Growth, recognition and inspiration are a team's three core resources, but without trust none of it works. GRIT stands for Growth, Recognition, Inspiration, Trust. The first three fuel the team. Trust is what turns them into results: without it, even a well-run team stalls. It isn't one person's tenacity, but what a group achieves together.
The team and the moment
Which team, and over what period. One team per session.
About the model and facilitation guide
GRIT stands for Growth, Recognition, Inspiration, Trust. In English, "grit" means tenacity or perseverance, and the classic model describes an individual trait. Here we use it differently: as what a team multiplies together. Individual grit is what keeps one person going; team GRIT is what amplifies a group.
Why trust is a multiplier, not a fourth resource
Growth, recognition and inspiration trade off against one another: when one is stronger it covers for another that's weaker, and the team still moves forward. Trust doesn't trade off at all. When it's missing, none of the rest counts: a team can have solid development plans, people who feel valued and a clear sense of purpose, and still stall if its members don't trust one another. That's why we treat it separately, as the thing that gives the other three their value. The formula behind the tool: (Growth + Recognition + Inspiration) × Trust.
What each pillar means, in behaviours
Growth: the team keeps pace with the challenges that come up. Mistakes turn into lessons, and people try new things.
Recognition: contribution is seen accurately and promptly, not only from above but also among colleagues. The quiet ones are noticed too.
Inspiration: people know why they do what they do and feel a shared direction that pulls them forward.
Trust: people can be honest, rely on one another and start from trust rather than suspicion. This is what decides whether the rest counts.
Facilitation guide
Score together with the team, through discussion, not as an average of individual numbers.
Start with trust. While it's low, any effort you put into growth, recognition or inspiration goes to waste, because people have nothing to lean on.
Let the "Multiplier effect" section show the gap between potential and what actually reaches results. That's the aha moment.
When trust is missing: growth without trust makes honest feedback land as an attack; recognition without trust feels like manipulation; inspiration without trust rings hollow.
Close with a single small step, owned by someone specific.
Your data stays on your device. Nothing is sent anywhere.
G
Growth
resource
How much we grow and learn, as a team, as challenges come up.
Do we keep pace, as a team, with the challenges that come up?
How much we grow together (0–10)
not at allsomewhata lot
Exploration questions
Where have we visibly grown, as a team, in the past few months?
What's a mistake we've actually learned from?
Does what one of us learns reach the others, or does everyone learn on their own?
Who has the freedom to try something new, and who doesn't?
R
Recognition
resource
How well each person's contribution is seen and valued, genuinely and promptly.
Does each person feel seen for what they truly bring?
How well each person's contribution is seen (0–10)
not at allsomewhatfully
Exploration questions
Who does essential work that usually goes unnoticed?
Does recognition only come from above, or do we also value one another?
When did we last thank someone specifically, not in general?
Is there someone we always rely on but forget to appreciate?
I
Inspiration
resource
How clearly we feel why we do what we do, and how strongly the shared direction pulls us.
Do we all know why our work matters, beyond the tasks?
How clear the shared purpose is (0–10)
not at allsomewhatvery clear
Exploration questions
Can each of us say, in our own words, where we're going and why?
What makes us glad to come to work?
Do our decisions connect to a shared purpose, or only to deadlines?
If this team stopped tomorrow, who would miss it, and why?
T
Trust
multiplier
How much we can rely on one another and be honest, without fear. Without this, the rest doesn't work.
What's the conversation this team keeps avoiding?
How much we trust one another (0–10)
not at allsomewhatfully
Exploration questions
Can we disagree openly, without fear?
Do we keep our promises to one another?
How much energy do we lose protecting ourselves from each other, instead of doing the work?
Can we ask for help without fearing we'll look weak?
The multiplier effect
Here's what the scores show, taken together: how much of the team's potential actually reaches results.
(Growth + Recognition + Inspiration)×Trust
Potential is the average of the three pillars. Trust enters as a coefficient from 0 to 1 (the score ÷ 10), so the result stays on the same 0–10 scale.
filled: what reaches resultshatched: blocked by low trust
Fill in all four scores to see how the team's potential turns into results.
Action plan
Now that we can see where the weak link is, we choose a single concrete step for the period ahead.
What's the first small step we can take in the next two weeks, and who's responsible for it?