Skip to main content

How To Find Success, Purpose And Happiness


“I wrote this book as a roadmap to help you find success, purpose, and happiness,” explains Tom Lewis, author of the new book, Solid Ground.

In his highly personable book, Lewis uses his life story to connect the dots between his challenges and accomplishments to demonstrate the five foundational building blocks of success. He speaks from his experience as an award-winning homebuilder and philanthropist. And, as someone who overcame difficult markets, tough competition, and a life-threatening illness.

Those five foundational building blocks and key qualities necessary for reaching your potential are:
  1. Finding your talent
  2. Making good decisions
  3. Taking smart risks
  4. Keeping your drive alive
  5. Managing your career
In Solid Ground, Lewis also covers the topics of personal character, goal setting, helping others, benefits of self-awareness and finding purpose and meaning.

T.W. Lewis

Some of Lewis’ life lessons are:
  • Finding your talent and your purpose is the key to life. Both take time.
  • Try something hard. Fail. Get back up. Repeat. That’s how you build your confidence and your resilience.
  • Taking risks is necessary to get rewards, and failure is an important part of your journey to success.
  • Commitment eliminates the clutter in your mind and helps you focus on your goals.
His advice about strong teams is:
  • A strong team requires strong individuals.
  • Every teammate is responsible for a different job, and everyone counts on everyone.
  • Everyone shares the same goals.
  • Everyone has to buy in to the leader’s vision.
  • Camaraderie and spirit are the heart of a real team.
One of my most favorite set of takeaways from the book are where Lewis reminds readers of Dale Carnegie’s timeless twelve rules for winning friends and influencing people, dating back to 1936:
  1. Never criticize, condemn, or complain.
  2. Give honest and sincere appreciation.
  3. Arouse in others an eager want.
  4. Remember people’s names and use them.
  5. Talk in terms of other people’s interests.
  6. Avoid arguments.
  7. Being in a friendly way.
  8. Appeal to the nobler motives.
  9. Dramatize your ideas.
  10. Throw down a challenge.
  11. Let the other person save face.
  12. Ask questions instead of giving orders.
And here is some other advice Lewis references in the book:
  • If you have integrity, nothing else matters. If you don’t have integrity, nothing else matters. – Alan Simpson.
  • If you want your dream to come true, you first must have a dream. – Tom Lewis
  • To be a leader you must earn the trust of others. Trust is the natural result of trustworthiness. – Dennis Prager
  • Being a good leader requires only three things: a clear vision, trustworthiness and compassion.
Add this book to your reading list. It's worth your time!

Comments

Popular posts from this blog

Be The Leader You Want To Be

“By focusing in specific ways on five key leadership elements— Purpose, Process, People, Presence, and Peace —you can increase your time, capacity, energy, and ultimately your leadership impact,” explains  Amy Jen Su , author of the book,  The Leader You Want To Be: Five Essential Principles for Bringing Out Your Best Self—Every Day . Su shares both Western management thinking and Eastern philosophy to provide a holistic yet hands-on approach to becoming a more effective leader with less stress and more equanimity. She draws on rich and instructive stories of clients, leaders, artists, and athletes. And, she focuses on three foundational tenets: s elf-care, self-awareness, and personal agency . Most important, Su explores in depth, chapter-by-chapter the  Five Ps : Purpose  – Staying grounded in your passions and contributions, doing your highest and best work that has meaning and is making a difference. Process  – Relying on daily practices and routines that ho...

The Six Dimensions Of Being A Healthy Leader

In  Bob Rosen ’s book,  Grounded: How Leaders Stay Rooted In An Uncertain World , he explains that there are  six dimensions of being a healthy leader : Physical health : how you live. How you manage your mind and body – managing your energy and living a peak performance lifestyle. Emotional health : how you feel. This is about being self-aware and having positive emotions and the ability to be resilient, catching yourself when you have a counterproductive thought. This also includes seeking feedback from others about how you act and trying to be more reflective. Intellectual health : how you think. This is about asking questions, being deeply curious and seeing changes as an opportunity to grow, learn and reassess the way you see and talk about the world. Social health : how you interact. This is about authenticity. How do you build relationships? Are you being honest about yourself? Are you comfortable being vulnerable? Do you consider other people’s viewpoints? Vocatio...

How To Demonstrate Your Leadership Credibility

  Demonstrate your leadership credibility by: Practicing what you preach. Walking the talk. Ensuring your actions are consistent with your words. Putting money where your mouth is. Following through on your promises. Doing what you say you will do. Good, quick tips from the book. The Leadership Challenge .   Thank you to the book’s publisher for sending me a copy of the book.  

How To Lead With Purpose

“Purpose is the why behind everything within an organization,” says author John Baldoni, of the book,  Lead With  Purpose . Baldoni also believes that  it is up to leaders to make certain that organizational purpose is understood  and acted upon. And, to harness the talents of their employees, leaders must recognize their responsibility to instill purpose in the workplace. Other recommendations include: Make purpose a central focus Instill purpose in others Make employees comfortable with ambiguity Turn good intentions into great results Make it safe to fail (as well as prevail) Develop the next generation According to Baldoni, purpose forms the backbone of what an organization exists to do; upon which you can build vision and mission. To define an organization’s purpose, you must ask three questions: 1.  What is our vision  — that is, what do we want to become? 2.  What is our mission  — that is, what do we do now? 3...

The Ordinary Skills Of Exceptional Leaders

New York Times - bestselling author, chartered psychologist and Professor of Leadership at the University of Exeter Business School, John Amaechi , has released It’s Not Magic: The Ordinary Skills Of Exceptional Leaders .   It’s an important read for particularly managers, executives, board members, and other business leaders, and anyone else expected to motivate and inspire others to achieve great things.   The book walks you through the seemingly obvious but difficult-to-nail mindsets and intentions you’ll need to adopt to influence and motivate others. You’ll learn strategies and techniques you can apply immediately, including:   Easy-to-follow explanations of the straightforward behaviors you can model to improve your ability to lead others. Habits you can adopt immediately to motivate others in any setting, from the boardroom to the classroom or the battlefield. Data-driven insights into the tiny, little things that great leaders do every day and how to incorporate t...

12 Golden Rules Of Effective Communication

  Here are the 12 golden rules of effective communication from  Paul Falcone , as highlighted in his book,  2600 Phrases for Setting Effective Performance Goals . Always remember to: Recognize achievements and accomplishments often. Celebrate success. Deliver bad news quickly, constructively, and in a spirit of professional development. Praise in public, censure in private. Assume responsibility for problems when things go wrong, and provide immediate praise and recognition to others when things go right. Create a work environment based on inclusiveness, welcoming others' suggestions and points of view. Listen actively, making sure that your people feel heard and understood and have a voice in terms of offering positive suggestions in the office or on the shop floor. Share information openly (to the extent possible) so that staff members understand the  Why  behind your reasoning and can ask appropriate questions as they continue along in their own path of caree...

Wisdom From The Book, The Art Of Being Unreasonable

Early on in Eli Broad's book,  The Art of Being Unresaonable , he reminds us of the power of a child's instinctive asking, " Why not? "  Unfortunately, most adults lose that habit and Broad goes on to explain that it was his continuing to ask "Why not?" throughout his career that brought him success. " The questions you're willing to ask when others think they have all the answers are doors to   discovery ," says Broad. Other words of wisdom from the book, and my favorite takeaways, include : Most successful businesses have to begin by  bucking conventional wisdom .  Invention and innovation don't happen without it. Do your homework  no matter how much time it takes. Big ideas don't happen in a moment . You can't do it all yourself, so  ask questions and delegate . The trick to delegating is to  make sure your employees share your priorities . Find the best people to whom you can  delegate, and know their strengths an...

How To Talk About Poor Performance With An Employee

As a leader, the time will come when you will have to speak with an employee about his or her poor performance. Perhaps that time is now as you conduct year-end performance reviews. So, here are six steps that will guide you through that process : 1.  Tell him what performance is in need of change and be specific. 2.  Tell him how his actions negatively affect the team. 3.  Let the discussion sink in. 4.  Set expectations of performance improvement and timeframe, and get his agreement on the desired outcome. 5.  Remind him that he is a valuable part of the team and that you have confidence his performance will improve. 6.  Don't rehash the discussion later. You made your point. Give him time to make his improvement.

Acknowledge Employee Milestones

Your employee will appreciate your acknowledging their birthday, advanced degree graduation achievement, wedding engagement, wedding, or other personal milestone event. If he or she shares with you information about any important event in their life, take the opportunity to congratulate them, honor them and acknowledge them. You can give them a card. Or, take them to lunch. Or, even a simple handshake can go a long way. Taking an interest in your employee goes a long way and it's one of the easiest,  meaningful  actions you can take. If you manage a large team, you'll likely want to create a way to help you remember upcoming milestone events for each of your employees.

How Dignity Is Different From Respect

In their book,  Millennials Who Manage , authors  Chip Espinoza  and  Joel Schwarzbart , quote Donna Hicks's explanation about how  dignity is different from respect . Dignity is different from respect in that it is not based on how people perform, what they can do for us, or their likability. Dignity is a feeling of inherent value and worth. Therefore, Espinoza and Schwarzbart recommend that leaders treat those they are leading with dignity and follow Hick's  10 Essential Elements of Dignity : Acceptance of Identity  - Approach people as being neither inferior nor superior to you. Assume that others have integrity. Inclusion  - Make others feel that they belong, whatever the relationship. Safety  - Put people at ease at two levels: physically, so they feel safe from bodily harm, and psychologically, so they feel safe from being humiliated. Acknowledgment  - Give people your full attention by listening, hearing, validating, and respondin...