Grit Discussion Questions

In Grit, how does the author view the popular advice to “follow your passion”?

Although Angela Duckworth agrees with the advice to “follow your passion,” she argues that doing so is more complex than it appears. A passion needs to be discovered, which can be a lengthy process of exploring interests. Interest then needs to be sustained. Most importantly, passion is not about “falling in love,” but rather it is about sustaining that love over time. This involves persevering through challenges and finding novel ways to freshen and deepen interest. A passion is not simply an interest, but an overarching aim that serves as a life compass. Having a passion means focusing on the overarching goal but also having a coordinated set of middle- and lower-level goals that serve as the means to making the passion reality.

According to the author of Grit, why is talent a poor predictor of success?

According to Duckworth, talent is a poor predictor of success because it is merely unmet potential unless it is combined with effort. Duckworth’s theory of achievement involves two equations:

Talent x effort = skill

Skill x effort = achievement

According to Duckworth’s theory, talent counts only half as much as effort. Effort is the critical factor because with it, “talent becomes skill and, at the very same time, effort makes skill productive.” Duckworth also cites research that shows that expert performance does not simply result from natural talent but from hours of focused practice designed to improve skills until they are automatic and can be synthesized into a whole.

In Grit, what advice does Duckworth offer parents who want to raise gritty kids?

According to Duckworth, parents and other caregivers can nurture grit in children by being supportive but also demanding. She calls this “wise parenting” that is neither permissive nor authoritarian, but she notes that wise parenting can look different in different families. She advises parents to model grit themselves while also encouraging it. One way to do this is with the Hard Thing Rule, in which all members of the family do one hard thing. They may quit but only at an appropriate time, and they are all allowed to choose the hard thing. Duckworth also encourages parents to involve children in extracurricular activities, first as a means of exploring interests but then to help children identify an interest to hone. Following through on an activity for at least two years is more beneficial than brief involvement in many activities, though it may take many activities before the child identifies a lasting interest they deem worth pursuing.

According to the author of Grit, what are some of the ways to “level the playing field” to help children develop grit?

Duckworth provides several examples of young people who might need more support in order to develop grit. She discusses high achievers whom she calls “fragile perfects” who know “how to succeed but not how to fail.” She encourages adults who work with children to encourage a “growth mindset” that recognizes “optimistic ways of explaining adversity.” In addition, she suggests that influential adults such as educators make sure that income levels and lack of opportunity don’t hold children back from participating in extracurricular activities, which correlate to predictors about education and employment. These activities have the potential to transform a child as they move from simply participating to contributing to the activity through their involvement.

In Grit, the author works with leaders in a variety of fields. What implications does Duckworth’s research have for those in leadership positions?

Leaders can help create the culture that promotes grit. A gritty culture helps to develop grit in its members in several ways. First, the shared goals and values of the group can help to shape a life passion that serves as a guiding compass for the individuals, as well as the group. In addition, the leader can help to promote the shared beliefs and values that identify members as “insiders.” Research suggests that identity—“I won’t quit because of who I am”—proves to be a more powerful motivator than a cost-benefit analysis when challenges arise.