![]() ![]() We call this remarkable combination of strengths “grit.” Even when easier paths beckon, their commitment is steadfast. Even if their work requires sacrifice, they remain in love with what they do. ![]() Even if they’re already at the top of their game, they’re always striving to improve. High achievers have extraordinary stamina. ![]() While the objectives of organizations in other sectors may differ, they can apply the principles the authors outline here to become gritty, too. ![]() They also work to cultivate grit by, for example, setting high expectations offering the resources, support, and trust people need to keep learning and growing and establishing strong social norms that promote their top-level goal. The gritty health care organizations the authors have seen (such as Mayo Clinic and Cleveland Clinic) all make “putting patients first” their overarching goal and use it to guide every decision. If everyone is pursuing a separate passion, a culture won’t be gritty. To be gritty, organizations must have a similar clarity about priorities, and their top-level goal and their employees’ must be aligned. Their single-minded determination stems from a clear personal-goal hierarchy, in which shorter-term objectives support a top-level goal that gives direction to everything they do. It begins with hiring people with grit-who love what they do, always want to get better, and are resilient in the face of setbacks. In this article Duckworth, the author of the best seller Grit, and Lee, a clinician and health care leader, describe health care’s new model of organizational grit. Great care requires gritty teams that never stop striving for improvement and institutions that exhibit grit across entire systems of providers. But today providing superior care is so complex that no lone practitioner can do it all. A perfect example is health care, where the grit of individual doctors and nurses has saved many lives. Finally, and most importantly, scholars well versed in the overall grit literature must share their knowledge across campus, especially with institutional strategic leaders and practitioners, to ensure that professionals interested in using grit as an intervention fully understand its capabilities and limitations.Grit, a combination of passion and perseverance, predicts success in many demanding fields. Furthermore, proponents of grit should consider the study of the subdimension of perseverance of effort, introducing grit to students as an intervention after college enrollment, and the study of alternative non-cognitive predictors with the potential to forecast retention and persistence. Moving forward, professionals interested in using the overall grit scale to capture predictive validity should carefully consider if the overall grit scale is the most precise tool available for study. One significant interaction was found between Pell recipiency and the perseverance subdimension of the grit scale in predicting persistence through graduation, which may imply that students at high risk of stopping or dropping out of college with higher perseverance grit scale scores may be more likely to persist towards earning a degree. These null findings were present for overall grit scale scores and grit subdimension scores (passion, perseverance). Therefore, grit should not be considered as a non-cognitive predictor for the admissions process. However, like others before it, this study does not indicate support for overall grit scores on student retention and persistence outcomes. Existing theory and evidence regarding the effects of grit on a range of antecedents suggest that students reporting higher grit levels should be more likely to be retained and to persist when meeting the challenges of earning a college degree. ![]()
0 Comments
Leave a Reply. |