Lead with Gumption!

I was always aware of the word “gumption.” But I recently heard it again in a Hallmark Christmas movie (Yah! I am a sucker for those). This made me wonder: why isn’t it a quality that’s referred to more often at the workplace? Can we develop or instill this quality? After all, gumption—defined as courage, initiative, and resourcefulness—is exactly the kind of trait that could transform both leadership and day-to-day work dynamics.

What is Gumption?

Historically, gumption has been associated with a certain grit—a no-nonsense attitude to solve problems and push boundaries. It embodies initiative and common sense, and it stands in stark contrast to the passive ‘wait-and-see’ attitude. Someone with gumption doesn’t shy away from challenges. They roll up their sleeves, confront issues head-on, and find creative solutions.

Gumption in the Workplace

At work, we often talk about innovation, agility, and resilience, but gumption—though closely aligned—doesn’t get the spotlight it deserves. Gumption combines these traits but adds an active component of personal initiative. It’s the employee who steps up when there’s uncertainty, who doesn’t wait for permission to fix a broken process, or who tackles a complex project without waiting for all the stars to align perfectly.

Why isn’t this characteristic nurtured more? Perhaps it’s because gumption thrives in environments that embrace risk-taking, experimentation, and a little bit of failure. In highly structured corporate cultures, initiative can sometimes be stifled by red tape or an overly cautious mindset. But for organizations looking to foster innovation and leadership from within, cultivating gumption is key.

Gumption and Leadership

Successful leadership isn’t just about vision; it’s about action. Leaders with gumption don’t wait for problems to fix themselves. They take bold, calculated risks, make decisions in ambiguous situations, and inspire the same proactive mindset in their teams. They foster a culture where resourcefulness is valued, where teams are encouraged to bring ideas to the table, and where failure is seen as part of the growth process.

Gumption is also about owning the outcome—whether success or failure. Leaders with this trait do not push responsibility onto others or shrink in the face of challenges. They have the courage to stand by their decisions and the integrity to course-correct when needed.

Instilling Gumption in Workplace Practices

1. Encourage Ownership  

   Creating a culture of ownership where employees feel empowered to make decisions is the first step. Let people know it’s okay to take initiative, even if the outcome isn’t perfect. This builds trust and demonstrates that gumption is valued.

2. Remove Unnecessary Red Tape  

   Streamline processes so that team members can act without endless approvals. While guidelines are essential, excessive bureaucracy can kill gumption. Leaders should aim to create a balance where structure exists but doesn’t overwhelm individual initiative.

3. Celebrate Initiative and Courage  

   Acknowledge and reward those who show gumption, especially when it comes to problem-solving, taking risks, or trying something new. Recognize effort and creativity, not just results. This reinforces a message that trying—and failing—is better than doing nothing.

4. Model Gumption at the Top  

   Leadership sets the tone. When leaders show gumption, they inspire others to follow suit. Share stories of leaders who acted with initiative or courage, whether it’s from within the company or external examples. Make gumption part of your leadership development programs.

5. Foster a Culture of Problem-Solving

   Encourage employees to look at challenges as opportunities to demonstrate their resourcefulness. Make problem-solving a team sport, where people come together to brainstorm and experiment with different approaches. This type of collaborative environment is ripe for growing gumption.

6. Build Resilience to Failure

   Mistakes happen when we act with initiative, but that doesn’t mean we should stop trying. Organizations that cultivate gumption don’t penalize failure—instead, they treat it as a learning experience. When employees know they can take risks without harsh consequences, they’re more likely to show the initiative that defines gumption.

Gumption for the Win

Gumption is not an outdated, old-fashioned concept. It’s exactly what today’s workplace needs. In a world that demands innovation, agility, and fast decision-making, gumption stands as the perfect mix of courage and resourcefulness. By encouraging it in leadership and workplace practices, organizations can build a culture where people aren’t afraid to act, solve problems, and push boundaries. So, can we develop this quality? Absolutely. It starts with a mindset shift, and soon, gumption could become the defining trait of both leaders and teams in high-performing workplaces.