Success Advice
6 Incredible Takeaways From The Book “Grit”

Grit is a skill that can help us to do anything we dream of. It’s the fine art of being able to find a solution to any problem and show real courage when attempting to fulfill a goal. The book “Grit” by Angela Duckworth dares to explain the science behind why perseverance, courage, and passion are far more important than talent.
The book will change the way you think and make you take action in a different way. You’ll stop thinking about luck, or natural talent, and instead focus on the one fact of life: you control everything, and only you can impact your success.
Here are 6 incredible takeaways we can learn from the book Grit:
1. Grit is a better measurement for success that talent
Talent has long been thought of as crucial to our success. In the book Grit, it’s finally revealed to us through scientific study after scientific study that grit is far more important than talent.
You can have all the skills in the world, but if you don’t know how to apply them and survive the long haul, you’ll most likely never succeed. Talent gives us potential but whether we use it is another thing.
“Some people get twenty years of experience, while others get one year of experience twenty years in a row” – Angela Duckworth
2. High performance comes from mundane acts
It’s easy to think that success comes from one or two, random, or planned events. The book Grit teaches us that those who can sustain the small mundane acts required to complete a goal are the ones who become high performers.
We’re programmed by society to embrace the idea that natural talent leads to our own greatness. This myth is promoted because it lets us all off the hook and allows us not to have to work too hard. The reality couldn’t be further from the truth.
By adding up thousands of mundane acts repeated over and over, we have the fuel we need to accomplish our goal. The experience is created, and the state of flow can be reached far easier. Don’t disregard all the little acts you do every day because they’re more important than you think and they add up over time. These little acts we’ll make you extraordinary.
“If we get on the treadmill together, there’s two things: You’re getting off first, or I’m going to die. It’s really that simple, right?” – Will Smith
3. Grit is about stamina not intensity
We can all be good at a task for a day. We can all give it all we’ve got for twenty-four hours and work harder than we ever have before. But, if we’re only going to work hard at this task for a day and then not keep repeating the process regularly, then we will never reach our goal.
Imagine if you worked your butt off at the gym once a month, and lifted heavier weights than anybody else. Would that allow you to look like Arnold Schwarzenegger did back in the eighties? Of course not.
“Learn to keep going even when things are difficult, even when we have our doubts. At various points, in big ways and small, we get knocked down. If we stay down, grit loses. If we get up, grit prevails.” – Angela Duckworth
I’d rather you started doing two minutes a day of exercise, every single day, than just doing one big workout once a month. It’s the habit that builds strength, courage, and makes you grittier in the long run.
What you see on TV and social media of your idols is the outcome of success. What you never get to see is the process and stamina required to achieve that level of success. We’ve all heard of entrepreneurs that are about to crush it with their new business.
What is missed is that an enormous amount of intensity focused in year one of a startup is not enough. It’s whether the same amount of effort is still being applied in year two, three, four, and five that really matters. It’s whether there is grit.
4. Decide what not to do
We all want to know how to be successful. Success is about minimalism in the sense that it’s what we choose not to do that is often more important than what we do. We have limited time and resources, so the way we funnel them both into certain activities will determine our long-term outcome.
5. Purpose is the idea that what we do matters
On the outside, the idea of purpose can sound very intrinsic and somewhat selfish in its pursuit and overall attainment. The book Grit teaches us that purpose is about knowing that what we do matters to others outside of ourself.
It’s the effect that we have on other people that often fuels our purpose further. Through the study of people that have grit, what we know is that they’re all able to find purpose beyond themselves.
If your purpose is all about you and how it makes you feel, you’re unlikely to be still following the same dream in the future. Chopping and changing your goals too much without the art of grit is a dangerous road towards failure.
6. The way you deal with failure determines your success
Each of us will experience massive failure that is guaranteed. The way we all deal with failure is the constant variable in every person’s life. As long as you never stop finding ways to make your situation better, you will succeed.
It’s the people who try a few different ways and then stop the practice of searching that fail. Dealing with failure is about taking ownership of your problem and making yourself responsible for solving them. At the same time, you can always ask others for a helping hand as long as you are taking the lead.
Failure will never destroy you and even when you finally find some success, it never ends. Life is about constant improvement and striving for the top of the mountain. Even when you reach the top, there is always a bigger mountain to try next time around. The only constant between success and failure is courage. As long as you have the courage, you’ll keep getting back on the horse and trying again.
What do you think about Grit? Let me know on my website timdenning.net or my Facebook.
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
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The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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