????我女兒的智商挺高。在她小的時候我就有這種想法，后來帶她做了智商測試，結果不出所料。每月我們至少進行一次以下例行公事的對話。她面對著課外作業，對我說：“我每天上學學不到任何東西。”我則教導她說：“上學并不是為了讓你變聰明，而是讓你更努力。”

????在職場中經歷了20年的風雨，見多了人們在創新經濟中的沉浮，我一直認為IQ在職場中并不是那么重要。非但如此，如果你真把IQ看得過于重要，反而會成為一種負擔。我認為真正在創新經濟中主宰人之沉浮的因素并不是機敏精明、天資聰穎、幸運或機遇，而是“堅韌”。

????2013年，“堅韌”這個詞在學術圈流行起來還要歸功于賓夕法尼亞大學心理學系教授安吉拉?達克沃什。她把“堅韌”解釋為“在漫長、沮喪而艱難的歲月中，能夠支撐你的熱情，敦促你為目標奮力工作的品質”，她認為堅韌的人能克服壓力，把失敗化為追逐終極目標的手段。

????除此之外，我認為堅韌并不是只有努力工作這一層含義；它還包括在目標達成后仍然努力不停歇。是奔跑到生命最后一刻的精神。堅韌的人，把失敗看得簡單，就是通往夢想的必須。我理解的堅韌，是一種不屈不撓的精神。

????達克沃什及同事用他們設計的“堅韌量表”測量人們的堅韌度，并據此成功預測了很多事情，包括斯克里普斯全美拼字比賽的優勝者和芝加哥公立學校的畢業率等等。堅韌的學生總是能壓倒性地超過那些聰明的學生。

????大部分人認為堅韌只是一種個性品質，所以他們覺得，一種無形的個性品質竟然能把IQ這種似乎可以視為有形的特質比下去有點可笑。但我同意達克沃什的看法。堅韌是可測的。

????在招聘員工的時候，我最首要的關注點在于候選人是否堅韌。如果你想變成一個堅韌的人，下面這幾點是你必須要做到的。

????知道如何失敗。

????假如你用過原型法，你就會明白失敗是完善原型系統的必須。當你設計的原型最初有70%成功保證的時候，貫徹你的想法，并從錯誤中得到資料，用于進一步改進系統。創新需要失敗，但是學校卻在教導我們規避失敗。我們在高智商的孩子們嘗試做某件事的時候，不斷提醒他們不要犯錯，這樣做對他們其實是一種傷害。我們這么做是剝奪了他們學習的權利。招聘新員工的時候，我尋找的是經歷過第一次的失敗，總結經驗后再次參加面試的人。我不只需要敢于冒險的員工，我需要能從風險和失敗中總結經驗的員工。堅韌是一種復原力。

????忘記個人成績。

????堅韌是努力工作，無需認可。聚麗（Julep）首席執行官珍妮?帕克是我的朋友，她曾跟我談起她和同行們發現的一個問題，就是年輕雇員在工作中存在一個共性，他們工作是為自己能嶄露頭角，而并不是為了整個團隊。你想變成堅韌的人嗎？努力讓整個團隊進步，而不僅僅是為了你個人。依靠你的團隊，為你的團隊堅持到底。以此為目標，超越一己私利的局限。

????做自己的主人。

????最新研究表明，80%的畢業生希望未來雇主能在他們初入職場的時候提供職業培訓，但事實上，只有不足50%的畢業生才能接受崗位培訓。堅韌的人能自主學習。如果你有學習新知識的想法，就要立刻行動。拼盡全力追逐目標，在面試時向面試官展示你何如做到某件事的時候——你不但展示了技能，還有堅韌的品格。

????扔掉光環。

????對雇主來說，智商說明不了什么，學位證書上的學校名稱說明不了什么，考試的平均分也說明不了什么。把這些亂七八糟的符號都丟掉，告訴我們你到底是什么樣的人。不依靠任何名字、人物或分數的包裝，展示一個真實、自信的你——這就是堅韌。這就是我們想要看到的。

????走出安樂窩。

????這句話看起來毫無新意，但卻是對堅韌最好的詮釋。做到隨遇而安，你絕對不會后悔。我以CEO的身份談了我對堅韌的看法。但堅韌適用于所有事情。無論是在公司或是在學校，甚至在生活中，堅韌都能讓你出類拔萃。堅韌的含義中最為核心的一點是為進步而奮斗，在追求激情的道路上決不屈服。

????本文作者克里斯汀?漢密爾頓是庫魯公司CEO。這家公司總部位于西雅圖，主要向應屆畢業大學生提供職業培訓和指導。出任庫魯公司CEO之前，克里斯汀擔任過某國際非盈利組織的首席運營官，也曾經協助一家《財富》美國100強公司移動媒體設備的市場投放，還曾推動自己擔任聯合創始人的奧維亞公司上市。（財富中文網）

????譯者：Joseph

????My daughter has a high IQ. I’ve always sensed it, and eventually, proved it with a test. At least once a month we have this ritual. “I’m not learning anything,” she says to me, as she’s faced with her after school homework. “School’s not about getting smarter,” I tell her, “It’s about working harder.”

????Having spent the past two decades watching people rise and fall in the innovation economy, I’ve never been convinced that IQ has much clout. In fact, I think it’s a burden if you think it does. It’s not smarts, it’s not talent, it’s not even luck or chance that separates the risers from the fallers – it’s grit.

????The term “grit” was made popular in academic circles in 2013 by Angela Duckworth, a psychology professor at the University of Pennsylvania Psychology. Calling it the “quality of being able to sustain your passions, and also work really hard at them, over really disappointingly long periods of time,” she explained that people with grit are people who can overcome stress and use failure as a means to achieve their ultimate goals.

????I’ll add – grit isn’t just working hard; it’s continuing that effort long after the fat lady has begun singing. It’s finishing the race when you’re dead last. It’s seeing failure as a simple, necessary step to achieve what you want. To me, grit is an indomitable spirit.

????Duckworth and her colleagues were able to use their measure of grit to predict successful outcomes in everything from the Scripps National Spelling Bee to graduation from Chicago public schools. Students with grit continuously prevailed over those with high IQs.

????It’s a funny thing when something as seemingly concrete as IQ gets trumped by what most people assume are just a personality trait. I’m with Duckworth, though. Grit can be measured.

????And when I hire, it’s the number one thing I look for in a candidate. If you want to be gritty, here’s what I ask of you.

????Know how to fail.

????If you’ve ever done any prototyping, you’ll know that failure is systemic to the model. You get to a place where you’re 70% right, implement your idea, and learn from the data produced by your mistakes. Innovation requires failure, and yet somehow, our schools still teach us to avoid it. What a disservice we do when we tell children with high IQs they shouldn’t be capable of failure, so long as they try. In doing so, we close off their chance for learning. When I hire, I look for the person who failed the first time around and came back a second time with an arsenal. I don’t just want the risk-takers, I want the people who use those risks and failures to learn. Grit is resilience.

????Forget the grade.

????Grit is working hard without the need for recognition. My friend Jane Park, CEO of Julep, told me that the biggest problems she and her peers have with young hires is that they’re working for the A grade and not for the team. You want to be gritty? Put in your time – not for your own betterment, but for the team’s betterment. Be dependable and follow through for your team. Make it your goal to show up for something bigger than you.

????Be an owner.

????A recent study showed that 80% of graduating seniors expect that their future employers will train them at their new jobs, while in reality, less than 50% will receive any such training. Grit means owning your own learning. If you want to learn something, don’t wait. Go after it with everything you’ve got, and when you show someone in an interview how you did x, y and z – you’ll not only showcase your skill but your grit.

????Throw away your entitlement.

????Your IQ tells employers nothing. A school name on a diploma and GPA tell employers nothing. Throw those signifiers away, and show us who you really are. Being authentic and present in your own skin and not relying on any name, person or score – that’s grit. That’s what we want to see.

????Live life outside of your comfort zone.

????It sounds cliché, but it’s grit at its finest. Become comfortable in the uncomfortable. You won’t regret it. I talk about grit from the standpoint of a CEO. But grit is something applicable everywhere. Grit is what makes you stand out – not just in a company or in school, but in life. At the heart of it, grit means striving for progress and never yielding in pursuit of your passions.

????Kristen Hamilton is CEO of Koru, a Seattle-based company that provides career training and coaching to recent college grads. Before serving as Koru’s CEO, Kristen worked as COO of a global non-profit, launched mobile media devices for a Fortune 100 company, and helped take Onvia, which she co-founded, public.