Transformations are meant to bring new life to organizations, and they usually do. The expectation and excitement of a new journey for the right reasons, and perspectives of improvement come all together in times of definitions, announcements, installation of changes. The challenge however is to sustain the excitement beyond the initial burst, to make the everyday in the organization to feel just as lively and exciting. This is, we want to infuse our organization with a vital employee experience. People tends to gravitate toward places that feel dynamic, energizing, robust, and enduring. It makes everyone feel more alive. Vitality follows liberation; it cannot live under an oppressive form of leadership, such as micromanagement, or an overly hierarchical environment. A vital organization is rarely a matter of chance, it must be designed. Vitality in organizations is most commonly associated with startups; however, it gradually fades away as companies must become ‘big’ in their journey through success. The essence of a vital design is to re-write the code, alter the DNA of the organization by redesigning how people lives in it: processes, policies, practices, values. The methodology to design the organization for vitality is called The Trilogy of Success, explained in this chapter.