A world-renowned athletic coach was once asked what truly separates elite athletes from the rest. While the obvious answers—talent, luck, genetics—came up, his response pointed to something more subtle and often overlooked: the ability to show up, day after day, and do the same drills, lifts, and routines with consistency. It wasn’t about having superhuman passion or limitless willpower. What set top performers apart was their ability to embrace the grind—to stick with the process even when it felt repetitive, tedious, or unglamorous.

This is the difference between those who achieve at a high level and those who don’t. The best don’t always feel motivated. They get bored too. But what keeps them moving forward is their relationship with the process. They don’t just chase the outcome—they learn to respect the repetition. If you want to publish a bestselling book, you have to love the practice of writing. If you want to get fit, you have to find consistency in movement and nutrition. And if you want to succeed professionally, you have to engage with the everyday work that gets you there.

When the process becomes the point, something powerful happens. You begin to notice patterns of fulfillment that go beyond just hitting goals. The following may not be true every day, but they’re often indicators that you’ve found meaning in the grind: • You speak with admiration about what others are achieving, rather than comparing or critiquing.

  • You contribute generously—without needing to be asked.
  • Discipline isn’t your biggest challenge—your challenge is narrowing your focus.
  • You’re energized by your work, but even more so by the people you do it with.
  • You leave work with to-dos you’re actually looking forward to.
  • Your thoughts shift from “I have to…” to “I get to…”
  • You’re not counting down to retirement—because the work you do still matters.

Of course, this isn’t a universal formula. The idea that everyone must love every moment of their job is an ideal that’s often been oversold. We’ve all heard the mantras: “Do what you love and the money will follow.” Or, “If you’re not changing the world, you’re playing it too safe.” But for many, these messages create pressure, not clarity.

That’s why author Cal Newport has pushed back against the “follow your passion” mindset. In So Good They Can’t Ignore You, he argues that passion often comes after skill—not before. Real fulfillment is found by identifying what you’re good at, then developing that into rare and valuable capabilities. This concept of “career capital” becomes your leverage to shape the career you want. And building it takes focus, patience, and consistent effort. If you’re in charge of your own career path, don’t wait for perfect conditions or external validation—take ownership of your direction, and seek out the mentorship and learning opportunities you need to grow.

For those in leadership positions, this same responsibility applies to the people you develop. Use career conversations and performance reviews to help employees identify where they bring the most value—and how that can evolve into long-term capital. Consider not just what they’re doing now, but what they’re capable of with the right support. Ask yourself regularly: What am I doing to help my team strengthen their unique edge, and how am I creating pathways for them to expand that value over time?

And while embracing the grind is often a critical part of early growth, knowing when to step back is equally important. In many industries, progression means shedding tasks that no longer serve your highest value. Think about law firms, where partners focus on high-level strategy while delegating research and administrative work to associates or paralegals. Or in medicine, where physicians entrust nurses and admin teams to handle critical, but more routine, aspects of care. These structures exist not just for efficiency, but to ensure each team member is challenged appropriately—and to prevent burnout.

What’s the equivalent in your field? Have you built systems that allow people to grow out of the grind as they earn the right to do so? Or are your top performers stuck doing tasks that no longer move the needle? Recognize the difference between repetition that builds mastery and repetition that drains energy. Knowing when to double down and when to delegate is key to sustaining both performance and satisfaction.

At its core, turning the grind into the goal means redefining success. It’s not just about where you end up—it’s about who you become in the process. And when that process is respected, repeated, and refined, success becomes a natural byproduct—not a far-off destination.