{"id":8632,"date":"2026-04-27T08:45:12","date_gmt":"2026-04-27T08:45:12","guid":{"rendered":"https:\/\/www.aom.org\/today\/?p=8632"},"modified":"2026-04-27T12:46:03","modified_gmt":"2026-04-27T12:46:03","slug":"why-true-grit-is-an-overlooked-leadership-trait","status":"publish","type":"post","link":"https:\/\/www.aom.org\/today\/why-true-grit-is-an-overlooked-leadership-trait\/","title":{"rendered":"Why True Grit Is an Overlooked Leadership Trait"},"content":{"rendered":"

By Marc Hogan<\/a><\/p>\n

People with privileged backgrounds in the wealthier social classes tend to dominate the leadership ranks of professional workplaces. But savvy leaders and hiring managers may want to look past prestigious university credentials or elite employment histories to seek out job candidates who have shown stick-to-itiveness.<\/p>\n

Academy of Management Scholar Sean Martin<\/a> of the University of Virginia said that in all of his research, he\u2019s never found a positive correlation between people\u2019s social-class background and their job performance.<\/p>\n

\u201cWhat I would caution a lot of managers to do is to start paying more attention to signs of persistence, grit, and upward mobility,\u201d Martin said. \u201cPeople who started in lower positions but have reached the exact same places as people who\u2019ve come from more privileged positions tend to have an excellent work ethic and make great employees and, eventually, leaders.\u201d<\/p>\n

For example, Martin imagined two recruits to his business school, one who went to an Ivy League school, the other who went to a state school.<\/p>\n

\u201cThe Ivy League person looks like they have a track record of eliteness, but they\u2019ve reached the same place,\u201d Martin said. \u201cOne of them came a lot farther to get there, and for some reason that gets devalued.\u201d<\/p>\n

Leadership characteristics such as less self-focused behavior, greater empathetic accuracy, and sheer tenacity are more pronounced in this \u201cupwardly mobile\u201d category than among people from high-social-class backgrounds, according to Martin.<\/p>\n

\u201cBut those privileged candidates are exactly the people that we tend to select to hire or promote, even if there are more qualified people from a lower-social-class background,\u201d he said. \u201cIt\u2019s a massive miss by the business community.\u201d<\/p>\n

In his research, Martin has found that adjectives respondents provided when asked to describe people who have been upwardly mobile were all positive, with phrases such as \u201chard-working,\u201d \u201csmart,\u201d and \u201ccompetent.\u201d<\/p>\n

\u201cIf you ask most people, they know this is what we want,\u201d he explained. \u201cBut they\u2019re not choosing it when they have an opportunity to hire somebody from a less privileged background who they\u2019ve interviewed, or when they have an opportunity to promote somebody.\u201d<\/p>\n

Upward mobility requires hard work and pursuing opportunities that may be less abundant than for privileged people, according to Martin. What is needed, based on evidence he has seen, is for more gatekeepers such as human-resources executives and hiring managers who are in a position of power to consider people who are upwardly mobile when they\u2019re conducting interviews and selecting candidates to hire for open positions, as well as in decisions about who to promote, give bonuses to, and solicit for input.<\/p>\n

\u201cHard work\u2019s happening,\u201d he said. \u201cOpportunities, less so.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

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But savvy leaders and hiring managers may want to look past prestigious university credentials or elite employment histories to seek out job candidates who have shown stick-to-itiveness. Academy of Management Scholar Sean Martin of…","_links":{"self":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts\/8632","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/users\/23"}],"replies":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/comments?post=8632"}],"version-history":[{"count":0,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/posts\/8632\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/media\/8633"}],"wp:attachment":[{"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/media?parent=8632"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/categories?post=8632"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/tags?post=8632"},{"taxonomy":"sp_smart_badges","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/sp_smart_badges?post=8632"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.aom.org\/today\/wp-json\/wp\/v2\/ppma_author?post=8632"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}