Skip to main content

How To Find Your True Purpose And Avoid Purpose Anxiety

 

Having a sense of purpose has been scientifically proven to help people find happiness, longevity, and health. But lots of us are also worried about purposeā€•having purpose anxietyā€•estimated to affect as much as 91% of people. That purpose anxiety is the fear of not knowing your purpose in life.

ā€œMost people understand the term purpose but have no idea how to take action to discover what it means in their lives,ā€ says hospice medical director Jordan Grumet, author of the new book, The Purpose Code: How To Unlock Meaning, Maximize Happiness, And Leave A Lasting Legacy. 

Furthermore, explains Grumet, ā€œIt turns out that we fundamentally misunderstand purpose and the role it plays in our lives. In fact, there are two distinct types of purpose. One will lead to anxiety and disillusionment; the other will lead to connection and legacy.ā€ 

Grumet uses personal anecdotes and examples from years of his hospice work to illustrate that true contentment comes from filling our lives with enriching activities that lead to connection and, ultimately, legacy, in a time when we all need it more than ever. 

According to Grumet, there is Big P purpose and Little P purpose. Big P leads to disappointment. Little P leads to happiness. Big P is characterized by grand audacious goals, anxiety, and disillusionment. Little P is process oriented and involves simple small steps and incremental gains toward purpose. 

As you read the book you will learn how to: 

  • Chart a course for you to reach happiness through understanding purpose and human truths behind the concepts of meaning and purpose (including life review therapy and simple ways of healing generational trauma).
  • Use practical and proven framework for unlocking your real purpose and show you the life-changingly enjoyable way to climb to goals, regardless of your situation in life.
  • Embrace that true purpose is created, not found. 
  • Conduct a life review to use a structured list of questions to help assess the important moments, regrets, and themes in your life. This will help you develop a plan for the future.  
  • Use the art of subtraction to help find lifeā€™s positives. How to start with a comprehensive list of your current daily duties and slash out the parts that do not bring joy or fulfillment. 
  • Get experimental with the spaghetti method. How to be open to trial-and-error, say yes to people and activities that you normally would not. How to step into potential discomfort to unlock new levels of self-discovery, even if it may look foolish.           

ā€œFinding happiness has never been about creating big audacious goals that we may or may not be able to achieve. True contentment comes from filling our lives with enriching activities that lead to connection and, ultimately, legacy,ā€ shares Grumet. 

Finally, Grumet states that if you are authentic and intentional about living a purposeful life, you will attract like-minded individuals who will nourish and support you. He adds, ā€œWhen we connect with other people around our sense of purpose, we are much more likely to affect them in profound ways that create a long-lasting legacy.ā€ 

The Purpose Code is a compelling self-help book, terrific for leaders to read as we start the 2025 new year. 

Thank you to the bookā€™s publisher for sending me an advance copy of the book.

Comments

Popular posts from this blog

6 Ways To Seek Feedback To Improve Your Performance In The Workplace

Getting feedback is an important way to improve performance at work. But sometimes, it can be hard to seek out, and even harder to hear.  ā€œFeedback is all around you. Your job is to find it, both through asking directly and observing it,ā€ says David L. Van Rooy, author of the new book,  Trajectory: 7 Career Strategies to Take You From Where You Are to Where You Want to Be . As today's guest post, Van Rooy offers these  six tips for how to get the feedback you need to improve performance at work . Guest Post By David L. Van Rooy 1.       Donā€™t forget to as k :  One of the biggest mistakes people make is assuming things are going perfectly (until they make a catastrophic mistake). By not asking, youā€™re missing out on opportunities for deep feedback: the difficult, critical feedback that gives you constructive ways to improve. 2.       Make sure you listen :  Remember, getting fee...

Sample Of Solid Business Guiding Principles

I really like these  10 guiding business principles  that San Antonio, TX headquartered insurance company  USAA has lived by: Exceed customer expectations Live the Golden Rule (treat others with courtesy and respect) Be a leader Participate and contribute Pursue excellence Work as a team Share knowledge Keep it simple (make it easy for customers to do business with us and for us to work together) Listen and communicate Have fun Too many companies don't make it simple for their customers to do business with them. Is it easy for your customers to: Buy from you? Make returns? Get pricing and terms? Receive timely responses to their e-mails? Quickly get answers when phoning your company? You can find more examples of companies with impressive guiding principles in the book,  1001 Ways To Energize Employee s .

Effective Listening: Do's And Don'ts

Here are some great tips from Michelle Tillis Lederman's book, The 11 Laws of Likability .  They are all about: what to do and what not to do to be a leader who's an effective listener : Do : Maintain eye contact Limit your talking Focus on the speaker Ask questions Manage your emotions Listen with your eyes and ears Listen for ideas and opportunities Remain open to the conversation Confirm understanding, paraphrase Give nonverbal messages that you are listening (nod, smile) Ignore distractions Don't : Interrupt Show signs of impatience Judge or argue mentally Multitask during a conversation Project your ideas Think about what to say next Have expectations or preconceived ideas Become defensive or assume you are being attacked Use condescending, aggressive, or closed body language Listen with biases or closed to new ideas Jump to conclusions or finish someone's sentences

The Benefits Of When Everyone Leads

Itā€™s only January and the new book, When Everyone Leads , could likely be my pick for the best new leadership book of 2023. Itā€™s that good. Thereā€™s still nearly a whole year ahead of us so weā€™ll see what other books debut. In the meantime, add this book to your must-read list.   Youā€™ll learn that: Leadership is an activity, not a position. Leadership is mobilizing others to make progress on the most important challenges. Leadership is interactive, risky and experimental. Leadership comes in moments. Leadership is always about change.   When Everyone Leads , by Ed Oā€™Malley and Julia Fabris McBride , presents a revolutionary approach to leadership; not based on position or authority, but an activity that anybody can undertake by learning to spot opportunities for improvement and taking the initiative to engage others.   ā€œIt can be unfamiliar and uncomfortable, but in a culture where everyone leads, organizations start to make progress on their most difficult proble...

Good Sample Business Principles

I really like these 10 guiding business principles that San Antonio, TX headquartered insurance company  USAA  lives by: Exceed customer expectations Live the Golden Rule (treat others with courtesy and respect) Be a leader Participate and contribute Pursue excellence Work as a team Share knowledge Keep it simple (make it easy for customers to do business with us and for us to work together) Listen and communicate Have fun Too many companies don't make it simple for their customers to do business with them.  Is it easy for your customers to: Buy from you? Make returns? Get pricing and terms? Receive timely responses to their e-mails? Quickly get answers when phoning your company? You can find more examples of companies with impressive guiding principles in the book, 1001 Ways To Energize Employees .

How To Avoid 8 Common Performance Evaluation Pitfalls

As the year comes to a close it's likely time for many business leaders to tackle the annual performance appraisal process. So, here is a good reminder from author Sharon Armstrong about how to avoid eight performance evaluation pitfalls .  These are in what I consider is the best chapter of the book The Essential HR Handbook , that she co-authored with Barbara Mitchell. 1.  Clustering everyone in the middle performance-rating categories 2.  Overlooking flaws or exaggerating the achievements of favored employees 3.  Excusing substandard performance or behavior because it is widespread 4.  Letting one characteristic - positive or negative - affect your overall assessment 5.  Rating someone based on the company he or she keeps 6.  Rating someone based on a grudge you are holding 7.  Rating someone based on a short time period instead of the entire evaluation period 8.  Rating everyone high, to make you look good There's ot...

5 Tips For Generating Ideas From Employees

Your employees have lots of ideas.  So, be sure you provide the forums and mechanisms for your employees to share their ideas with you.  Hold at least a few brainstorming sessions each year, as well. And, when you are brainstorming with your employees, try these five tips: Encourage ALL ideas.  Don't evaluate or criticize ideas when they are first suggested. Ask for wild ideas.  Often, the craziest ideas end up being the most useful. Shoot for quantity not quality during brainstorming. Encourage everyone to offer new combinations and improvements of old ideas.

Use A Board Of Advisors

David Burkus often provides valuable comments to my various Blog postings, and he's a person who effectively uses a board of advisors, instead of mentors, to help him achieve success. "I've found that in my life, it was easier and more effective to set up a board of advisors," said Burkus, the editor of LeaderLab . "This is a group of people, three to five, that have rotated into my life at various times and that speak into it and help me grow. I benefit from the variety of experience these people have." LeaderLab is an online community of resources dedicated to promoting the practice of leadership theory. Its contributors include consultants and professors who present leadership theory in a practitioner-friendly format that provides easy-to-follow explanations on how to apply the best of leadership theory. Community users can download a variety of research reports and presentations about leadership and leadership versus management. For example, a pr...

Top Five Factors That Drive Employee Loyalty

A 2010 survey by the Society for Human Resource Management shows that job security is what matters most to employees. And, having that job security helps to keep employees loyal.  Okay, that's really not too surprising during these times of high unemployment. Next on the list is benefits . The unstable economy, coupled with rising health care costs, make employer offered benefits more important than ever. Third on the top five list is an employee's opportunity to use his/her skills . When employees feel good about their jobs and their abilities, and clearly know they are contributing to their organization they remain engaged and loyal.  In fourth place is an organization's financial stability . Compensation came in fifth on the top five list. Employee pay often is not the most important driver for employee retention.  Despite study after study that shows pay is not the top reason employees stay with a company, research results like these often surpris...

Resolve To Find A Mentor In 2011

Having a mentor is one of the best things you can do to advance your career as a leader. So, decide today to secure a mentor who will work with you during 2011. Make that one of your New Yearā€™s resolutions. A mentor can benefit leaders new to their leadership role and they can benefit experienced and seasoned leaders, as well. A strong mentoring relationship allows the mentor and the mentee to develop new skills and talents, to build confidence, and to build self-awareness. Proper mentoring takes a commitment from both parties and it takes time to develop and to reap the rewards of the relationship. Plan to work with your mentor for no less than three months, and ideally for six months or longer. When seeking out a mentor, think about these questions: 1.  Will the relationship have good personal chemistry? 2.  Can this person guide me, particularly in the areas where I am weakest? 3.  Will this person take a genuine interest in me? 4.  Does this person ha...