prevent individuals from considering alternative paths or exploring new opportunities. It may hinder adaptability and limit one's ability to respond to changing circumstances. Another reason why "directional consistency" might be more damaging to success is that it can lead to a blind pursuit of goals without considering one's overall well-being or the impact on others. This single-minded focus may contribute to burnout, strained relationships, and other negative consequences. Overall, being too narrowly focused on directional consistency can impede someone from developing a more holistic and flexible approach to achieving success.
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