Your Grit Determines Your Expertise

Cathie Leimbach • November 1, 2022

In her book, GRIT, Angela Duckworth shares how all of us can develop our grit to become an expert in our chosen field. The process itself is simple, although it is not easy.

Grit is the ability to persist towards a goal even when we experience setbacks. Duckworth further defines grit as ‘having the passion and perseverance for long-term goals’. 

Passion is having a strong feeling or emotion. If we have a strong interest in something – great enthusiasm for the topic – we want to give it time and energy.  We work well into the night. We might prefer to spend Friday night learning more about our favorite topic than going to a movie with friends. We share our excitement at a family picnic or during Thanksgiving dinner. Our passion is evident!

Persistence is doing something despite difficulty or delay in achieving success.  When our future goal truly matters to us, we are driven by the prospect of long-term success rather than focusing on short-term rewards or fun. We have the discipline to work towards the goal day after day, week after week. Being persistent includes acknowledging progress along the way rather than being discouraged by the investment required along the way.

Becoming an expert takes 10,000 hours of quality practice or experience, often over 5 to 10 years. It is important to make step-by-step progress along the way. We can’t become an expert in everything at once. The way highly successful people become experts, is by developing their expertise bit by bit. They follow the ‘expert practice’ model. This involves practicing one part of the skill set, practicing it with full concentration, getting timely feedback, and modifying your approach in response to the feedback. 

Living with grit to become an expert, requires that we are passionate about the long-term goal, we are persistent about moving forward despite setbacks, and we are intentional about practicing expert behavior bit by bit.

What goal are you so passionate about that you are willing to persist with years of expert practice to attain?

The Power of Core Values: Why They Matter for Companies and Employees

By Cathie Leimbach • May 6, 2025
Having strong core values is like giving your company a compass. These values guide decisions, shape culture, and help everyone work toward the same goals. When employees connect with these values, both they and the company benefit in many ways. First, core values create a sense of unity. When everyone follows the same principles, teamwork becomes easier. People understand what matters and why certain choices are made. This shared understanding builds trust among coworkers. Core values also make decision-making simpler. When facing tough choices, employees can ask, "Does this align with our values?" This creates consistency across the organization and helps avoid confusion. For employees, connecting with company values brings greater job satisfaction. Working for an organization whose principles match your own feels meaningful. You're not just earning a paycheck—you're contributing to something you believe in. If your organization doesn’t have core values, or you have values on paper that are no longer relevant, click here for a tool to help you identify values that express your business principles. Companies with clear values tend to attract people who naturally fit their culture. This leads to stronger teams, less turnover, and better performance. When new hires already share your values, they adapt more quickly and stay longer. Finally, strong core values build customer trust. When a company consistently lives its values, people notice. This authenticity creates loyalty that advertising alone cannot buy.

Leadership Development: The Hidden Superpower for Your Business

By Cathie Leimbach • April 29, 2025
Ever wonder why some companies consistently outperform their competitors? According to Ram Charan's "Leaders at All Levels," the secret often lies in their approach to leadership development. Think about it: when organizations invest in developing leaders at every level, they're not just checking a box for HR—they're directly fueling their economic engine. Charan says that leadership talent is actually the biggest constraint on business growth worldwide. Too many companies treat leadership development as a nice-to-have program rather than a strategic necessity. But those who get it right create a continuous chain reaction of leadership excellence throughout their organization, resulting in measurable business advantages. The most successful companies don't just develop executives at the top. They identify potential leaders early, move them through increasingly challenging assignments, and ensure they gain the necessary skills to drive performance at every level. In today's competitive landscape, your leadership pipeline isn't just about succession planning—it's about creating the sustainable competitive advantage that drives superior business results and economic performance right now.
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