Grit is often defined as perseverance: the ability to push through hardship with determination. But leadership today calls for a broader definition. In a constantly evolving environment, grit isn’t just about personal endurance. It’s about creating the right conditions for others to thrive, especially in times of change, ambiguity or stretch goals.

After nearly two decades leading digital businesses and building teams across industries, I’ve observed a consistent pattern in the highest-performing, most engaged organizations. The best teams don’t just rely on vision decks or quarterly themes. They operate with clarity, consistency and care. What ties it all together is what I call GRIT: 

GRIT = (Growth + Recognition + Inspiration) × Trust 

Each of these inputs is powerful on its own. But trust is the multiplier. Without it, even great systems stall. With it, progress accelerates. 

Kamanasish Kundu

Growth 

People stay where they grow. And growth isn’t always about promotions. It could be a new challenge, clarity around what success looks like or the opportunity to lead something from scratch. I’ve seen team members become significantly more engaged when given a chance to stretch into new territory, even without a formal title change. Great leaders create space for progress, not just movement, and help people see the long-term value of stretching sideways before moving up. Growth creates energy, and energy sustains momentum. 

Recognition 

Motivation thrives on . Not the generic “great job” that fades in seconds, but specific, timely praise that reinforces what matters. Recognition should be baked into the culture, not reserved for annual reviews. That said, it’s personal. Some value public appreciation, others prefer quiet acknowledgment. The key is knowing your people and making recognition intentional. When it’s consistent and aligned with purpose, it becomes fuel for high performance. I’ve come to realize that giving recognition well and often enough requires just as much discipline as any other leadership habit. 

Inspiration 

Purpose is what transforms effort into energy. When people understand how their work contributes to something bigger, whether it’s a customer’s joy, a community cause or a shared mission, they bring more of themselves to it. Leadership means connecting the work to the “why.” And in a noisy world, reminding people of that purpose again and again. Striving to inspire through clarity and shared meaning, not charisma, is a quiet but powerful part of the job. For the last decade, I’ve made inspiration a key part of how I support people’s growth because when they understand why their work matters, they care more, focus better and take real ownership. 

Trust (the multiplier) 

Trust is what makes everything above work. It’s not just about transparency. It’s about giving people autonomy, decision rights and the belief that their judgment is valued. One of the most overlooked drivers of performance is how trusted someone feels in the room. When people feel safe to speak up or step forward, they act with more clarity and conviction. Trust speeds up execution, deepens accountability and builds confidence. Leaders who earn trust unlock a different level of engagement. I try to build trust through radical candor, creating a culture where we challenge each other directly and respectfully, knowing it comes from a place of care. That also means not settling for mediocrity. depend on honest, timely feedback — the kind that raises the bar for everyone, within and across teams.

From framework to culture: Listening at scale 

The GRIT model wasn’t built in a vacuum. It emerged from years of listening — across feedback loops, engagement surveys and candid coffee chats. Patterns kept showing up: 

• People wanted clarity on how to grow 
• They wanted to be recognized authentically 
• They wanted to know their work mattered 
• And they wanted to feel trusted with real ownership 

It wasn’t about perks or promotions — it was about the conditions that unlock belief and performance. I’ll admit listening to tough feedback hasn’t always been my strongest suit. But the moments that sting often lead to the most meaningful change and I can vividly recall each of those moments in my career. I try to create the same space for my team, encouraging honest conversations that push us all to get better. 

Turning insight into impact 

Instead of reacting with one-off fixes, we focused on : 

• Purpose-led rituals and fun squads that deepened connection 
• A promotion framework based on business need and individual readiness 
• Spot bonuses and structured recognition that rewarded real impact 
• Regular skip-level connections to keep leadership grounded and accessible 
• Transparent goals, weekly business reviews and consistent communication to build trust 

We didn’t just close the feedback loop; we built a rhythm people could count on. And that created belief — not just in leadership, but in the culture, we were shaping together.

Leading from the inside out 

Too often, leaders wait for a crisis to ask what the team needs. But cultures are built one conversation, one decision and one signal at a time. 

At the core, people don’t just want to be heard — . The best leaders don’t just ask for input. They act on it. They show up consistently. And they back up their words with choices that reflect belief in the team.

GRIT is a team-centered leadership model. It’s not academic. It’s not theoretical. It’s built from reflection, experience and real-world culture change. It doesn’t replace vision or execution. But without it, even the best strategies struggle to stick. 

When you invest in Growth, Recognition and Inspiration, and multiply it with Trust, teams rise to the occasion. 

The best leaders don’t just model grit. 

They build the conditions for it — with intent, consistency and care.

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