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Vital Germaine provide content rich blogs with tips and tools to help you and your organization move forward.


Filtering by Tag: employee engagement

Optimize your team performance with these 7 steps.

Vital Germaine

It's never easy to keep your team focused, motivated and performing at optimum capacity. Flat-lining at some point seems to be inevitable. How can you prevent this ailment that costs the US economy up to $550 BILLION annually in lost productivity? More simply than you think. 

Humans tend to flat-line when they become board and uninspired, be it at work or life in general. The sense of excitement and passion withers away through repetition and monotony. Corporate bureaucracy, leadership and culture are the guilty parties. Rigid corporate strategies, rules and tradition tend to stifle passion and motivation by slowing down the process of inviting and embracing the new, the different. 

Here are the 7 steps to revitalize your workforce

1. DISRUPTIVE LEADERSHIP: The number 1 killer of innovation and employee engagement are controlling managers, rigid SOP's, un-defined cultures, and outdated strategies... "It's how we've always done it". By continually repeating yesterday's success formula, we plant the seeds of stagnation. Everybody within that static culture will disconnect from their original "why" and lose the growth mindset that keeps successful companies relevant and competitive. You risk inviting them to perform on auto-pilot. Keep them on their toes by consistently challenging them. Leadership must invite and inspire change.

Without being challenged we stagnate, GET BORED, become complacent.

The challenge is not in the form of peer rivalry and comparison, but rather healthy competition whereby they  mutually encourage and elevate each other's game.

Challenge your team by inviting them to find a solution to a problem - allow them to flex their creativity and decision-making muscles. Empower them with added responsibility. Empower them by encouraging them to express themselves and in turn listening to their ideas, suggestions and solutions.

Once you've inspired and empowered your team, get out of their way, relax and enjoy their success.

2. PERSONAL DREAMS: Also, connect their personal aspirations/dreams to the workplace so they evolve as individuals within your company - yes, you risk losing them as they pursue their own goals - but on the flip-side, do you really want their unmotivated and disengaged persona to stay and contaminate your culture, your brand and your customer base? 

3. AUTONOMY and INCLUSION: When you relinquish the reins and trust them with a project or the added responsibility, that project will feel like they own it. Ownership is powerful. They will carry that responsibility with pride because it belongs to them. They will nurture it like their own baby, filled with love, understanding, purpose, joy, commitment, passion, and fulfillment. 

4. COMFORT ZONE: Make sure that the challenge is not overwhelming, intimidating or simply beyond their ability - it will trigger a fight, flight or freeze response. However, definitely push them beyond their comfort zones. Give them the gift of control. Get management out of their flight path - take away the roadmap. Let them figure out what the destination is and how to get there. Offer support and resources when necessary. Sit back, watch them grow and fly without a net.

5. OBLITERATE THE BOX: As a former Cirque du Soleil performer, team captain and recently as a consultant and facilitator for their newly created corporate training platform called CIRQUE SPARK sessions, I learned many invaluable lessons from Cirque's philosophy. They constantly push themselves and their team members - they encouraged us to extend our vision beyond the existing horizon and ignore the limitations of the proverbial box.

6. RISK | EXPLORATION | FAILURE: The side effect is the exploration and discovery of so many more options and possibilities.  The freedom with which Cirque gifted its performers, allowed us to spread our wings, thrive and FLY WITHOUT A NET. They encouraged creativity: expression, exploration, risk-taking, and failure as an option. But without providing us the appropriate leadership, environment, tools and liberty (void  of anarchy and chaos), we would flatline, become disconnected, and lose our passion, drive and commitment to excellence.

This philosophy of empowerment inspired us to explore, learn, grow in confidence, and remain focused and committed to maintaining and enhancing the expected Customer Experience that is synonymous with the Cirque du Soleil brand. 

7. FUN: Bring it all together in an environment and culture that is fun. We learn more when having fun and are more receptive to change, growth and responsibility. Companies with fun, happy cultures experience on average 20% higher profits with elevated retention numbers.

Thank you for reading. Subscribe to my YouTube Channel

If this blog was of value, please feel welcome to comment, steal, borrow and share.



Becoming a better leader by less words.

Vital Germaine

I recently experienced a very unique and memorable Leadership Excursion. What made it so memorable is that horses were both the teacher and the student. The experience reinforced the power and impact of our non-verbal communication.


Here are 3 crucial take aways that will make you a stronger leader and more effective communicator. 

1.    Self-awareness

The Horsemanship Leadership Excursion began with the trainer (Kaitlyn), and owner Kri, helping us understand the fragility in developing a strong bond between the horse and the trainer. Be trustable, likable and relatable - this definitely applies in real world scenarios. Each horse is very unique, as are humans. Both the horse and the human participants are observed in regards to their characteristic strengths and weaknesses. That information is shared to help build self awareness (emotional intelligence), with the objective that leaders and employees can grow and improve their skills and clarity of communication and elevate engagement.

An organic synergy needed to be developed between horse and trainer, with the horse being very sensitive to all levels of the trainer’s energy and personality. The stronger and more streamlined the synergy or relationship is, the greater the odds of success… perhaps this sounds just like the workplace and client experiences you live.

 2.    Clarity and Simplicity

For those of you familiar with Albert Merhabian, you will know that 55% of communication is body language, and only 7% are words, with the remaining 38% based on facial expressions or tone of voice. Most of us confuse our colleagues because our words and facial expressions don’t fully align with what our body is saying. We complicate the communication with unnecessary information. If Mehrabian’s 7%-38%-55% rule is true, then how often have I (you) potentially confused team members through incongruent communication.

Miscommunication costs organizations money!

David Grossman reported in “The Cost of Poor Communications” that a survey of 400 companies with 100,000 employees each cited an average loss per company of $62.4 million per year because of inadequate communication to and between employees. Debra Hamilton asserted, in her article “Top Ten Email Blunders that Cost Companies Money,” that miscommunication cost even smaller companies of 100 employees an average of $420,000 per year.

 A Watson Wyatt study found that companies that communicate most effectively are more than 50% more likely to report turnover levels below the industry average compared with only 33% for the least effective communicators.

3.    Anticipation

The horse trainer highlighted that the major component of effective interaction and “teambuiling” was her need to anticipate the horses behavior. This made me think of how great leaders are sensitive/aware to the pulse of their workforce. It allows them to make needed adjustments ahead of time, minimizing roadblocks or loss of enthusiasm. Equally, in order for business and organizations to remain relevant and competitive, they must be fully aware of shifts in markets and trends… they must anticipate on all levels.

Bring it together. Implement these 3 steps and experience a significant improvement in all your personal and business relationships. Employee productivity and company efficiency will also increase.


Vital Germaine

President of ENGAGEteams360

Top-selling author, Vital Germaine is also Las Vegas' most dynamic keynotes speaker and corporate trainer. His sessions are an experience designed to inspire extraordinary performance. BOOK VITAL TODAY for:

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Read the revised edition of IMAGINATION WILL TAKE YOU EVERYWHERE, shaping the mindset of transformation and innovation for leaders and cultures.

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Is motivation an empty promise.

Vital Germaine


We’ve entered an era with motivation pops up everywhere in our lives. Do more of this! Try these 3 steps! Be positive! That’ not really how motivation works.

Ironically, I am considered or called a motivational speaker. I've never liked that label. As a speaker and trainer, I only INSPIRE action or change. CNN legal and social commentator  and "motivational" speaker, Mel Robbins, gives a great talk on this topic

mo·ti·va·tion ˌmōdəˈvāSH(ə)n/noun: the reason or reasons one has for acting or behaving in a particular way.

What is motivation?

Motivation is not an external force. It is an internal desire, hunger or need to change something.  It’s built on your sense of purpose (your WHY). Finding your purpose is not an overnight solution. It’s something that is cultivated over time. Yes, some know without a doubt what their purpose and passion is at a very young age. Most aren’t that fortunate. Be patient in finding your purpose. Nuture it consistently until it becomes evident and fuels your drive. Don’t really on others to motivate you… that’s only short-term fuel that won’t get you there.

The only "motivation" somebody can gift you with is to help you feel empowered by building your confidence and belief, or providing hope that they can - the can only inspire you. Add enthusiasm or optimism to that inspiration and you are cleared for take off.

Don’t be fooled by short-term promises disguised as motivation. Dig deeper and find true motivation (purpose) within YOU. Understand what you really want by digging deeper than the superficial desire.

Something probably happened during your childhood (positive and/or negative) that established your sense of purpose. Take time to connect with that most authentic WHY. You will be surprised!

If this blog was of value, please feel welcome to comment, steal, borrow or share.

Thank you for reading,


#1 Reason Why Employees Quit

Vital Germaine

We have all experienced at one point in our careers a bad boss! The boss who disrespected us, bullied us, harassed us, was indifferent, rude, belittling or simply didn’t like us. It heavily affected our performance. Maybe you took a few more sick days off as a result. Some of you became less effective or focused on the job. Perhaps your attitude became negative and contagious? Did you become more confrontational, indifferent or even a bad employee?

These are typical symptoms of the unhappy disengaged employee and it costs businesses not only dollars in lost productivity, but heavily impacts customer experience and the reputation of a brand. It only takes one bad manager or boss to cause a chain reaction within your culture.


  1. The number 1 reason why people quit their jobs is a bad boss or immediate supervisor - Gallup poll of more than 1 million employed U.S. workers
  2. 2 MILLION Americans a month voluntarily quit their jobs - The US Department of Labor Bureau of Labor Statistics
  3. 1 in 2 employees are not happy at work - Gallup survey of 25 million employees, part time and full time, in 189 different countries.

To optimize team dynamics it's crucial to have a solid culture that allows employees, if not invites them to thrive. Leadership must constantly and respectfully reinforce that culture and inspire the team to excel and expand. 

You can't blame an employee for quiting on you because their boss is a ??? As an employee, know when to quit and when to stay! Here's a tip (see graphic)

Too many companies allow bad bosses to remain in positions of management or leadership without fully realizing the negative impact is has on their bottom line! Sometimes it's a reflection of the CEO or executive leadership and culture they establish by example.  

As leaders it's wise to frequently self evaluate and make sure you are not the bad boss that makes people quit. Be the boss that inspires greatness. Lead to empower not to have power.

If this blog was of value, please feel welcome to borrow and/or share. 

THANK YOU for reading - Vital Germaine


Vital Germaine


Actively disengaged employees cost the US economy $500 billion annually, simply because they are not happy!



  • Is your company culture, or your leadership, remotely contributing to this statistic?
  • Are you inspiring greatness, peak performance, collaboration and happiness from your employees.
  • Is your team as engaged as they should or could be?

The mental wellness of your work force and company culture has such profound effects on your company's bottom line.  It's simple!  When we’re happy, we’re simply better. We’re better leaders, better lovers, better parents, employees, friends… better everything.

Have you ever noticed that when you are happy, things fall into a place a little easier: the sky's a little bluer. You don't notice all the red lights on the way to work - in fact, there are no red lights. When our mindset is positive, we have more clarity, more energy, more focus and of course more confidence. WE BECOME BETTER LEADERS... BETTER HUMAN BEINGS.

The math behind a happier mindset. Happy, forward thinking companies are up to %20 more profitable according to Gallup.  

There is sadly not enough happiness in the workplace.

According to a Gallup, who surveyed 25 million employees in a 189 different countries, to determine employee satisfaction and engagement, concluded that 1 in 2 employees are not happy at work! 

By inspiring relevant paradigm shifts within yourself as well as your company culture, these "unhappy" facts can be turned around very easily. The change will stimulate personal and professional growth and benefits.

On a spiritual level, one could say HAPPINESS is a question of vibrating at a higher frequency. On a chemical or scientific level, it's about stimulating the production of key hormones like, Serotonin, Oxytocin and my favorite, Phenylathamine (chocolate!!!).  Be it spiritual or scientific, happiness comes down to mindset, lifestyle, attitude and perspective. It's the result of a series of choices.

Is your leadership stimulating happiness and satisfaction in your team, thus maximizing their contribution and impact to the relevance and growth your company (or your own life)? If so, SMILE and be happy - stay calm and carry on :)

If this blog was of value, please feel welcome to borrow and/or share.