Today great care requires great collaboration-gritty teams of clinicians who all relentlessly push for improvement. But in modern medicine, providing superior care has become so complex that no lone practitioner, no matter how driven, can do it all. In health care, patients have long depended on the grit of individual doctors and nurses. Grit also, we believe, propels people to the highest ranks of leadership in many demanding fields. Grit predicts the likelihood of graduating from high school and college and performance in stressful jobs such as sales. Research done at West Point, for example, shows that it’s a better indicator of which cadets will make it through training than achievement test scores and athletic ability. Grit predicts who will accomplish challenging goals. 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. Angela Duckworth.Grit, a combination of passion and perseverance, predicts success in many demanding fields. At OCC, it will help you start a conversation about your evolving passion and perseverance and help you be more successful in college. Want to discuss your grit score? Talk to your Success Coach! You can find out who your Success Coach is by going to your school page at The Grit scale was originally developed by Dr.

Getting your grit score is an opportunity for self-reflection.

Even when progress toward that goal is slow. And grit is holding steadfast to that goal. Instead, grit is about having a goal you care about so much that it organizes and gives meaning to almost everything you do. Grit isn’t how intensely, for the moment, you want something. One way to think about grit is to consider what grit isn’t. Grit is passion and perseverance for long-term goals. OCC students are encouraged to take the short survey linked below to determine their “grit” score.