Hey, it’s Brad Montgomery with another killer idea that you can steal to make your meeting even more epic than you had planned. All right, so here’s the premise: the premise is you’ve got to kick your meeting off hard. It’s got to be awesome. You got to get people engaged and energized. You want them moving and you want them enthusiastic. That’s the first thing. Second thing is occasionally you need to thank people and recognize people, and even though that’s important, it’s not always fun, is it? No.

So I just did this event and this vice president started this meeting off in a way that she gave to me and now I’m giving to you. First thing she did is she just said, “Hi. If you trust me, raise your hand.” That’s the first part of the meeting. If you trust me, raise your hand. All right, if you have your hands up, stand up. Come on, you said you trusted me. If you trust me, stand up. She’s got them right? Who can say no? She’s got 500 people instantly on their feet. She says, “If you trust me, turn your back on me and face the back of the room.” Five hundred people faced the back of the room, and she says, “Now give a well deserved round of applause, a standing ovation to the meeting planner and her team for pulling this meeting off. Give it up.” And they went crazy. “All right, come on back,” and they sat down, and she started the meeting right then.motivational speaker

In 20 seconds, what did she do? First, she recognized her meeting planning staff, which is crucial, right? That’s important, but not always super fun. And second, she got engagement and response and motion and energy and volume, all of those things that we really want so quickly, so effectively, so efficiently, and in a way that was really meaningful. That’s a great idea, isn’t it? You should steal that. It is great.

My name’s Brad Montgomery. I’ve been doing this for 25 years. I’m telling you, most of my great ideas have come either because I’ve messed it up so many times and finally figured it out, or somebody like this showed me how to do it. If you’re looking for more ideas about how to make your meeting or convention epic, if you’re looking for more ideas that have worked well elsewhere and you can borrow, hit subscribe and we’ll get them to you right away. Thanks for being here. My name’s Brad Montgomery. If you’re looking for a motivational speaker, a business speaker, of course call me. Thanks.

That’s it. If you like it, click subscribe. We’ll get you more about meetings and conventions, how to get the most out of your speaker. Share this, would you? Would you do me a favor and share this with your social networks, print it out, tape it on your refrigerator? You can’t do that. Don’t even try.

Certain factors exist in organizations that determine the level of motivation a workforce has. The good news for managers is that they can influence these in a positive way. This usually begins and ends with the style of leadership.

Culture

The first question that needs a definite answer is: “Is your organization a great place to work in?” The answer will depend on the management and the way people treat each other within all levels of a company.change speaker

If managers treat their subordinates disrespectfully, they will also do the same for those below them. This will create a cycle of disrespect across the organization, which will hurt morale and performance. It may also cause talented employees to leave for a competitor.

Culture is important for the survival and growth of any organization. Set core values and adhere to them to attract talent and increase the possibility of retaining them for a long time.

Leadership Style

The managers you place in various departments determine how your workforce will feel about your organization and how motivated they will be to perform. The leaders will influence the psychological climate of your office, which will either have a positive or negative impact.

The ideal management style depends on the objectives of your company, the workforce, and certain external factors. For some organizations, there is a clear-cut authoritative voice that dictates the actions and direction of a company. For others, a collaborative management that values the skills and knowledge of its workforce works better.

motivational speaker

Change Management Speaker

Nature of Work

Some types of jobs are inherently motivational, requiring the workforce to stimulate their creative juices and maintain high energy levels. But, many aspects of certain jobs require standardization and routines to do the tasks efficiently and cost-effectively. Managers must find ways to make things more structured to match the nature of the employee they hire.

The leaders you assign in different areas of your business may mean the difference between keeping talent or pushing them to leave for your competitors.

Brad Montgomery Motivational Speaker

Brad Montgomery accepts motivational speaking engagements for companies that want to build a strong organization with highly motivated employees. Brad customizes the message he delivers based on your industry, setting and current events. He integrates life lessons and examples that act as guides for attendees, remind them that their work is meaningful.

Contact Brad to learn more about him and the services he offers.

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When it comes to leadership and motivation, nothing beats the enthusiasm, creativity and passion that comes with youth. Today’s generation, however, differs from previous ones in that they are more critical, but also more driven. They look at things differently, and the gap is apparent. The millennial generation has grown and now represents a large part of our workforce. How do we get them to work with us, and work well?

Collaborative Discussion

As executives and department heads, it is important to acknowledge the impact that millennials have on organizations. Make use of their talents and passions best by leading collaborative discussions that aim to foster innovative thinking. Display transparency when it comes to communication to keep the millennials invested in the company’s goals and objectives.

Appreciation of Diversity

In getting this generation to assume leadership roles and show more motivation, it’s important to not let generational stereotyping get in the way. Understand and look at the expectations and skill sets of each employee. Embrace generational differences and the different ways in which they get tasks done. By fostering intergenerational collaboration, company outcomes will improve.!Montgomery.photo for event materials1

Motivation

Baby Boomers are beginning to retire or scale back, meaning their previous leadership roles will need to be filled. The new generation will want to step in to fill the gap, but the challenge is in ensuring that the intention, passions, and skills are aligned with the previous generation in the right ways. It starts with the right motivation. The baby boomer generation has to motivate and align the new generation around the values and the goals established by the previous. Only then will the transition be seamless.

Brad Montgomery is a brand to trust when it comes to pushing for change in your workplace and inspiring millennial employees to bring out their best. Through his passion in motivation, you can escort your team out of mediocrity and into motivated dynamics that will surely lead to bigger and better company outcomes. Get in touch now with a keynote speaker that can bring about change.

In 1905, a huge factory complex called Hawthorne Works was built along the outskirts of Chicago for more than 40,000 workers. Motivating employees then was a big challenge, so in 1924, the company commissioned a study to see whether changing the light levels inside the factory would affect worker productivity.

When they increased the level of light, productivity skyrocketed.

They also found, however, that worker productivity increased when the level of light was decreased. What’s going on?

The Hawthorne Effect

It turns out that it’s not the amount of light that motivates employees to work — it’s the awareness that they are being watched and that the management is interested in their welfare that motivates them.IMG_3355

Start paying attention to your people today, because the mere act of showing them that you’re concerned about them, their job, and their welfare will most likely spur them to display better job performance. Workers are more motivated by emotional than economic factors — or by being involved and feeling important, rather than by improving their workplace conditions.

That’s the Hawthorne Effect.

Applying the Hawthorne Effect

Let’s say you’ve taken a group of employees and gave them specialized training and seminars. Without saying a word, you just gave these employees the feeling that they are so valuable to the company that you’re willing to spend time and money to develop their skills. They feel that they are on the ladder to the top, and that motivates them to work harder and better. That’s the Hawthorne Effect at work.

Employees Become Happier, More Confident

The researchers of the Hawthorne Studies reinforced the power of the social setting and peer group dynamics later in the research.

The employees formed a social group that also included an observer. They talked and shared jokes, and started meeting socially outside of work. When the group was singled out from the rest of the employees, it raised their self-esteem. They felt happier at work and felt like part of the team, and the employer secured their cooperation and loyalty.

Put the Hawthorne effect to use by providing your team with a series of training and seminars. While you’re at it, look for a speaker that’s doesn’t present a canned program, but rather a custom one that keeps everyone on the edge of their seats.

I’m Brad Montgomery — an author, a blogger, a business owner — and I have a message that you and your employees would all love to hear. I hope to hear from you soon!