The impact of employee-centric cultures

Leadership and team members deliver the brand promise. Choose them well. Train them even better. Design an employee-centric culture and you are destined for success.

Not all brands, leaders and cultures are created equal. Some fail while others thrive. And the reasons are not rocket science.

Prior to becoming a international keynote speaker and corporate trainer, I had the honor of performing in Cirque du Soleil. I did it for over 5 years as team captain and original cast member of the ground-breaking Mystere, (and on tour with Quidam).

Here are some very simple and impactful insights I gained in regards to how Cirque was able to define and differentiate itself as a brand and dominated an industry.

1. CULTURE:

Cirque’s culture was evident from the moment I walked through the door of their massive training facility in Montreal. Though culture is intangible, it should be apparent at a glance. Cleverly chosen words do not define a culture. Furthermore, giving culture a description on paper doesn't mean that's what it is.

The behaviors and habits of everybody that works for your business, company or organization must not only "know" those cleverly chosen words, they must become those words. Executives, in particular, must embody them through their daily habits and the way they treat their employees.

For example (let's state the obvious)

• If you work in a fashion or lifestyle sensitive/aware industry, your CEO had better be trendy!

• If innovation is a part of your brand or culture, then executives had better have an innovation mindset: diversity, open-mindedness, the encouragement of idea sharing, exploration, risk and failure as a footprint.

• If you work in a health and wellness inspired industry, then people working in your stores should look healthy and athletic. And to be politically incorrect, you might not want your "overweight executives" to be on a first name basis with the local McDonald's cashiers. 

If the brand promise and employee actions are not congruent, starting at the executive levels through upper and mid management, then the core values risk becoming diluted. As a result, your frontline workers will be left confused, handcuffed and isolated without a compass or warmth. This will turn your brand anemic.

Execs, be honest with yourselves, do you personify the company core values, vision and mission?

2. INNOVATION IDENTITY:

Cirque had a clear innovation identity. It was immediately announced through their choice of facility. They established an environment designed to bring to life their vision and mission of innovation, uniqueness and excellence. They adopted and transformed an abandoned fire station in Montreal, affectionately named Angus, to become their “factory”.

Strangely enough, there was no avant-garde interior design on display. There were no Oompa Loompas meandering the premises doing strange dances. I didn’t witness any magnificent sculptures or art, nor bright colored walls to inspire or promote creativity. All these elements would have helped... they came years later in a new state-of-the-art facility. Nonetheless, the fact they had chosen an abandoned fire station sent a subliminal message that they were cool, fun, eccentric, and willing to defy context of their market place. All with the purpose to be innovative and deliver entertainment excellence.

3. VALUES:

Every person I met that first day within the confines of Angus’ walls, appeared different and aligned with the little I knew about the company... the core values. Nobody was here by coincidence — all by design and careful selection. Even those who appeared to have “mundane” jobs belonged in this “factory” where the zaniest creations were conceived and built. Even the air inside reeked of dedication, focus, advancement, passion, and a commitment to excellence. “Be Extraordinary,” echoed from each nook, cranny and crevice. That's how everybody behaved. 

4. PURPOSE:

This can be broken down or defined in different ways inclusive of the vision and mission statements. Cirque's purpose has inevitably changed since they were officially founded back in July of 1984 in Baie-Saint-Paul, Canada. The essence remains the same. In 2012, the mission statement read, “To invoke the imagination, provoke the senses and evoke the emotions of people around the world.” Many additional statements relating to their mission have been cited, including this one, which is a better summary of who they are, and what they represent: “For Cirque du Soleil, dreaming is an integral part of our philosophy: To take the adventure further, push our dreams further, and, above all, believe that our people are the engine of our enterprise. At Cirque du Soleil, we offer our artists and creators the freedom they need to imagine their most incredible dreams and bring them to life.”

I'd argue they embodied this purpose driven philosophy. Their "words" danced, flipped and contorted. The purpose ran through the arteries of their product, processes, place and people. Let's be honest, it wasn't all poetic purpose. There was and is plenty of company BS and things to complain about. And at one point they experienced massive losses before Guy Laliberté sold. Why? In part because they stopped being authentic Cirque du Soleil: less innovation, less excellence and a copy past repeat process designed for quick profits and expansion. But complaining about Cirques company BS is not the issue at hand.

5. LEADERSHIP:

Leadership and team members deliver your brand promise. If you desire to win a championship, choose your team well. Start by hiring good leaders and managers, train them, define expectations and hold them accountable for behavior and results. .

Train people well enough so they can leave, treat them well enough so they don't want to. - Sir Richard Branson.

Take time to attract and find the right talent... then train them even better. Yes, you risk investing all that time, money and resources for them to leave and give value to another company. Train them anyway.

Has your company clearly defined and communicated the vision and mission? Is your culture evident? Is leadership authentic and walking the walk? If it's not, consider investing in that area. It will make all the difference regarding your brand strength, employee retention, market share, customer loyalty and your bottom line.

Thank you

Vital Germaine

PRESIDENT of ENGAGEteams360

Watch Vital’s keynote sizzle reel below.

Learn more about the Innovation Mindset, Leadership and Culture in the revised edition of: INNOVATION MINDSET, shaping the mindset of innovation and transformation for leaders and cultures.

Learn more about ENGAGEteams360's leadership and culture development strategies and solutions. We are different and definitely inspire transformation.

5 TOOLS TO TEACH EMPLOYEES HOW TO CARE

What is customer service without caring?

Caring brings value to relationships, ranging from personal to business. Without the element of care, customer service, sales and the building of meaningful relationships is a massive challenge. An even bigger challenge is to get those who don’t care, or care very little to up their game.

1. EMPATHY:

Empathy is now being taught at school. For some it’s an innate character trait, for others it’s learned behavior. The good news is that anybody with a decent level of empathy and a sprinkle of care in their heart will be great at customer service, building healthy relationships and succeeding.

Anthony Gucciarda, a natural health and human empowerment writer, speaker, and entrepreneur says, "Empathy is the highest form of intelligence." In an age when Emotional Intelligence (EQ) is becoming more relevant than ever (a trend), it is a gift that needs to be promoted and elevated by leadership as a requirement.

If your culture or team lacks care, don’t give up. Ask your, “I couldn't care less,” employees to try and imagine what it would be like in the customer's shoes or simply the shoes of anybody else. Ask your employees if they like to feel important, appreciated and valued. The answer will be yes. In the event that the answer is no and you have heavily invested in them with no success, it means they might be an ass-clown or a heartless sociopath. Send them on their merry, "don't give a crap!" way. Not everybody can be turned around through coaching. Know when to let go.

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2. KINDNESS & FRIENDLINESS:

Even people that don't care, know how to be kind, polite and friendly. These are traits of people who do care. They are behaviors that can be taught or “faked”. Remind your non-caring employees regularly to be kind, polite and friendly. Teach them caring vocabulary; "hello, I can help you, you're welcome, sorry (when needed), thank you, goodbye, visit again..." Learn more about communication in our training course: PURPOSE DRIVEN COMMUNICATION

Invest time in your people consistently through coaching and training. The new behaviors will eventually become a habit or even better, a new lifestyle. Implement the 21/90 Rule for best transformation results.

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3. SMILING:

A smile is so easy to share... even if you don't care. It’s a powerful tool. A smile is the most recognized non-verbal expression of goodness. A smile says that you are inviting a connection. It suggests you will be helpful and caring. I've seen the most indifferent people smile and look like they actually care. Danish musician, conductor and comedian, Victor Borge said, "A smile is the shortest distance between two people." Smiles are contagious if not infectious. Share many, often.

As leaders make sure that you embody the behaviors you desire from your team. Authenticity and integrity go a long way initiating cultural shifts. Non-verbal communcation (facial expressions and tone of voice) make for 38% of communication according to Albert Merhabian. 55% is through body language, with the remaining 7% the words we use.

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4. CURIOUSITY: 

Invite your employees to be curious about your customers (internal and external). Train and coach your employees to create strong human connections by being curious about the customer and their needs. Encourage them to go beyond the standard “needs analysis". Have them ask clients meaningful questions to get to know them. These questions should be somewhat personal but not invasive... don't be creepy!

Questions are the base of your needs analysis process, however, meaningful questions reveal more about your customer on a personal level (personalization and customization opportunity). Meaningful questions give the appearance that you care.  Meaningful questions also provide up-sell and cross-sell opportunities. Win win.

Questions should be open-ended ones that initiate a dialogue with a focus on the subject at hand… not the self. Be curious as to:

• Who they are...

• What they might enjoy... 

• What are their interests/hobbies. 

Curiosity will make them feel like you care.

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5. INSPIRATION:

Your organization needs leaders who inspire the desire to care… leaders who are passionate about the vision and mission of your brand and who will inspire team members to embody the values that define your organization.

“If your actions inspire others to learn more, do more and become more, you are a leader.” - John Quincy Adams.

If your lesser employees don't care about the company culture and their customers, there are ways to motivate them to act accordingly. Perhaps those lesser employees care about their personal performance. We all have a motivational trigger. Find what motivates people in your team and leverage those personal triggers. Speak their individual language. Fuel their ego to obtain the needed results. 

Ultimately you can't force change, you can only inspire it! The best form of leadership is by example… It starts with you and the cultural values. Lean on your all stars. Solicit their support to inspire the desired transformation. It won’t happen overnight. You’ll need a well designed action plan that is consistently and systematically implemented and re-inforced.

Thank you,

Vital Germaine, President ENGAGE Teams 360.

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If you CARE to comment or share your best practices on how to turn non-caring employees into Customer Experience ambassadors, please do. You will provide great service to many executives, managers and leaders. Please share or forward this article to anybody you think would benefit.

Vital is Las Vegas' most dynamic keynotes speaker and corporate trainer. Contact him today to learn more about his team development and leadership experiences. They are designed to inspire extraordinary performance.

BOOK VITAL TODAY for:

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Optimizing the risk / reward ratio

How do you minimize risk and optimize the rewards?

There is a "safe" strategy to optimize the outcome of your risks and minimize your losses. It’s a simple 5-Step roadmap.

1. EVALUATION: Compare and weigh out your best and worst-case-scenarios. Clearly define and understand the situation and the consequences.  Take the succesful Blackjack player. He/she, takes all aspects of risk into consideration before deciding to stick with the hand that’s been dealt or not dealt. What are the odds that the next card is what is desired? Before taking risks in your industry or business, ask such questions as:

• How influential will the value of that change be and how will the result impact your business, industry or economic landscape?

• Will the risk be too drastic or dramatic for the market to embrace?

• Do you have the time, the resources and an effective marketing strategy to subdue consumer resistance or confusion? Timing, packaging, and education of target audiences, play key roles in success or failure of any business venture, service or product.

• What can you live with in terms of loss? How much money is at stake and can you afford to lose that amount.

• What do market research percentages/data suggest? If the odds are in your favor, take the risk… consult step 2 to increase the odds or success.

2. EMOTIONAL INTELLIGENCE: Have a pulse on what the market is ready to embrace. If you have invested time in bullet point 1 (evaluation), then the accumulated data combined with your awareness of the market, customer purchasing behaviors and trends, will put you on track to succeeding. Be acutely aware that the market might resist regardless of how incredible the innovation is. Take into account how well your team is equipped to share the message. How much conviction and resources do you have up your sleeve to counter-act potential consumer alienation.

3. INTUITION: The great trailblazers and innovators connect with, and trust their intuition in conjunction with the element of planning and analyses (market research in business). The greats just seem to have a knack of knowing when and how to risk and expand their horizons. Intuition is not a blind act built purely on belief, it is your truest sense of knowledge. Intuition and instinct are not synonymous. Instinct is immediate and purely driven by the reptilian brain. Intuition includes your moral compass (values), gut, experience and the subconscious mind combining with your heart to tell you what is best or what is a negative vibe or energy.

Your gut or heart simply know. Modern research is showing that the heart sends more signals to the brain than the other way around. On a holistic level, the heart is connected to the source of universal knowledge. Police detective refer to this as a hunch… something they not only trust, but obey. Design a more promising future by connecting to your intuition. Leverage its power.

4. ADAPTATION: Innovation is a progressive journey that demands strategic change and adaptation. The willingness to fail along that journey is a must... there is always a period of incubation and a learning curve to navigate. Risk and innovation require patient nurturing while the product is sculpted. Without an ability to adapt, all and any risks are borderline reckless and ill-advised.

5. VISION: Let’s state the obvious. Without a clear vision (or mission), the venture is a train wreck in the making. Innovation offers no guarantees, though a plan or roadmap shortens the learning curve and the journey. Your vision should align with your core values. Integrity is a trait that delivers long term results. Your brand strength depends on it. Integrity inspires loyalty. Apple have had unsuccessful product launches, but years of integrity and honoring their vision, keeps clients coming back for the new innovation. Their clients know that Apple will quickly adapt and make it right. Think back to Microsoft’s Vista (a nightmare that took too long to fix).

The objective of all innovation is value creation. The outcome is optimized by minimizing consumer pain points and elevating the experience. It’s a tough and not so forgiving world out there. Be smart in your risk-taking.

To experience a deeper dive into the topic of risk and innovation, read the revised version of INNOVATION MINDSET - it includes new chapters and improved content. Learn to leverage your inner genius, reach higher and impact your leadership, cultural and personal mindset.

The Innovation Mindset is easily learned and implemented into corporate cultures. Contact us today to learn more about our impactful keynotes and training experiences.

Sincerely, Vital Germaine

About the author: former Cirque du Soleil performer and team captain, turned keynote speaker, trainer and topselling author.

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Do you care to elevate Customer Experiences?

During a recent corporate training, an executive raised the question, “Can you teach somebody to care?” The general consensus was surprising.

How much we care on any given day at work is relative or dependent on our emotional state at that time. In other words, our levels of care fluctuate. What is not relative is the correlation between caring and Customer Experience Index scores. CSI scores will influence your company's reputation and determine customer loyalty. When customers feel disrespected or insignificant, they simply don't return... furthermore, their reviews will effect your profits and brand strength.

The majority of executives in attendance agreed that the art of caring could not be taught. People either care or they don’t. How disappointing.

So how do you fix the problem of non-caring employees other than firing them, because on-boarding new hires costs time and money. There is a more effective solution. It consists of not only hiring the right people, but also providing great training. Teach them these 5 simple behavioral tools and they will act as if they truly care.

Leadership must first establish a culture of caring and happiness as the barometer. Then, provide those non-caring employees with actionable behavioral tools to reinforce the culture. Tools that when implemented, give the appearance of a person that does care. Read about the five tools that will make your employees deliver extraordinary experiences.

Vital Germaine

President ENGAGE

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The power of hugging_don't tell HR

The act of hugging falls under the sense of touch. It is such an underrated sense. Many humans are deprived of touch and it impacts their mental and emotional state incredibly.

Touch therapy is provided to premature babies who demonstrate an exponential increase in development and recovery. The same impact is present in every day life. It is a healing and motivating agent we can all share at any given time.

During a recent book signing, following a keynote presentation for approximately 800 attendees, I was surprised at the amount of people who wanted and initiated a hug. Modern society is lacking in warm and authentic connection.

Each hug caused a positive ripple effect, inspiring stronger and healthier connections. They became infectious.

Beyond the health benefits, hugging makes us more approachable, relatable and trust worthy. A good hug is the quickest and deepest way to connect, letting the other person know you care.

Research shows that when we trust somebody, more oxytocin is released, adding to the existing amount. The hug makes the other person not only feel good about us, but feel good about themselves.

BENEFITS OF OXYTOCIN AT WORK: Teams that caused or encouraged oxytocin release in each other were more productive and innovative, and enjoyed the tasks they were doing more, than those whose brains did not connect to their teammates. (Research by Paul J. Zak: ). Your company will experience lower absenteeism due to health or mood related issues. Your culture will be infused with enthusiasm, optimism and a general sense of corporate unity.

#hug a friend or colleague today.

The feel good factor is contagious and will impact your culture, your customers and of course your bottom line, if not simply those you care for, including yourself.

Corporate America is missing out on the power of hugs. Just make sure the hug is not "creepy" or too long. Men, be aware. Ladies, if a male hug feels uncomfortable or you question the givers intentions, communicate that. It's relative and open to interpretation. Ultimately, if your intentions of sharing a hug are genuine, authentic and healthy, it is a win win.

If no action is taken, then it becomes an HR thing OR… we could bring back the old-school Hollywood face slap????

HORMONAL BENEFITS OF A HUG

When we hug someone, oxytocin is released into our bodies via the pituitary gland. That hormone release lowers our cortisol levels (hormone responsible for stress, high blood pressure, and heart disease).

1. Hugs lower our heart rates

2. Hugs enhance relationships

3. Hugs can increase your self-esteem

4. Hugs can lower stress 

5. Hugs can lower the risk of heart disease 

6. Hugs can boost immunity

Stay healthy my friends.

When it comes to intimate relationships, one may need more than a hug. It then becomes a cuddle. This is one of the safest moments in any intimate relationship. It says, I care for you, you are safe here. And that is beautiful and powerful.

A hug a day keeps the doctor away.

THANK YOU,

Vital Germaine

President ENGAGEteams360.

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For more information about ENGAGEteams360 and our workspace wellness programs, log onto: ENGAGEteams360.com

Contact us today and elevate your company strength by elevating and empowering the people who define and deliver your brand promise.

10 tips to minimize conflicts.

Conflicts are inevitable and in many ways a healthy part of human interaction. They allow us to see and understand what is important to us and to others… the metaphoric line in the sand. However, left unresolved, conflicts fracture strong, meaningful relationships and weaken the works in progress.  Resentment builds, slowly turning to anger and disdain.

At the heart of most conflicts is miscommunication and most importantly, lack of understanding or empathy (emotional intelligence). The key is to resolve them quickly and effectively. How do you achieve that?

Here's how.

1.  MAINTAIN an optimistic outlook… by staying optimistic and hopeful, you will experience less frustration and therefore, more calm. A calm mind doesn’t get lost in the negative ego that fuels conflict.

2.  PRACTICE Empathetic listening… it’s not always about your perspective and opinion. Taking their angle into consideration could diffuse the issue.

3.  ASK the other person to suggest a solution. This one works wonders because it empowers the other person. Often times, anger is a result of having no power or voice.

4.  SEEK to understand… most conflicts are based on misunderstanding. If you focus on understanding, you may still disagree, but it’s hard to become negative or defensive. Did I mention empathy?

5.  CONSIDER your role in the conflict and adapt accordingly. Ultimately, we are responsible for our choices and behavior and can change them at any time. We can’t change the behavior of others. Conflicts are rarely based on one person or one side. This realization is the game-changer. Unfortunately, accountability is in big part the deal breaker. Carry this responsibility well and enjoy the rewards.

6.  ACKNOWLEDGE the opinions and perspective of others. Sometimes the simple act of acknowledging somebody else’s opinion is a massive first step to resolution. Let them clearly know you see and respect their point or perspective.

7.  STATE your case tactfully. Diplomacy goes a long way. Humans are emotional beings, with some being more sensitive than others. Tact doesn’t mean being soft or compromising your stance. Tact is about optimizing your emotional intelligence to secure a positive outcome.

8.  “ATTACK" the problem, not the person. This is the one that we too easily get caught up in. The problem becomes personal and we focus on accusing the person of wrong-doing. Though wrong-doing may be the issue, the root cause lies deeper. Take time to explore the real problem.

9.  AVOID the blame game. This is something we’ve probably all done at some point; blame. It may not be your fault, but you are always responsible for how you react or respond.

10.                ORGANIZE a necessary and concise meeting to openly discuss. Focus on the resolve. In the workplace this brings great value to allow the situation to be openly discussed in a meeting. The key it to use the time effectively and strategically. If you can’t meet in person, then do a video conference call (zoom, Skype or…). In a personal conflict situation, take a time out in a relaxed environment and address the issue openly and using the previous 9 steps… share this list with them too and both agree and commit to following this playbook. You’ve got this!

BRING IT ALL TOGETHER: Tap into your Emotional Intelligence and become more aware of your personal behavior, needs and emotional triggers. Become even more aware of the triggers in others. It’s a two-way street. Breathe, relax, step outside of yourself for a moment and respond from a healthy place void of stress, anger or unconscious bias. If you’ve executed all ten options and zero resolve has been established, you may be dealing with an ass%&*#. Walk away and cut your losses. It’s a long-term win win.

LEARN MORE: My online communication course has a whole session dedicated to this topic. While you’re there, you’ll obtain endless tools to improve your communication and relationships.

At ENGAGteams360 we specialize in transformational leadership. Our process is fun, relevant, actionable and memorable. We'd love to engage your team and initiate a behavioral paradigm shift that will impact your company culture.

Our results include, revitalized employees, elevated customer service, innovation, and happier and optimized cultures that strengthen your brand.

BOOK US TODAY and begin the transformation.

Sincerely,

Vital Germaine

PRESIDENT of ENGAGE Teams 360

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Elevate Your Leadership Worth With 2 Simple Behaviors.

It's common knowledge to say that company culture is at the heart of the success of every organization. The way in which your team interacts within itself heavily influences and determines how they will interact with your customers. However, as individuals we have the responsibility to not sit back and wait for leadership to spoon feed us on how to behave. 

As individuals we must have integrity and personal accountability in regards to our behaviors and standards if we want to succeed and elevate our value. 

Choose to "show up" for your own personal dignity and sense of integrity. Integrity is doing the right thing when no-one is watching. Doing and giving your best is always the right thing to do. 

1. INTEGRITY: Your personal accountability and integrity will create positive ripples, making you a leader by example and setting the tone for others to be inspired by. Behaviors and attitudes are contagious regardless of how high or low we find ourselves on the social food chain. We can elevate or deflate. It's a choice regardless of circumstance.

2. ACCOUNTABILITY: I once had what most might consider a bottom of the pyramid kind of job. I washed dishes!

Washing dishes neither held me back nor allowed me to lower my standards. I was neither ashamed nor did I lose motivation or belief. I still held myself accountable to deliver results with pride and dignity. I set a personal challenge and goal to be the best dish washer in town despite hating the job. Accountability is not always easy. Integrity is easily compromised. . 

Make it a habit to always deliver the best of you. Commit to being extraordinary. Always choose to SHOW UP. Elevate your leadership and human value by doing what’s right and acting with responsibility for your choices.

Consistency transforms action into habits and habits determine who you will or won't become. Stay focused and committed because that approach will influence, overlap and benefit you in all aspects of your life.

Vital Germaine

President of ENGAGE Teams 360

Learn more in the REVISED EDITION of: INNOVATION MINDSET, shaping the mindset of innovation and transformation for leaders and cultures.

In the REVISED EDITION you will get insight into Cirque du Soleil’s highly successful and industry-defining process.

You'll learn how to inspire extraordinary performance from your workforce. The book provides actionable tools for leaders to leverage in office-space scenarios.

The book also includes interviews with thought leaders from different industries: Tim Sanders, New York Times Best-selling author and former Yahoo executive. Jordan Adler, Best-selling author and MLM Millionaire. Randy Sutton, former police detective and TV News contributor. Dennis Bonilla, Executive Dean at UoPX and former U.S. Navy Nuke!“Creativity is not a skill or a talent. It’s a mindset. Find your inner Da Vinci!”

Learn about ENGAGEteams360's leadership and culture development strategies and solutions. We are different and definitely inspire transformation.

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Cultural Diversity, why is it not working?

One of the most powerful lessons I've learned about diversity is when I Naturalized and became a US Citizen in 1999.

During the ceremony, the judge declared that becoming American did not mean you were no longer your previous nationality. It wasn't a question of "you're either with us or against us." Your old culture can co-exist with your new nationality (on paper) in this wonderful country.

I more recently had the honor to emcee and deliver a keynote for the "Celebrating Our Leaders" event. Here's why it was so impactful and relevant.

They had attendees from an assortment of nations; Zimbabwe, Australia, South Africa, The Netherlands, Malaysia, The Philippines, Belgium, Germany and the United Kingdom. 

It completely illustrated what it should look, taste and feel like. If only the world could replicate this harmonious coming together of differences. 

Everybody seemed to on the same page with a common goal, a common purpose, and a collective desire that brought them together regardless of their color, creed, socio-economic background or gender. Their commonalities made it a United Nations in harmony. It was a question of seeing, recognizing and acknowledging each other for our differences.

One of the South Africans shared a Zulu greeting, Sawubona, which in essence translates to “I see you.” Sawubona is also infused with the belief that when others “see” me, then I exist. Empathy is the ultimate form of seeing somebody and telling them, “Sawubona.” This encounter taught me much.

I realized that diversity is not a corporate program or a politically correct implementation strategy.

The truest and most authentic form of diversity is an organic, natural event based on individual open-mindedness, understanding, empathy, respect and consideration of differences. It's a personal responsibility. Make the choice to be culturally, socially, ethnically and religiously encompassing.

Humans innately know right from wrong without the need for corporate programs and government regulations.

All good humans understand the value of equality, respect, recognition and appreciation. The true "program" begins in our homes with our children and ourselves. 

This does not detract from the noble attempts of corporate America to improve the concept of cultural diversity. I believe that diversity programs are having a positive influence and that it should be continued, promoted and pushed.  However, it is best not implemented in the form of policy. Diversity should be organically and subconsciously filtered into a culture as a default setting. 

How do we achieve this utopian objective?

In regards to the workplace. It starts at the executive level. The diversity platform is based on the philosophical behavioral foundations that leadership acts out and lives by.  C-suite executives are still too monochromatic and one dimensional in appearance and philosophy. When change is implemented from the top, then everybody who falls under that influence, will organically follow because it feels right and is indeed the right way to behave. Changing that lob-sided dynamic would have an exponential ripple effect. It's a massive challenge for the old-guard to relinquish the power of status quo. Until they do, change will be incremental and painfully ineffective. 

The notion of "equal but different" must have a pulse fueled by loving hearts that have at their core the blood of compassion and empathetic desire for a better world.

Perhaps I have a diversity "advantage" over many and the concept comes easy to me because of my eclectic background. I am a Belgian National, born in the Democratic Republic of Congo, who got to live the American dream by way of a French-Canadien circus (Cirque du Soleil). My parents are bi-racial and I have lived on 3 separate continents and in 5 different countries. I speak 3 languages fluently. Nonetheless, it remains a choice to live with an open and non-judgmental attitude.

We musn't wait until our species encounters a common enemy from beyond the stars to realize the power of unity woven together by variety and inclusion.

The world will inevitably become diverse. Embrace it and take personal responsibility to speed up that process.

Thank you, dankie, terimah kashi, merci, asante, kosonomon, bayerla, danke schoen, shye shye, grazie, spacibo, gracias, Ngiyabonga, bedankt. Sawubona to you all.

Vital Germaine is the top-selling author and Las Vegas's most dynamic keynote speaker and trainer. For more in Vital

Happiness in the workplace: some shocking stats!

1. Happiness in the workplace.

Gallup did a survey to measure employee engagement and happiness. They polled 25 million employees (part time and full time) in 189 different countries and concluded that 1 in 2 employees are not happy at work. That’s a very sad statistic. People quit their bosses more than the job itself because their boss makes them unhappy. I think we can all relate to a bad boss???? Read about building happy cultures.

2. General happiness.

Source: TIME

• In a survey of 2,345 U.S. adults conducted online between April 10 and 15, 2013, only a third of Americans (33 percent) reported being very happy.

• People whose annual income is between $50,000 and $74,999 are happier than people who earn between $75,000 and $99,999.

• People with a college degree are happier than those without.

• The South is the happiest region. 

• 65+ is the happiest age group.

• Married people are happier than unmarried.

• Having a child under the age of 18 in one's household makes no difference at all.

• People who are registered to vote are happier than average.

• People who live in the suburbs are generally happier than inner city dwellers.

3. Happiness by gender.

According to TIME magazine, women are happier than men.

Source: WikiGender

"Women report greater levels of unhappiness later in life compared to men, according to a new study conducted at the University of Cambridge and University of Southern California. (Published in the Journal of Happiness Studies 2008)."

4. Happiness by age.

Source: WikiGender

The same study showed that, "Men were the most melancholic at the age of 20, a period when they are most likely to be single. In contrast, greater life satisfaction for men is obtained through increasing purchasing power and the ability to acquire long-desired and coveted items, such as a car. These items might not be within their financial reach until later in life, explaining the increase in happiness."

"It was discovered that women are, on average, happier than men in early adulthood. The age of 48 seems to be an important turning point in women’s sense of happiness, this is when there is a reversal in the fortunes and life satisfaction of the genders."

At the age of

•      34: Men’s general satisfaction exceeds women’s general satisfaction with life

•      41: Men’s financial satisfaction exceeds women’s financial satisfaction 

•      48: Men’s overall happiness exceeds women’s overall happiness 

•      64: Men’s satisfaction with family life exceeds women’s satisfaction

5. Happiness by race.

Source: Huffington Post

• 28% of Hispanic Americans say they are happy.

• 36% of African Americans qualify as very happy.

• 34% of White Americans claim to be happy.

HAPPINESS TIPS:

Find a sense of purpose that is bigger than yourself. Be of a giving disposition that brings value to the lives of others. Get a dog or a cat. Travel and create memories rather than collect things. Spend time by the ocean, in forests and nature in general. Exercise and enjoy the endorphins. Eat lots of dark Belgian chocolate (phenylethylamine). Do something new and exciting regularly. Share more love. Do right by your fellow man. Smile, kiss and hold hands whenever possible. Meditate. Do random acts of kindness. Hang out with people that love and get you. Have the intention of making others happy and feel good about themselves... these should elevate your joy levels spiritually and scientifically. If none of these work, may I suggest a good glass or red wine.

THE ANSWER TO HAPPINESS

The key to happiness is to be aware of your most important needs and expectations. Build a life that accommodates or fulfills those needs and expectations. Then be grateful that you have those fundamental needs in place, and enjoy vibrating at a high frequency and attract even more happiness. Jim Rohn summed it best when he said that happiness is designed.

Thank you for reading.

If this blog was of value or made you think what happiness means to you and what you need to become that emotion, then please share or comment.

Vital Germaine.

The Power of Optimism

READ THE PERSONAL DEVELOPMENT BLOG

Sincerely,

Vital Germaine

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