Learning doesn’t stop, even if people finishes school or don’t even attend one in the first place. That’s life for you, forever giving you opportunities to gather new knowledge. Now, it’s hard to be scholastic about everything, because people won’t get things done if they do. That’s why reading is encouraged. Whatever work you do, it’s always good to be a well-rounded person. It’s not just about earning more money, it’s also about being as efficient as possible.

As a motivational speaker, I only want the best for the people I help. But I’m also the first to tell you that motivation can only do so much for some people. It may even leave the people half-full. This is where reading helps, because their stock knowledge complements what I say in the keynote. It’s the same if they start to read after attending the seminar.

From the Sourcebusiness speaker Brad

Most people, even from a young age, attribute reading as a primary source of knowledge, if not success. As early as the third grade, we are able to associate answers to something we read. If you are a manager, it’s worth the effort to locate books that will help your employee. If you are working for a team, you suggest the same thing.

Let’s face it: as adults, we find academic books dull. The books we’re likely to read are those that are in the self-help sections of bookstores. It’s no shame to admit that, probably because those books actually help. Even fictional stories help, as long as they contain values that will help people’s development further.

The Role of Speakers

This is where motivational speakers, like me, come in. Think of us as batting coaches. We’ll tell you where the pitcher is likely to throw the ball so you can hit a homerun. We prepare speeches and topics that will work with certain types of employees or for a certain industry.

Give Brad Montgomery a chance to work for you and your employees. Contact us today to schedule an appointment.

A company rises and falls depending on the state of their employees. The more productive they are, the better the company will perform as a whole. But if it is the opposite, it is also the business that bears the brunt.

Employee productivity is essential towards a company’s success. But how do you cultivate it in your office? Master the art of giving and receiving feedback. Here are some reasons feedback is essential towards improving employee productivity.

It signifies appreciation and interest

Employees tend to become more motivated and productive when they know that their efforts in the company are getting somewhere. They need to know how they are performing and whether it will matter to them. Providing feedback from time to time gives the impression that you are interested in their work and you appreciate their efforts.business-speaker-about-about-happiness

It solves the employees’ areas of improvement

Just as employees have their strengths, they also have areas where they need to work on to become more productive. Through feedback, you give them the opportunity to address those areas. This means you help them improve their performance and eligibility for career growth, which is something that will motivate them to work harder.

It helps you address company needs

Sometimes, a company will have problems that require collaboration between company leaders and employees. Since the latter are the ones who know most of the work, getting their feedback will help you address such challenges to improve your company’s performance. Receiving and applying employee feedback will help improve operations for them, which will eventually improve their productivity.

It takes the right feedback

These are just some of the reasons companies should pay more attention to feedback to and from employees. However, it also take the right kind and delivery of feedback to help make employees more productive.

Company leaders should focus on giving constructive feedback and the rationale instead of just positive or negative statements. These will make employees feel that they are doing a good job, but they can still improve their performance.

Instead of just criticisms, company leaders should also provide suggestions to help make them more productive. This allows people to stop dwelling on their shortcomings and act on the solutions.

It takes motivation through feedback to make employees more productive. Fortunately, Brad Montgomery can help you on that. He provides motivational speeches about productivity and other essential sides of the business. Companies will cause a positive change in their environments with his assistance.

Click here for more information on Brad Montgomery.

Employees enter a new job with high motivation — excited and eager to perform better and do a good job. As months pass, however, motivation starts to wear away. This is not because managers are failing to engage their employees. What actively demotivate workers the most are organizational policies, systems, and management actions.

Managers Can Be the Problem

Sometimes, the managers cause the problems; instead of motivating their employees, they demotivate workers with their actions. Micromanagement or dictating each detail of how a task should be done is one major demotivator. It deprives people of autonomy and communicates that the manager believes employees are incompetent and incapable of making important decisions.

The Unachievable DeadlineMosaic.2013.13

Many managers believe that workers can unlock their potential by giving them extra work with unachievable deadlines. This belief, however, only contributes to employee disengagement. Some workers are willing to work hard to achieve a challenging deadline, as long as there is a reasonable chance of making it. If you give them an impossible timeline, the motivation may dribble away.

Simply Bad Management

Workers become demotivated and then leave their jobs because the management unconsciously makes it difficult for them to accomplish their tasks. Never-ending paperwork, unachievable timelines and high levels of required approvals make employees feel frustrated. Managers also supply inspirational directives, without thinking if they can answer legitimate concerns. Supposedly engaging directives (Failure is not an option, You can do it) do not always solve the problem; they just communicate that managers don’t understand the issue.

Organizational Procedures

Apart from bad management, organizational systems and procedures can drain motivation. Companies always seem to acknowledge that people are their greatest assets, and are important in producing good results. Systems and policies, however, communicate the opposite message. They push people to work hard, without even realizing that it negatively affects employee wellbeing.

There are plenty of ways to engage and keep employees motivated to foster positive relationships. Brad Montgomery believes that employees need proper motivation to perform better at their jobs. As a trusted keynote speaker, he can inspire the whole team and help managers develop close bonds with their direct-reports. Contact him today and find out how he can engage your whole team through motivational speaking.

Running an informational event is an effective way to draw businesspeople to your organization. This opens a lot of opportunities both for you and your company as you gain the chance to expand networks to people who have similar mindset and business goals as yours.

Competent organizers assure that your event runs smoothly. But, if you’re a startup, it’s quite illogical to hire a professional event planner, budget or capacity-wise. This leaves the task of ensuring the success of the event to you and your team; that’s why it’s important to know the important elements.

Proper Preparation

Time is an essential factor in planning events. Start making drafts and outlines ahead of time. Cramming is stressful and makes you more prone to committing mistakes. Make a schedule of the whole plan and try to stick to it as much as possible. It also pays to make plan B’s in case things get out of hand.Motivational-audience

Effective Advertisement

Part of proper preparation is giving enough time to market your event and invite people. You can’t just notify people days before the event. Most businessmen are busy with their own matters, which is why you need to give enough time for them to adjust their schedules. Social media is a powerful weapon in marketing so maximize its function and advantages.

Food and Beverage

Aside from the information you’ll share, guests are more likely to expect good food and drinks. Plan how many guests you’re expecting and allot a few extras to avoid having a shortage in supplies. Providing the right food and beverage that satisfies your guests makes it easier to discuss business right after.

Quality Knowledge

Most importantly, you should present your guests with value. Make sure they’ll get what they came or paid for. This can have an impact in your future events, as more people may attend next time if they know that you provide quality knowledge. If you’ll ask for a high ticket price, make sure you’ll deliver.

It’s never easy to organize big events. But, here at Brad Montgomery Productions, Inc., we’ll provide you more than just motivational speeches and presentations. We’ll partner up with you to make sure you map out a successful event plan and make it happen. With us, you’ll hire the right motivational speaker that’ll set the tone and pump up your guests throughout the event. Call us today and get a free consultation.

A team leader’s job is hard work, and it’s even more difficult figuring out how to make those under you follow you. The most common trap most struggling leaders fall into is exerting power and influence over their subordinates in an attempt to have them follow without question.

This is not only ineffective, but counterproductive as well because the people you manage will see you as merely an authority figure instead of someone they’d want to follow. If you want an effective leadership style, you should start leading by example.

Motivation and the Power of Leading

The Chinese military general and strategist Sun Tzu wrote in his book, The Art of War that “a leader leads by example, not by force.” You’re not exactly fighting invasions in the office, but there’s no denying that the workplace can be a battleground if you don’t know how to lead your subordinates.Distech.2012_0190

Leading by example is the simplest and most effective way to get your people to follow you and like you at the same time. They’ll respect someone who can get things done without having to resort to commanding their subordinates, and it motivates them to do their own work properly and efficiently. They also feel more at ease with you and won’t see you as an authority figure that they need to fear to respect.

Knowing Your Weaknesses

An important part of leading by example is being open to criticisms, especially from the people you manage. This may be off-putting to some, but remember that the difference between you and your ‘subordinates’ is that compared to them, you only have more responsibilities.

Your status as a leader shouldn’t give you any reason to ignore your weaknesses and potential failings; in fact, you should be more open and accommodating to feedback. The people you manage know from experience the qualities you may lack that you may be unaware of, so make sure you establish a quality of openness.

My name is Brad Montgomery, and I know how difficult it is to become an effective leader whom the people you work with will follow and respect. Contact us today to learn more about our motivational talks that will help you lead by example.

Here is one thing about employees in mediocre companies: most do not feel a sense of responsibility towards work. They go through their tasks like automatons, working without a care as to how their performance will affect others. The lackluster attitude affects the whole company as a result.

The truth is this: the lack of responsible employees leads to costly consequences. Cultivating responsibility will help improve overall performance of a company. The more responsible employees are, the harder they strive to meet and exceed expectations at work.

Whether you manage or lead a company, it is your role to help employees become accountable and responsible at work. Here are some things to keep in mind:

Clearly Defined Roles and Organizational Structure

Some employees do not do their jobs well because they are unsure of their roles. Others do not feel the need to perform if nobody is monitoring their work.

Employees will have a hard time being responsible for their work if they are not sure of their job description and the organizational structure. Clearly define their tasks, colleagues and immediate supervisors and set their expectations about where they stand in the company.business-speaker-about-about-happiness

Set Employee-Specific Goals

A company that consists of people with different skills and personalities makes individual goal setting a challenge. Employees who feel that their targets are too high or inapplicable tend to perform less responsibly at work.

Positioning your employees’ goals and priorities effectively will help them become more effective and responsible employees. Assess each employee’s performance and set goals depending on their capabilities.

Involvement in company decisions

Employees with low morale and productivity think their efforts will not make a difference to the company. They tend to be reckless at work as a result.

On the other hand, employees tend to be more responsible if they can see their contributions to the company. Create opportunities for employee involvement by letting them exercise their judgment in their tasks. Get their ideas on business process improvements.

Responsible employees contribute significantly to the company’s success. Start cultivating a culture of accountability and responsibility in the office. One way to achieve that is through motivational talks.

Brad Montgomery is the right man for the job when it comes to helping people achieve their potential. He has extensive experience in moving employers and employees to action with his motivational talks. Get in touch for more information.

Happiness at work matters, but not just because it creates a stable corporate culture. For the most part, this positive attitude makes demanding work less stressful, contributing to better profitability. It is the ultimate productivity enhancer, as happy people are more optimistic, creative, and healthy, and tend to make better decisions.Mosaic.2013.96

The sad thing, however, is that most Americans are unhappy at work. According to a research from Gallup, only 13 percent of employees feel engaged by their jobs. The vast majority, about 63 percent, are unhappy and not engaged. These employees put little energy into their tasks, with some just working for the weekend ride. The remaining 24 percent are actively disengaged, or pretty much hate their jobs.

Not Just Unhappy

The problem with disengaged employees is that they are not just unhappy at work. The worst part is, they are also busy acting out their unhappiness and negative attitude. Most days, these employees undermine what their happy colleagues accomplish. A report from Good.Co notes that disengaged workers cost the country between $450 and $550 billion each year in lost productivity.

The High Cost

When your business is full of dissatisfied and disengaged employees, the cost can be really high. This can lead to resignation, with major repercussions on productivity and sales. Those who choose to stay, on the other hand, will just continue working with mediocre performance. The consequences are also alarming, as workers may not meet quotas and deliver only poor output quality.IMG_3355

Create the Right Atmosphere

The negative effects are interconnected. As disengaged and unhappy workers lack creativity and innovation, productivity suffers, with high rates of product defects and rejects. It is important to create team-centered atmosphere to motivate and retain top employees. Workers need to feel connected to other team members to increase collaborative efforts, boost enthusiasm, and reduce conflicts.

There are different ways to engage employees and win their hearts and minds. Brad Montgomery believes that workers need the right motivation to be inspired and happy. As a reliable keynote speaker, he can inspire the whole team and help you develop close bonds with your staff members. Contact him today and find out how he can inspire your workers through motivational speaking.

Are leaders born or made?

That is one of the most talked about matters in the corporate world. Many have raised the question, but only a few have answered it the right way. Some people confidently answered that leaders are born, and that there are individuals meant to lead and who have the natural capacity to take up bigger responsibilities. Read more

A fat paycheck and regular performance bonuses are never worth it if you’re getting it by being treated like dirt at the workplace, anyway. Chances are you’ll want out if stuck in such a scenario.

Just a Little Bit

A recent survey from the Society for Human Resource Management found that more than money, employees want one thing from the management and co-workers: R-E-S-P-E-C-T.IMG_3453

72% of the respondents said “respectful treatment of all employees at all levels” is the top contributor to their job satisfaction, with “trust between employees and senior management” ranking second at 64%. Benefits (63%), compensation/pay (61%), and job security (59%) round out the top 5 factors in job satisfaction.

Happiness at Work

So, what about the actual work? It came in at no. 11 on the list. This just goes to show it’s not just the money that motivates us to get up in the morning and drag ourselves to the office. You might not notice it, but it’s more of the people you work with. While pay is important, at the end of the day, workplace culture is regarded with higher esteem. Good rapport leads to great reports.

I know from the many workplaces I’ve visited and talked at that an office where employees treat one another with respect and civility is far more likely to be productive. Respect begets respect, as they say, and this often starts at the top, so it’s only logical you should take a look at your leadership first.

Respect in Team

Are you respectful as an officer of your company? Do employees trust you? Because if they do, you’re giving them a perception of safety, which then encourages organizational potential. Following the “Do as you are told” leadership style comes across as threatening or intimidating, which diminishes your team’s productivity. Even if people say they thrive under pressure, you bearing down on them will affect their work.

Conversely, when you create a work environment that value, appreciate, and nurture employees, you’re fostering collaboration and resilience. In their minds, individual success becomes intertwined with company success. This is the secret of effective organizations.

To paraphrase the Queen of Soul, Aretha Franklin, most employees are just asking for a little respect. Trust me, it goes a long way.


Winston Churchill once said, “We are the masters of the unsaid words, but slaves of those we let slip out.” This quote impressively drives home just how important it is to be cautious with our words.

Knowing just how much power your words have over people and ultimately yourself will give you a better understanding on how they affect behavior. It can also help you understand the advantage you can create for yourself and those around you when used correctly.SDA 2014 Conference 1

Let me tell you about the power that words have and how they affect your behavior.


Words like, “I want…,” “yes,” “I will…,” “thank you” and positive-centered phrases may sound selfish. Saying them aloud, however, puts them out into the universe and lets your actions work towards it. This is the subconscious effect of your positive words to your behavior, the law of attraction.

Encouraging others does the same. Remember how your words have power on how you make others feel. Cheering up someone who is feeling down will require a lot of positivity, so you had better choose your words wisely and project good vibrations only towards him or her.


For every notion of positivity there is plenty of opportunity for negativity. Dealing with negativity and employee performance, however, is about striking a balance. As a motivational speaker, I work in a space where the presence of negativity is undeniably obvious, be it in casual conversation or in a more formal, corporate setting. How should one counter an attitude of negativity? With positivity. My job is to create the balance; to be the equilibrium.

The rule applies for negativity in action or simply verbally expressed, and often they come in tandem. To combat negatively from both sides, your words and your actions have to be positive. Your upbeat words and message need to be mirrored by your positive, confident, happy body language.NAHU Flash Mob 2013-03-25 at 2.38.54 PM

The challenge comes from having the patience to carefully select the words and tone you choose to use. Great leaders will embody these fundamental principles and communicate with employees and staff in a positive, self-empowering way, regardless of the circumstance. That approach instills a calming reassurance that can help shape employees into future leaders.

It is not easy. In fact, it is deceptively difficult. Exuding confidence and positivity takes practice. But with your words, you can create change. If you need more help, do not hesitate to drop me a line and we can talk about how to further your employees’ growth and performance through positive words and actions.