In researching the concept of grit, I came across Angela Duckworth’s Grit Scale, which, through 10 questions, assesses how passionate and persevering you consider yourself to be. Long story short, I completed the assessment, wished for a higher result and got thinking about the role of feedback as we get older. Let me explain.
Our school years and early career are characterized by high levels of feedback from teachers, parents, peers, mentors and supervisors. We may not always like what we hear. Still, we’re able to reflect on this information, understanding how we are perceived by others, perhaps even seeing ourselves in a different light.
However, as we mature, possibly taking on a more senior role, or as in my case, opening your own business, the feedback becomes less forthcoming. I question whether this is because offers to provide input are extended less, or if we become less open to receiving it?
Venturing back to the grit scale. A handful of questions aren’t indicative of my place on the grit continuum, they are asked without taking history or context into consideration. An open discussion with a colleague or peer might provide more meaningful insight into how I’m construed within the workplace. Would they describe me as passionate and unrelenting in my pursuit of goals? And would changing the context by asking my partner the same question, yield a different answer?
My point being, we’re never too old, too experienced or too important to benefit from feedback. Instead of taking an online quiz and questioning the results all afternoon, phone a friend, ask a colleague or pose a question to your partner. You never know what you might learn about yourself!