Grit and Resilience (The trait for VUCA Times)

Grit and resilience are essential for leaders in VUCA environments, balancing purpose and empathy to foster team success without burnout.

Grit and resilience are the keys to thriving in VUCA (Volatile, Uncertain, Complex, Ambiguous) environments. Here's why they matter and how leaders can develop them:

Grit combines passion and perseverance for long-term goals, helping leaders stay focused despite challenges.
Resilience is about adapting and thriving during change, not just enduring it.
Balance is crucial: Grit without rest leads to burnout, while resilience without purpose lacks direction.
Purpose drives grit: Leaders succeed when their goals align with meaningful missions.
Empathy strengthens teams: Compassion and emotional intelligence foster trust and collaboration.

Quick Takeaways:

Sustainable grit requires self-awareness, rest, and recovery.
Resilient organisations benefit from scenario planning and learning from setbacks.
Empathy + determination creates stronger, more connected teams.
Energy renewal (mindfulness, boundaries, support networks) is non-negotiable for effective leadership.
Knowing when to pivot or let go is as important as persistence.

In a world of constant change, leaders must balance persistence with adaptability, purpose with empathy, and grit with grace. This approach empowers teams to succeed without burning out.

What Grit Really Means for Leaders

The True Definition of Grit

In a world that often feels unpredictable and fast-changing, grit emerges as a crucial trait for enduring leadership. At its core, grit is the blend of passion and perseverance aimed at long-term goals. This combination of sustained effort and unshakable focus is what sets effective leaders apart from those who may shine brightly but fade quickly.

"Grit is living life like it's a marathon, not a sprint." - Angela Duckworth

What’s encouraging is that grit isn’t an inborn trait - it’s something we can cultivate. Through consistent effort, learning from failures, and seeking feedback, grit can grow. In fact, only 18% of leaders are estimated to excel in volatile, uncertain, complex, and ambiguous (VUCA) environments. Those who succeed often share a common thread: they maintain focus and consistency over time.

"To be gritty is to keep putting one foot in front of the other. To be gritty is to hold fast to an interesting and purposeful goal. To be gritty is to invest, day after week after year, in challenging practice. To be gritty is to fall down seven times and rise eight." - Angela Duckworth

Grit vs Burnout: Spotting the Difference

One of the biggest misconceptions about grit is equating relentless effort with resilience. Leaders who push themselves too hard, without prioritising recovery, can fall into the trap of burnout. When grit is pursued without balance, it can shift from being a strength to a liability. Alarmingly, 78% of employees report experiencing burnout occasionally, and 34% feel it "very often" or "always".

True grit, however, is sustainable. It requires self-awareness and deliberate rest. Effective leaders understand that recovery isn’t a luxury - it’s a necessity that must be intentionally planned.

Burnout stems from a chronic mismatch between demands and resources in the workplace. Leaders who push themselves or their teams beyond reasonable limits risk creating a toxic environment. This imbalance not only hinders long-term success but also leads to exhaustion and disengagement. For instance, employees exposed to toxic behaviour at work are eight times more likely to experience burnout symptoms. The tell-tale signs - chronic fatigue, cynicism, and a sense of futility - indicate when perseverance has crossed the line into unsustainability. No amount of individual effort can overcome a workplace that lacks support.

Savvy leaders learn to differentiate between beneficial stress and harmful strain. While some stress can motivate and challenge you, excessive strain can lead to breakdowns. By paying attention to their physical and emotional cues and allowing for lighter days, leaders can reset mentally and build the resilience needed to keep going. Purpose plays a pivotal role here, acting as a guide for gritty leaders to channel their energy effectively.

How Purpose Drives Lasting Grit

Purpose is the anchor that keeps grit steady over the long haul. Unlike bursts of effort that can lead to burnout, a clear purpose fuels sustained perseverance. Research shows that grit is linked to greater happiness and life satisfaction, but only when it’s tied to meaningful goals that go beyond self-interest.

"Enthusiasm is common. Endurance is rare." - Angela Duckworth

Leaders who align their goals with a broader mission tap into an internal drive that keeps them moving forward, even in challenging environments. In the ever-changing dynamics of VUCA settings, where external validation may be scarce and traditional success markers unreliable, purpose-driven grit becomes indispensable.

Leaders who cultivate vision, consistency, and passion foster resilience within their teams. Encouraging a growth mindset allows them to adapt and shift strategies when needed. Importantly, grit isn’t about clinging rigidly to a single path. Instead, it’s about staying true to core values and a long-term vision while being flexible in how those goals are achieved. This approach not only builds resilience but also strengthens empathy and the ability to pivot when circumstances demand it.

Angela Duckworth: What is the Difference Between Resilience and Grit?

Building Resilience in VUCA Environments

Operating in a VUCA (volatile, uncertain, complex, ambiguous) world demands resilience. It's not just about enduring challenges but adapting and thriving amidst them. Resilient leaders and organisations are better equipped to handle change, with resilient businesses reporting 40% lower turnover rates and higher levels of innovation. But resilience isn't about toughing it out at all costs; it's about flexibility, learning from setbacks, and staying focused when the ground shifts beneath you. These ideas lay the groundwork for practical strategies to build resilience.

Developing Mental and Emotional Strength

Emotional capacity goes beyond traditional emotional intelligence. It’s the deep reserve of strength leaders rely on during crises. Building this capacity requires intentional practice and reflection.

The stakes are high: organisations without emotionally capable leaders see 32% of employees planning to leave within a year. On the flip side, teams led by emotionally intelligent individuals are 37% more productive, with emotional intelligence accounting for 58% of performance across various roles.

Practices like mindfulness and cognitive restructuring can significantly help. These techniques reduce stress, sharpen focus, and encourage leaders to view challenges as opportunities to grow. Taking a moment to pause and reflect allows for intentional responses rather than knee-jerk reactions.

At the core of emotional resilience is self-regulation - managing emotions, thoughts, and behaviours. Leaders who excel at self-regulation are 70% more likely to handle team dynamics effectively and achieve positive outcomes.

Practical methods to strengthen emotional resilience include:

Reflective journaling: Encourages self-awareness and helps process experiences.
Visualisation: Prepares leaders mentally for tough situations.
Sensory grounding techniques: Reduces anxiety in high-pressure moments.
Building strong social connections: Offers support and fresh perspectives during challenges.

Planning for Multiple Scenarios

While personal resilience is key, organisations also need strategic tools to navigate uncertainty. Scenario planning is one such tool, helping leaders anticipate and prepare for various outcomes. By considering multiple possibilities, uncertainty becomes less daunting and decision-making more proactive.

The process begins by identifying key factors that influence the environment, such as economic trends, regulatory shifts, market dynamics, or technological advancements. From there, scenarios are developed to reflect different futures, allowing organisations to craft adaptive strategies for each case.

For instance, scenario planning can guide workforce adjustments under best-case, moderate, or downturn conditions. This preparation ensures decisions are made with foresight rather than in panic.

Importantly, scenario planning isn’t a one-time exercise. Regularly monitoring internal and external variables allows organisations to update scenarios and act swiftly when needed. This continuous approach enhances flexibility and sharpens decision-making.

Revenue and sales capacity planning are two practical applications of this method. By preparing for varying market conditions and demand forecasts, organisations can allocate resources effectively without scrambling when the unexpected happens. The aim isn’t to predict the future but to build the ability to adapt when it changes.

Case Study: NHS Leadership During Crisis

NHS

The NHS provides a powerful example of resilience in action. During the COVID-19 pandemic, NHS England (London) demonstrated remarkable adaptability under immense pressure. Their approach centred on continuous learning and improvement through After Action Reviews (AARs), creating a feedback loop that allowed lessons to be applied in real time.

Rather than waiting for the crisis to end, the NHS collected feedback from staff at all levels throughout the pandemic. This democratised learning process ensured that improvements were implemented swiftly. Lessons were categorised by directorate, with progress reported to the executive team every six months to maintain accountability.

The NHS embraced five principles of learning: sustained, systematic, supported, supportive, and shared. This wasn’t just about fixing mistakes but fostering a culture where insights could be quickly shared and acted upon. Collaboration, partnerships, and effective communication emerged as the top areas for improvement, shaping the NHS’s response to future challenges.

"Healthcare policies should support a systematic approach for identifying and implementing lessons identified. This study endorses quadruple loop learning, which goes beyond simply correcting operational errors to understanding how existing policies and procedures influence decision-making." - Robyn Muspratt-Palmer, Sarah Martindale, Amelia Soutar, Victoria Grimsell, and Chloe Sellwood

In contrast, the WannaCry cyber-attack in 2017 revealed significant gaps in NHS preparedness. One hospital trust had to shut down its systems entirely, cancelling over 3,000 appointments and operations, with the incident costing the NHS £92 million. This highlighted the need for better coordination and robust business continuity plans across shared services.

The pandemic response, however, showed how resilient leadership could transform a crisis into a chance for systemic improvement. By focusing on learning while managing immediate pressures, NHS leaders illustrated that resilience isn’t just about weathering storms - it’s about emerging stronger.

More recently, Medway NHS Foundation Trust demonstrated resilience through innovation. Between October 2023 and April 2024, they implemented a Care Coordination Centre using TeleTracking's Operations 10 Platform. This centralised approach to bed management and patient flow delivered a £1.2 million return on investment within six months. Notably, they maintained elective procedures during Winter 2023-24 and achieved 109% of their targets. Their success lay in combining technology with new workflows and dedicated teams, proving that resilient organisations adapt their systems as well as their strategies.

Maintaining Empathy While Building Grit

In environments defined by volatility, uncertainty, complexity, and ambiguity (VUCA), balancing compassion with determination is a cornerstone of effective leadership. True grit doesn’t mean shutting off emotions; it thrives on maintaining emotional connections. The most impactful leaders recognise that empathy and resolve are not at odds - they work together to build trust and deliver stronger results. When leaders achieve this balance, they empower their teams to tackle challenges head-on while feeling genuinely supported.

Research underscores this connection: leaders with high emotional intelligence (EQ) manage change 3.5 times more effectively, and 71% of employers now prioritise EQ over IQ. This blend of empathy and determination forms the foundation for practical, impactful leadership strategies.

Balancing Compassion and Determination

Leading with compassion strengthens trust, encourages collaboration, and reduces turnover. Compassion itself involves three core elements: being aware of someone’s circumstances, showing genuine concern, and taking meaningful action.

Self-compassion is the starting point. Studies reveal that leaders who practise self-compassion perform better, as it’s a stronger predictor of achieving goals than self-confidence alone. By acknowledging your own imperfections and humanity, you create room for both persistence and flexibility.

"Compassionate leaders are more effective leaders, because they're able to strengthen trust on their teams and increase organizational collaboration, while decreasing turnover rates, research shows." - Center for Creative Leadership

Pairing active listening with decisive action is a powerful way to lead compassionately. This means truly understanding your team’s concerns and perspectives, then addressing systemic issues through concrete steps rather than empty reassurances. As Karissa McKenna from the Center for Creative Leadership points out:
"We cannot show compassion to another person unless we have truly listened to that person."

Here’s how to demonstrate compassionate determination:

Create a culture of psychological safety where team members feel comfortable speaking up without fear of judgement.
Set achievable goals and clear expectations to keep everyone aligned.
Ask open-ended questions to uncover what your team needs to succeed, and then remove obstacles to help them thrive.

Even small acts of compassion can have a big impact. A Johns Hopkins study found that offering as little as 40 seconds of compassion can significantly reduce another person’s anxiety.

However, maintaining this balance of empathy and grit requires regular energy renewal.

Practical Ways to Renew Your Energy

Sustaining both grit and empathy isn’t just about willpower - it requires deliberate energy management. Without renewal, even the most resilient leaders risk burnout or losing their connection with their teams. The aim isn’t to eliminate stress but to develop habits that protect your emotional reserves over time.

Here are some practical strategies:

Lean into mindfulness practices to stay grounded and balanced. Techniques like parasympathetic breathing can provide immediate stress relief and help you navigate high-pressure situations.
Set clear boundaries between work and personal life to avoid emotional exhaustion. Prioritising time for family, exercise, or hobbies can help you recharge and stay focused.
Reflect daily to better understand your emotional triggers and behaviours. Instead of reacting impulsively, pause and ask yourself, “What’s going on with me right now?”.
Engage in physical renewal activities, such as taking breaks, exercising, or spending time outdoors. A University of Pennsylvania study even found that helping others can boost your sense of time "affluence", showing how mindful acts of compassion can energise you.
Build a strong support network to share burdens and gain perspective during tough times. Leadership doesn’t mean carrying everything alone.

The best leaders treat energy renewal as non-negotiable, scheduling it as diligently as any meeting. They understand that maintaining their emotional reserves is not selfish - it’s essential for leading their teams effectively and sustainably.

"EQ replaces knee-jerk reactions with purposeful, outcome-focused responses that serve both your people and your priorities." - lindsayvastola

Investing in both empathy and determination pays off. Research shows that employees led by emotionally intelligent leaders are up to 18% more productive and experience 81% less absenteeism. By committing to these practices, you not only safeguard your own wellbeing but also create an environment where your team can thrive. This balance equips leaders to face tough decisions with resilience and clarity.

When to Stop Pushing: The Art of Letting Go

Building on the idea of sustainable grit, it’s clear that knowing when to step back is just as important as pressing forward. True resilience isn’t about bulldozing through every challenge; it’s about recognising when persistence starts to do more harm than good. In today’s unpredictable and fast-changing environments, the ability to adjust course can be the difference between achieving success and hitting a wall. The best leaders understand that letting go, when done strategically, is not a weakness but a skill.

Recognising When Persistence Stops Paying Off

The first step in avoiding toxic persistence is honest self-assessment. Recent statistics reveal that over 53% of managers report feeling burned out, and 79% of employees have experienced burnout in their current roles.

Physical and emotional exhaustion often serve as early warning signs. Tony Jamous, CEO of Oyster, outlines what to watch for:

"Look for burnout signals such as: feeling perpetually drained; struggling to switch off or relax; a decline in enthusiasm for work; becoming more critical or short-tempered; and even experiencing physical symptoms like fatigue or frequent illness. Recognising these signs early allows you to address them before they impact your team and your own well-being. Remember, a leader who prioritises self-care is a leader who thrives."

Changes in attitude, such as increased negativity or irritability, are also red flags that stress is taking its toll. Keeping an eye on team engagement and creating a space where concerns can be openly discussed are essential to identifying these issues early on.

The challenge is widespread. Data from 2024 shows that 44% of employees felt burned out, 45% reported emotional exhaustion, and 51% described feeling "emotionally used up" by the end of the workday. When such feelings persist, it’s a clear signal that the current approach needs reassessment. Recognising these patterns not only safeguards your well-being but also positions you to make necessary adjustments effectively.

Pivoting Without Losing Trust

When burnout signals are undeniable, strong leaders know how to shift gears without undermining trust. Changing direction doesn’t weaken credibility - ignoring the need for change does. A well-handled pivot can actually reinforce trust by showing adaptability and a commitment to doing what’s best for the team and organisation.

Start by clearly identifying what isn’t working. Be transparent about the gap between the original plan and the current reality, and acknowledge both the evolving circumstances and the lessons learned. Ground your pivot in the core purpose, making it clear that while the strategy may change, the ultimate goal remains intact. As one study highlights:

"Pivots are proof of leadership maturity - evidence that you're willing to update your assumptions, learn from the environment, and move your team toward what's right, not just what was planned."

Involve your team in the process to ensure genuine buy-in. Share the situation, outline the options, and explain the proposed solution. Encourage input on how to move forward. Tools like a "Pivot Prep Map" can help by detailing the change, its rationale, the constant elements, its impact on the team, and the support needed.

Show decisiveness while staying flexible. Commit to the new direction but remain open to refining it as needed. Re-onboard your team by redefining roles, clarifying goals, and reconnecting everyone to the core mission. Clinging to a failing plan out of fear or guilt isn’t loyalty - it’s avoidance. Effective leaders honour past efforts while demonstrating the ability to plan, resource, and manage risks during a pivot.

Trust, at its core, is about people’s willingness to be vulnerable in relationships. By managing changes with transparency, empathy, and clear communication, you can build trust rather than diminish it. Teams thrive on trust, and organisations move forward as quickly as their teams can.

Conclusion: Making Grit and Resilience Work for You

In navigating the unpredictable waters of VUCA (volatile, uncertain, complex, and ambiguous) times, leaders must master the art of knowing when to press on and when to pivot. Success isn’t about sheer determination alone - it’s about striking the right balance between persistence and adaptability, between grit and grace.

Interestingly, 90% of organisations still find it challenging to adjust swiftly to market shifts. This highlights why genuine grit, tempered by flexibility, is far more effective than relentless perseverance.

To lead effectively, stay committed to your purpose but remain open to adjusting your methods. Pair this with empathy and emotional intelligence to create a leadership style that energises rather than drains your team. Resilient leadership thrives on practical habits, such as adopting a growth mindset - seeing setbacks as opportunities to learn rather than as failures. Align your goals with both personal and organisational values, and develop mental toughness through mindfulness practices. At the same time, don’t overlook the fundamentals: regular exercise, balanced nutrition, and adequate sleep are essential building blocks for resilience.

A clear sense of purpose not only strengthens your resolve but also enhances your ability to lead with empathy. Far from being opposites, empathy and grit work hand in hand. When you show genuine understanding of your team’s struggles while maintaining focus on your goals, you build trust and foster a collaborative environment. As Stephen Covey wisely put it:

"When you show deep empathy toward others, their defensive energy goes down, and positive energy replaces it. That's when you can get more creative in solving problems."

Building on earlier discussions of adaptability, effective leaders in VUCA environments practice techniques like temporal self-distancing - stepping back to view challenges from a broader perspective. They encourage agility within their teams, prioritise clear communication, and empower decision-making at all levels. By demonstrating resilience in the face of setbacks and knowing when to shift direction, they set a powerful example for others to follow.

These strategies come together to form a practical roadmap for leading in uncertain times. Start with a candid self-assessment - monitor your energy levels, stay aligned with your purpose, and recognise when it’s time to push ahead or take a step back. In a world where change is constant, this balanced approach will guide you and your team far more effectively than unyielding persistence ever could.

FAQs

How can leaders balance perseverance and flexibility to thrive in uncertain times without risking burnout?

Leaders navigating uncertain and rapidly evolving situations need to balance determination with flexibility. This balance hinges on two key elements: self-awareness and team collaboration. While perseverance is undoubtedly important, an unyielding approach can risk exhaustion for both leaders and their teams.

To build resilience and maintain effectiveness, leaders can:

✓ Promote open dialogue about mental health and workload. This helps identify early signs of stress and prevents issues from escalating.
✓ Cultivate a supportive environment where responsibilities are shared, and team members feel comfortable asking for help when needed.
✓ Recognise when to adjust course. Sometimes, stepping back or changing direction is far more productive than stubbornly pushing forward.

By blending persistence with emotional insight and encouraging a balanced approach to work and life, leaders can foster a space where both they and their teams can flourish, even under pressure.

How can leaders build emotional resilience and empathy within their teams?

Leaders can strengthen emotional resilience and empathy within their teams by cultivating a culture of openness and support. Create an environment where team members feel safe to express their thoughts and emotions without fear of judgment. One way to achieve this is by leading by example - share your own challenges and vulnerabilities to show that it's okay to have honest conversations about resilience and emotional well-being.

Another effective approach is offering training in emotional intelligence. Focus on areas like self-awareness, empathy, and resolving conflicts constructively. When team members can understand and appreciate each other's perspectives, it fosters deeper trust and smoother collaboration.

By embedding these practices into your leadership style, you can build a team dynamic where resilience and empathy are the norm, enabling individuals to navigate difficulties with confidence and support.

How can leaders decide when to adapt or abandon a goal, and ensure their team stays motivated and trusting during the process?

Leaders often face moments when holding onto a goal no longer makes sense. Whether it's due to lacklustre results, consistent feedback flagging obstacles, or signs of team burnout, recognising when to pivot is essential. Sometimes, external circumstances shift so dramatically that sticking to the original plan becomes counterproductive. In these situations, it’s worth asking whether pushing forward will lead to meaningful progress or if it’s time to chart a new course.

When navigating such shifts, trust is everything. Open and honest communication about why the change is necessary helps maintain credibility. Bringing the team into the conversation and involving them in decisions can create a sense of shared purpose. By listening to their perspectives and showing genuine care for their well-being, leaders can keep spirits up and guide the team through the transition with confidence.