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Mental Toughness Concept & Questionnaire
The Benefits of using the Mental Toughness Concept and Questionnaire within Individual and Organisational Development
Background and Introduction
Mental Toughness describes the mindset that every person adopts in everything they do. It is closely related to qualities such as character, resilience, grit, etc. It is defined as:
“A personality trait which determines, in large part, how people respond to challenge, stress and pressure, irrespective of their circumstances”.
Most personality models and measures assess the behavioural aspects of Personality (how we act). Mental Toughness differs in that it assesses something more fundamental – “how we think”. In other words, why we act (and respond emotionally) to events. It enables us to understand mindset in a very practical way.
Published research and case studies from around the world show that Mental Toughness is a major factor in:
Performance
explaining up to 25% of the variation in performance in individuals
Positive Behaviour
more engaged, more positive, more “can do”
Wellbeing
more contentment, better stress management, less prone to bullying
Aspirations
more ambitious, prepared to manage more risk
It is important in applications in virtually every sector. In the world of work, it is key for leadership and staff development – particularly within change programmes – as well as in talent management programmes. It is also widely used for developing young people in education and in youth work.
Research carried out under the direction of Professor Peter Clough of Huddersfield University has identified the four key components (constructs) of Mental Toughness. These are called the 4 Cs.
In 2017, work by Doug Strycharczyk, Dr John Perry & Professor Clough, allowed the concept to be expanded to 8 factors to be understood and assessed around the 4Cs. This is shown below:
Mental Toughness Scale | What does MTQ48 assess |
|---|---|
Control | Life Control – I really believe I can do it |
Emotional Control – I can manage my emotions and the emotions of others | |
Commitment | Goal Orientation – I set goals – I like the idea of working toward goals |
Achievement Orientation – I’ll do what it takes to keep my promises and achieve my goals | |
Challenge | Risk Orientation – I welcome new and different experiences – I stretch myself |
Learning Orientation – I learn from what happens – including setbacks | |
Confidence | In Abilities – I believe I have the ability to do it – or can acquire the ability |
Interpersonal Confidence – I can influence others – I can stand my ground if needed |
We are also able to assess mental toughness in terms of these components in individuals and groups through a range of unique high-quality psychometric measures in the MTQ product family. They are normative which enables users to assess mental toughness before and after an event such as a training & development or coaching programme. Importantly this means that we can evaluate the effectiveness of programmes in a valuable way. If we can see a change in mindset we can more confidently expect to see changes in behaviour.
Major Applications
The Mental Toughness Framework and the questionnaire enable users to gain a valuable insight into the mindset of individuals before development activity begins. The most significant applications include:
Assessment of Individuals before a program begins
Not all attendees at a training/development program or in a coaching program enter the program with a mindset that enables them to optimise that activity. At the extreme some individuals may even wish to avoid the activity.
If the individual isn’t open to learning then they are likely to minimise their engagement with learning and are therefore unlikely to gain much form the investment and are unlikely to apply what they have been shown.
The reason for this can often be found in mindset and in particular the 8 factors. Different factors will apply to each individual.
Being able to assess this prior to an event is extremely valuable. Most concerns and issues can be addressed before a program which can improve significantly its success rate. Individuals often find this valuable too. Enabling them to welcome training and not fear it can be very motivating.
The reason for this can often be found in mindset and in particular the 8 factors. Different factors will apply to each individual.
Being able to assess this prior to an event is extremely valuable. Most concerns and issues can be addressed before a program which can improve significantly its success rate. Individuals often find this valuable too. Enabling them to welcome training and not fear it can be very motivating.
Incorporation into Programs
The Concept has a great deal of value as a component of many Development Programs. These include:
Coaching
Understanding mindset lies at the heart of coaching and mentoring
Resilience
Mental Toughness Development and Stress Management
Leadership Development
Resilience and positivity are key requirements in leadership
Team Building
understanding how Mentally Tough and mentally Sensitive Individuals can work together
Presentation Skills
overcoming the fear of presenting
Managing Change
dealing with the fear of the unknown/change
Evaluation of Program Effectiveness
An extremely important factor. Retesting individuals and groups on completion of development activity can be carried out soon after completion and before we can expect to see the predicted outcomes of training and development. If mindset hasn’t changed in the desired way then it is likely that the program outcomes may not be achieved. This is particularly important in change programs.
Re-testing can show:
- To what extent mindset/mental toughness has changed
- Where exactly that change has occurred in terms of the factors
- What might still need to be developed
- Might indicate the chances of success.
