5 Reasons to be Kind

Kindness is a highly valuable human quality that requires zero skill and zero effort. It offers endless benefits for the self and for others on a personal and business level. It’s about treating people with respect while honoring your value system. Sometimes it means being tough. Kindness is definitely not a weakness.

On a personal level, it establishes much stronger relationships with those we love and care for. Our kindness elevates others, letting them feel secure, confident, valued and honored.

In regards to business and culture, kindness will optimize employee performance. As a result, your customers/clients will experience the best of your brand. It might even inspire them to come back again and again and become loyal. A little kindness is all it takes.It stems from empathy, arguably the foundation of Emotional Intelligence. Kindness encompasses many other impactful behavioral traits. 

Connecting kindness to culture will heavily impact every aspect of the customer experience and your bottom line. It’s a very simple and effective strategy to implement and encourage. The effort is minimal and the outcome is massive.

It manifests in many forms: respect, appreciation, caring, open-mindedness, compassion, and inclusiveness.  It's simply the right thing to be and do.

kind·ness

ˈkīn(d)nəs/Submit

noun

the quality of being friendly, generous, and considerate.

5 REASONS TO BE KIND…

Read the full blog

Vital Germaine

Top-Selling Author: BUY THE BOOKS

Follow me on:

Workplace design and employee engagement

Here are 3 tips to help you maximize workspaces to elevate engagement, because the employee experience is crucial to the success of your business or organization. It pays to be employee-centric.

1. WORK AREAS: Design environments that inspire creativity and happiness.

It can be done very cost effectively and with a great ROI if you get creative. Location, location, location. Cirque du Soleil adopted and transformed an abandoned fire station in Montreal, affectionately named Angus, to become their “factory”. 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. Nonetheless, the fact they had chosen an abandoned fire station sent a subliminal message that they were cool, fun, eccentric, and defying context of their market place — All with the purpose to be innovative and deliver entertainment excellence. It’s one of the key factors that sets them apart.

2. MEETING LOCATIONS: The environment in which you hold meetings will heavily influence the level of inspiration and collaboration.

Do something different, new and unexpected (crazy) to disrupt. Pleasantly shock your team to life. In the book, Everybody Always, author Bob Goff shares the story of how as an adjunct law professor at Pepperdine Law School, he was required to have office hours. He saw beyond the limitations of regulations. Nowhere did it stipulate where his office had to be. He established a very unique office. He told his students they could find him in his ‘office’ at Tom Sawyer Island in Disneyland to meet. There is no admission fee and there are no lines. Walt Disney is the consummate businessman driven by imagination and the freedom, which is provides. Even important people enjoy being a big kid at heart.

Bob apparently always had more than ten students show up at meeting times. 

Adding to the story in regards to being creative to establish something different and memorable, The Supreme Court Judge of Uganda once visited the U.S and wanted to see Bob’s ‘office’. Bob picked him up at the airport with custom Mickey ears made for the visitor and took him straight to his ‘office’ at Disney Land. They apparently had a great meeting! Location, location, location. 

3. EVALUATE AND ADAPT: Take the time to evaluate your workspace environment and act accordingly. Change your perspective physically, emotionally and intellectually.

Look in the mirror to better understand what your brand is about and what you’re doing to inspire your employees to reach that objective.

A simple design shift could be the change your company is looking for and needs to reenergize your workforce. Build an environment that is visually pleasing and stimulating… also, emotionally and intellectually safe. Employees must feel confident and supported to step out of the comfort zone, risk and fall. Setting the right tone and mindset is crucial to your company’s growth.

You client base will love you even more for getting creative with your workspace environments without knowing why. We know why… because your workforce will be inspired and engaged.

Learn more about our INNOVATION MINDSET virtual learning opportunity.

The insight from Cirque du Soleil’s highly effective business and culture process in this blog is taken from Chapter 4 (The How of Cirque Innovation) from the book, INNOVATION MINDSET. The full chapter does a deeper dive into solving this easy to fix challenge.

Vital Germaine

President of ENGAGEteams360

Vital is Las Vegas' most dynamic keynotes speaker and corporate trainer. His executive leadership experiences are designed to inspire extraordinary performance. BOOK VITAL TODAY for:

• KEYNOTES

• TRAININGS

• WORKSHOPS

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.

---

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.

---

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.

---

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.

---

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.

____________________

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:

• KEYNOTES

• TRAININGS

• WORKSHOPS

Follow vital on:

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

---

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.

Follow me on:

Facebook

Youtube

Instagram

Twitter 

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

6 Relevant Company Culture Stats You Need to Know About.

Your culture defines your brand.  Establishing an environment that promotes and enables strong emotional connections amongst your team is crucial to the success of your organization.  It starts with executive leadership and trickles down to your interns.

Healthy and engaging cultures are about happy employees that are unified with themselves and your mission and vision. Strong and clear communication channels, and a positive attitude of collaboration and accountability fueled by trust need to be created. 

It sounds simple, yet many companies fail or overlook the value and impact their culture has on their bottom line and brand strength.

Here are the fascinating results of a survey of more than 1,400 North American CEOs and CFOs, executed by Shiva Rajgopal, an accounting professor at Columbia Business School.

1. Only 15% said their firm’s corporate culture was where it needed to be.

2. More than 90% said that culture was important at their firms.

3. 92% said they believed improving their firm’s corporate culture would improve the value of the company.

4. More than 50% said corporate culture influences productivity, creativity, profitability, firm value and growth rates.

5. Turnover at companies with a poor culture is 48%

6. Turnover at companies with a great culture is just 14%

ENGAGE is renowned for its ability to inspire teams to see beyond the ego, embrace differences and deny inhibitions. The result for you the client is a more engaged, more focused and dynamic, collaborative team effort. This promotes problem-solving, increases produtivity and efficiency. It also lays a foundation for a healthier and happier work environment where everybody can thrive and thereby strengthen your brand and increase revenue.

WE BUILD HAPPIER TEAMS AND TRANSFORM CULTURES.

CONTACT US TODAY FOR A PROPOSAL.

Thank you, Vital Germaine

President, ENGAGE Consulting

Why creativity is crucial to your organization's success.

1. Of CEOs polled, 60% agreed that creativity was the most important skill to have in a leadership role.

2. Companies that foster creativity are 3.5 times more likely to outperform their competitors regarding revenue growth?

3. 43% of business executives that participated in a 2014 PwC study agreed that innovation is a “competitive necessity” for their organization.

4. A 2016 study by Nielson shows that 63% of customers like it when manufacturers offer new products.

5. 82% of companies believe there is a strong connection between creativity and business results.

Innovation mindset.

A fundamental component of growth and innovation is a creative mindset, whereby perspectives and boundaries are broadened, attitudes are changed, horizons are expanded, scaling established and relevance maintained. This in turn sponsors the production of new and relevant ideas and methodologies. Without creativity there can be no differentiation. The modern consumer is engaged by the new, the faster and the better. 

Gallup Chairman and CEO, Jim Clifton said in a Fast Company article that, "To stay competitive, we have to lead the world in per-person creativity." 

Innovation is no easy achievement. It takes courage to implement, let alone make a part of your cultural DNA. It's your strongest differentiator! It is not an overnight outcome, but the result of ongoing and repeated exploration, risk-taking, mistakes. Organizations must have a pulse on the needs and pain-points of the modern consumer and adapt accordingly. The modern consumer desires, if not demands technology and innovation to improve and simplify their lives. 

The fact is every successful business needs innovation and a forward thinking culture in order to compete and stay relevant in todays faster-than-ever, changing business trends. Clients are hungrier than ever to find that next best thing. Creative ingenuity provides a platform upon which to shape that next best thing – be it developing memorable sensory experiences for your customers, or implementing ground-breaking marketing and sales strategies - even identifying new markets, or creating defining products that will separate you from your competitors.

CLICK ON THE VIDEO TO LEARN MORE

At ENGAGE build happier, forward thinking cultures that elevate customer experiences and increase company profits.

We are renowned for our ability to inspire teams to see beyond the ego, embrace differences and deny inhibitions. The result for you the client is a more engaged, more focused and dynamic, collaborative team effort. This promotes problem-solving, while increasing produtivity and efficiency. It also lays a foundation for a healthier and happier work environment where everybody can thrive and thereby strengthening your brand and increasing revenue.

BOOK US TODAY FOR YOUR NEXT EVENT.

KEYNOTES AND TRAININGS BY VITAL GERMAINE PRESIDENT OF ENGAGE

Why Employees Quit

We have all experienced at one point in our careers where we simply no longer wanted to be at work. It could have been due to standard burn out or a change in our career goals/objectves… need of a new challenge..

There are usually two reasons or two typical symptoms of the unhappy disengaged employee, inspiring them to quit.

1. Bad leadership:

   ONE bad boss can be enough to determine it’s time to go. It’s that bad boss who disrespects, bullies, harasses you. The one who is indifferent and insensitive, rude, belittling or simply doesn’t like you and makes it evident.

   Such bosses heavily affect employee performance. Maybe employees take a few more sick days as a result (attendance). Some of them become less effective or less focused/comitted on the job (loss in productivity/efficienty). Perhaps that employees attitude become negative… which is highly contagious. They may become more confrontational, even a bad employee as a result. Many a good employee has become a bad employee due to anemic/toxix leadership or management.

   Too many companies allow bad bosses to remain in positions of management or leadership without fully realizing the negative impact they have on the company bottom line and customer experience! Sometimes it's a reflection of the CEO or executive leadership and culture they have established by example and lack of emotional intelligence. Execs… you need training too.  Contact us to learn more about our executive coaching programs.

   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 YOUR ACTIONS INSPIRE OTHERS TO DREAM MORE, LEARN MORE, DO MORE, AND BECOME MORE, YOU ARE A LEADER." - John Quincy Adams.

   DID YOU KNOW:

   • 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 MILLION Americans a month voluntarily quit their jobs - The US Department of Labor Bureau of Labor Statistics

   • Gallup survey of 25 million employees, part time and full time, in 189 different countries. They concluded that 1 in 2 employees are not happy at work.

   • Disengaged employees cost the US economy upwards of $350 million.

2. A lack of purpose:

Finding meaning in our work is a great motivator. As Simon Sinek says, “Start With Why”. Even though he meant as a business model, as in Apple’s approach to their products and service, the same “why'“ applies to the workforce. A paycheck is rarely the incentive to elevate employee engagment, unless it’s such a large amount that an employee witll put up with the lack of inspiration. Employees must feel INSPIRED.

Leadership must constantly and respectfully reinforce the value, meaning and impact of the work they do. People of not just driven by a paycheck. If a company isn’t offering work that provides value and truly changes the lives of its customers, they may find that over time, their workforce will inevitably become disengaged. 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. It only takes one minor shift in how leadership views and treats its employees to inspire meaning and motivation. Most human beings want to be seen, hear and understood. They want to know they bring value, are valued and make a difference.

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

THANK YOU for reading - Vital Germaine

7 Steps To Turn Ordinary into Extraordinary

American football broadcaster and former player, Jimmy Johnson says, "The difference between ordinary and extraordinary, is that little extra."

It’s never easy to remain energized and motivated in any work environment. Company culture and leadership can and does influence engagement, but it is ultimately a personal choice as to the work ethic we establish and execute for ourselves. Becoming extraordinary or achieving greatness is an individual endeavor that burns from within.

1. PASSION: Withou passion, there is niether fuel nor direction to achieve a desired outcome. Passion is more than an intense LOVE or a compelling enthusiasm for an action or goal. It is also a love and compelling enthusiasm for those with whom you work or interact with. In other words... ADD MORE COWBELL, it will take you the extra mile! Nonetheless, passion without a plan is easily wasted! 
2. PURPOSE: It is crucial to have a "WHY." When our why is evident it adds meaning to what we do and how we do it. Purpose propells us to pursue and achieve because the reason becomes larger and more powerful than just ourselves. Human's have an innate desire or need to have a positive impact on those around us. Tap into that desire or need and inertia will take care of the rest and elevate your successes.
3. BE CHILDLIKE: By being child-like and curious we find fun in the scary. Our inner child tends to be less handcuffed and willing to explore, stumble and discover. 
4. HAVE FUN: We are better when laughing, enjoying and having fun... better parents, better friends, better employees, better lovers, BETTER EVERYTHING! We learn more, we experience less fear and are more invigorated, enthusiastic and optimistic when enjoying what we do.
5. WILLINGNESS TO FAIL: From failure come lessons and experience and new opportunities. The key is to not be afraid and to fail quickly. Use failure as a platform to build upon. It takes courage.
6. AUTHENTICITY: Be YOUnique. Be you in your truest and best form. Commit to share the best of you consistently and in a way that makes you memorable, likeable and trustable. Share the best of your truest self and inspire those around you to better themselves.
7. STEPPING OUT OF YOUR COMFORT ZONE:  That's where the magic happens. That's where ordinary becomes extraordinary! Take the risk, let go, be free, explore, discover, surprise yourself and achieve. Don't be afraid to fail.

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

THANK YOU for reading - Vital Germaine