Motivational Speaker Brad Montgomery on how to get more out of your job, your situation, and your life.

Whether we like to admit it or not, money is one of the reasons we come to work. We get compensation for the work we do. “I’m only doing this for the money” is a phrase I hear many unmotivated, uninspired employees say.

Money, however, can only go so far in motivating people to come to the office, work, and be happy with what they’re doing. Yes, employees need fair compensation to avoid creating any unneeded contention about not being valued, but overpaying does have its pitfalls. It does little to motivate people to work hard in achieving company goals.

Sometimes, money just isn’t enough. When that happens, here are a few alternative techniques to motivate employees to keep everyone engaged and interested when pay doesn’t.!Montgomery.photo for event materials1

Words of Appreciation

Appreciation is one of the greatest motivators. In my years of experience working with hundreds of companies, I know that a few kind words go a long way. Simply showing appreciation for an employee’s hard work, initiative, enthusiasm, or work ethic incites more of that positive behavior.

I’m not saying managers and business owners don’t appreciate their employees enough; it’s that the management often forgets to express that appreciation. A simple, heartfelt “thank you for your hard work” can do wonders in motivating people.

Meaningful Reward

When it comes to rewards, a well-thought-out gift is always better than a random one. Rewarding employees for a job well done through a gift that’s deeply personal and meaningful shows them you care. You put in the effort to get to know them and you cared enough to know their favorite something. That is more valuable in motivating them than a measly raise.

Free Reign

Managers and owners who are controlling often make employees less productive. You’d be grooming them in a way that makes them afraid to move forward without constant approval.

One way to boost motivation here is to let go. You’d be surprised to see people working harder when you let them work on their own terms. Don’t throw out office and company guidelines, but know that it’s okay to be lenient from time to time.

Lending an Ear

One great compliment I can always instantly give is lending an open ear to the people around. When was the last time you really listened to your staff? Sure, you had a meeting this morning but was it really a collaborative meeting, or one where people just sat around the table and listened as you barked orders?

Listening to the ideas of other and implementing when appropriate is a big step in empowering employees.

Money may make the world go round, but there’s a lot more to happiness and motivation than green paper. If you’re having trouble with company morale, productivity, or any related issue, I’m the guy to call. My name is Brad Montgomery and I’d be happy to lend a helping hand. Connect with us today and know more about the power of motivation.

Making employees work longer is never a viable solution for improving productivity. With this kind of strategy, any management is risking unhappiness and dissatisfaction. Companies are always looking to increase their bottom line from the ground up. They key is to get people working in harmony at maximum efficiency. But, how do you do that?

Hire Wisely

There are people whose true calling is to work, while some are content doing bare minimum for a day. A great recruitment process will enable you to identify the former, the ones you want to hire. With a scheme like this, you can steer clear of the coasters. It doesn’t always have to be a workaholic: someone with a positive attitude is always a welcome addition to any team.

Employee Rewards

It’s no secret that financial dividends motivate employees to maintain their current run of form. It also helps them to stay in the same organization for a long time. Any company would like to retain their most skilled workers, and with rewards, you are one step closer in attaining their loyalty.SDA 2014 Conference 1

Adopt Remote Working

Taking a break doesn’t always have to be on the beach or somewhere far away. Sometimes, an employee just needs a change of scenery. Maybe it’s because he or she is in a rut or the current office environment is too toxic. It’s good to let them work at a remote location. Whether it’s their home, a coffee shop or a quaint restaurant, let them get back on their groove on their own terms.

Better IT Support

It can be frustrating working on a computer that doesn’t have enough power and capabilities. Employees are stuck running only two programs at once. More often than not, it gets stuck. Getting competent IT professionals and top-of-the-line PCs or laptops will cut downtime and increase productivity.

Encourage Teamwork

Having one brilliant employee is fine, but a team is better. Collective effort will solve problems faster. Put the brilliant employee and let that person distribute helpful knowledge that could help everyone.

You can also rely on Brad Montgomery to motivate your personnel. He takes pride in speaking to the heart of the matter, in terms of greater business productivity, leadership and goals, but also directly to the people involved in making the products, fulfilling the orders, managing the office and getting business done.

For more useful motivational tips, turn to Brad Montgomery. Get in touch with the top professional keynote speaker today to learn about different ways of enhancing every level of your company.

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.

[vc_row][vc_column][vc_column_text]Change Sucks.  Deal with it.

As a business speaker, one of the most frequent calls I get from perspective clients is, “Can you talk to us about change?  Our folks are having a tough time.”

So are we all.

Recently I was reminded how HARD change can be, and I gotta say it was a little humbling.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_video link=”https://youtu.be/Ge3lw4a4WCE”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]I have ALWAYS had some sort of technology that I use to play music and sound effects during my speeches.  It’s super cool, it adds a lot to the presentation, and it’s really a pain in the butt to learn.  The first time I got a technology, about 25 years ago, it took me at least a year to learn.  And maybe 5 years to master.

It’s not that complicated, but because I’m doing other things when I run it, it’s more difficult than

motivational speaker

Change Management Speaker

you think.  It’s easy to program wrong.  It’s easy to use wrong.  And it’s easy to forget some simple but crucial detail, spiraling my whole program into a messy pile of goop.  It ain’t rocket science, but it’s harder than it first appears.

So what’s new?  I just bought myself a new and improved technology.  It does the same thing I’ve always done — play music at my command — but it’s better than my older thing.  The problem is that I’m not used to it.  I make mistakes.  I have to re-learn the commands as they are different from the old ones, and programming it is not that hard, but because I’m used to the old way it SEEMS pretty hard.  It’s a pain in the butt.

I was whining to my wife about my problems and frustrations learning the new technology and she hit hard with a simple question:  “Why don’t you use some of the wisdom you tell your audiences, Mr. Motivational Speaker?”    Crap.  She got me.

She was right:  I was totally wasting my energy griping about change management.  I should heed my own advice.  What is it, you ask?  Glad you asked. Here it is in a nutshell.

• Change happens.  We can whine or not, but it happens.  Might as well try to go with it.  Fighting makes it worse.

• Change is good for our business.  If we don’t keep up with new trends and technologies, we eventually put ourselves OUT of work.  Reminding ourselves that change is a positive for us helps us to take it in stride.

• Change is good for our happiness.  When we get too used to stuff, we tend to stagnate.  Seeking new activities that challenge us keeps us in good mental shape.  Yeah, it is frustrating and difficult sometimes.  But oddly, those challenges are good for our long-term well being.

What Does ThIs Mean for You?   The next time you find yourself whining at the new software, the new IOs on your phone, or some new process at work, you have a choice.  You can whine and complain, or you

Funny Change Speaker

Funny Change Speaker

can try deal with it in a more positive way.  Don’t be like me and my new music technology.  Be brave.  Be strong.  Be gracious.

Shout out to my wife Kim for being smarter than I am.

What do you think?  How do YOU deal with change?

Brad Montgomery is a very funny motivational speaker on change.  Approximately 99% of his client are struggling with some aspect of change, and he has some pretty funny ways to help business people get through change management with grace, with skill, and with a sense of humor.  If you’d like to talk to us about how Brad can help your team get to where they need to be, give us a call or contact us immediately for a free consultation about how we can do just that.[/vc_column_text][/vc_column][/vc_row]

[vc_row][vc_column][vc_column_text]This post is easy.

Gratitude works.  It makes your life (and your job) better.

Ok…it’s not that easy, because many of my business clients dismiss gratitude because it seems too fluffy.  (See also Unicorns, Rainbows and Lollypops.)  I sense that because this tactic has been adopted by everybody from Oprah to the self-help-guru with the long beard (Ok, I made that one up, but you KNOW there are a few!), that it can’t be for them.

Just give in.  It works.  It’s been proven by Harvard.  Stanford.  Oxford.  You can deny and blow it off all you want, but this stuff is a  proven tactic for improving your quality of life … and your bottom line.

So what does this mean for you?  It means start having and noticing things, moments and people for which you are grateful right now.[/vc_column_text][vc_video link=”https://youtu.be/qgJRV5ImZG0″][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]

Here are the instructions.  Easy Peasy.

1.  Notice 3 to 5 things every day for which you are grateful. All you have to do is quietly label them to yourself. E.g. “I’m really glad we are nearly done with the Acme project.”

2.  Remember that the degree of gratitude doesn’t matter for the brain science to work.  in other words, being grateful that there was a short line at Starbucks works just as well as being grateful for your good health. So go ahead and get petty… It still works. E.g., “I’m grateful that I get to go home at 5 PM and not 6 PM.”

3.  Do it regularly.   The pay off is very fast… It makes you scientifically happier starting TODAY.  But for even greater success make this a habit and notice the change in three or five days.

4. Give in. I know many of you think this technique is to light and fluffy to be relevant for you. But do you really want to deny the studies carried out by Ivy League PhD’s? Of course you don’t. Just get on the bandwagon and do it.

That’s it!   It is so ridiculously easy that this proven happiness technique seems to lightweight to be useful. But it’s easy. It’s something you can start immediately and quietly this instant. And best of all, for some skeptics like me, it’s backs in credible science from multiple sources.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_masonry_media_grid element_width=”3″ grid_id=”vc_gid:1463770499425-fda2f362-6f1c-4″ include=”5983,5982,5981,5984″][/vc_column][/vc_row]

[vc_row][vc_column][vc_column_text]Here’s what we know about the meetings industry and adult learning:  people cannot sit still for even 45 minutes and learn all of the way through. Our minds wander. It just doesn’t work. This is in my opinion, this is a scientific fact.

Furthermore, we know from industry studies and surveys that attendees at conventions and meetings crave interactivity, interaction, and networking. They crave community.

Yet ironically, live meetings frequently feature 90 minute presentations. To our presentations. And longer. And to make it worse, a huge percentage of these meetings prefer not to have interactivity.

I have heard this extremely frequently from prospective clients; “Our people want to sit and listen. They don’t like interactivity. They are serious and quiet people and don’t want to be involved.”[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_masonry_media_grid element_width=”3″ grid_id=”vc_gid:1463768104710-872054a5-64fe-4″ include=”6195,6194,6193,6192″][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Get it!?  There is a huge disparity between what we know works and what many old school meeting planners want.  The attendees are craving a connection to community. And furthermore when they are at a session where they want to learn, the teaching format is contrary to what we know works.

[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_video link=”https://youtu.be/sK8vUTCvdxw”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Well Goodie.  I’ve Got Good News.

I’ve been an interactive speaker well before it was fashionable. I get people up and moving, talking to each other, laughing, interacting, and meeting new folks at the convention. And I’m telling you… I’ve been doing it for years.

But there is an important detail; interactivity for its own sake is a waste. You really need interactivity AND a facilitated conversation about why that interactivity relates to their goals for the conference. We don’t want people to just play and laugh. We want them to learn – and that learning works best when they are playing and laughing.

For example, something I’ve been doing lately is fairly new. I get the entire audience to create an origami flower. It only takes a couple of minutes, and the audience loves it. They love the fact that they aren’t being lectured to. They love the fact that they are using their hands. They love the fact that they are being creative. And they love the fact that this is a small break in the learning format which helps keep them engaged.

What my meeting planners love is that the interactivity is just the start of a conversation. We talk about why we stopped to make flowers. Why we spent three or four minutes doing something that appears to be off-topic. But then we connect the interactivity to creativity, innovation, and even leadership.

As I motivational speaker I love it because little sections like this keep the learning on high, the fun on very high, and they help me to make my points.

If you are looking for a speaker who cannot only hold and engage an audience, but who can literally get them involved, then I hope you’ll give us a call. We will talk about developing a presentation that includes plenty of interactivity, tons of engagement, and maybe even a paper flower.

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Brad Montgomery is a funny motivational speaker who is known for being exceptionally engaging.  If you believe, as Brad does, that your people learn best when they are fully engaged – and maybe even laughing – then we should talk about how we will customize a presentation for your meeting and event. Give us a call! 303.691.0726[/vc_column_text][/vc_column][/vc_row]

Looking for a way to increase you happiness?  A PROVEN method to improve your quality of life?  Easy peasy: make somebody ELSE happy.  Encourage them.  Congratulate them.  Motivate them.   It will make them happy, but the really cool thing is that it makes YOU happier.

This is the same science that makes the “pay the toll for the person behind you” concept, or buy a coffee for a stranger concept.  Oddly, science proves that investing in somebody else makes us feel better.

It’s ironic;  there is a selfish component helping others.  It’s a concept called Selfish Selflessness.  There is a very selfish component to giving, charity, and acting to improve others.  Helping others helps us to be happier.

https://youtu.be/Mvq8bQ4b-n4

Want to prove it to yourself?  Sure you do.  If you don’t believe me, wait until you’re having a crappy day.  Then do something generous for somebody else.  Give out a well deserved (but rarely given) compliment.  Buy somebody a gift when they don’t expect it.  Help somebody with a chore when they’d least expect it.  Cover for an office mate and send them home early to be with their kids.  Do anything.

Heck… Instead of thinking about it.  Do it now.  Here’s how.  Get out your cell phone change speakerand text somebody something nice.  Now.  Do it.

Still reading?  Then maybe you need some ideas about what to text.  Pick one of these or be inspired:

(You can cut-and-paste.  I won’t tell anybody and it still will make you feel happier.)

To somebody at work.  Your assistant.  You’re partner.  The new hire.

• “Thanks for holding things together as I work on this other project.  I appreciate you and you are aweseome!”

• “The work you did on that project yesterday was right on.  Thanks for making our organization better.  I appreciate you.”

•  “Thanks for saying “yes” when I offered you the job.  You’re everything we hoped for in an employee and more.  Thanks for the good work.”

Or to your kids:

• “You’ve been working hard at school this year and I wanted you let you know I’m proud of you.”

• “Last night’s band concert was great.  I’m so proud of you for sticking with the trombone for all of these years.  I couldn’t be more proud.”

* Or just keep it simple:    “I’m proud of you.  I probably don’t tell you enough; but I think it all the time.  I’m so lucky to be your dad.”  (Or mom.)

Or your partner:

• “I love you.  Thanks for grocery shopping yesterday.  It made my day when you surprised me with having that chore done. You’re awesome.”

•  “Thanks for taking care of the kids yesterday.  I didn’t feel great but you were awesome.  I appreciate you.  I love you.”

That’s it.  Get it?  It’s not hard.  Just the act of sending the text or the email will make your day better — and you happier.   Encouragement is good for others.  It makes you a better leader.  But it is also a bit selfish in that it will make YOU happier.

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Brad Montgomery is a business speaker and motivational speaker.  He inspires people to get the most out themselves and those people around them.  Give us a call or contact us here and we’ll talk about energizing your convention or meeting and your people.  Let’s give them the passion to be their best.

Surprising Lesson From Trump

Drop your phones, keyboards, whatever you use to send nasty-grams.  I AM NOT WRITING A POLITICAL ARTICLE HERE.  I am not endorsing Trump.  I am not not endorsing Trump.

Does Brad Really Know Trump?

Does Brad Really Know Trump?

Today we are talking about leadership — not politics.  (I do have some ideas about Trump too…but you’ll have to ask.)

One of the most interesting things about the Trump campaign is that many of his supporters are willing to overlook (and even deny) his more controversial statements.  They are focused on the man, the personality, the outsider status, the general direction he wants to go; they are not super interested in the details of his message.

Many Trump supporters believe that Trump doesn’t really mean much of the really nasty things he says. When asked if about Trump’s ideas about Muslims, Mexican Walls and women, they say things like, “He doesn’t really mean that.”  And furthermore, they don’t agree with those opinions.  In spite of the fact that Trump has well-documented and REALLY controversial opinions, a large number of his supporters neither agree with the Trump’s ideas nor accept that Trump himself believes them.   Get it?  That’s big news.  They support Trump even though they don’t support his ideas.

Trump supporters say yes he is brash, yes he is loud and yes he is unafraid to say what he thinks, AND THAT’S EXACTLY WHAT WE LIKE ABOUT HIM.  He wants to make America Great Again, they say.  That’s what we like.  They like him and his BIG ideas;  the specifics of his plan aren’t important.

Your team needs to understand, and, more importantly, FEEL what that purpose is and feel like they are an important part of a team who will fulfill that purpose.  

What does this have to do with leadership, you ask?  Excellent question.  The Trump story has a lot to do with leadership, because it proves an old adage:  People follow people who have a plan.  Okay, maybe that’s not an old adage, but what I mean is that effective leaders, leaders who can actually persuade people to follow have a vision and they communicate clearly what that vision is.  Make America Great Again.  Short, simple, to the point.  Trump supporters like it and that’s enough.  They’ll shake out the nitty gritty later.

Our take away?   Sometimes as leaders we just need a really simple and clear vision & set of values, and that our ideas might be less important than our image.    And second, we need to make sure our teams really understand this vision.

Your team needs to understand, and, more importantly, FEEL what that puLeadershiprpose is and feel like they are an important part of a team who will fulfill that purpose.  They need buy-in.  Your team needs to believe that together they are going somewhere they believe in.  Do they care exactly how they get to that somewhere?  Not really, if you look at the Donald Trump phenomena.  Do they want their leader to have bold ideas communicated in a bold, unapologetic manner?  Yes, that’s what they want.  Your followers will fill in the details later.  As long as they have an understanding and belief in the purpose, the rest is white noise which they can interpret to fit their own world view.

So your job as a leader is to identify your core values, communicate those core values unapologetically and without fear, and make your team feel like they are an important part of the push forward.  Channel your inner Donald Trump.  Find what you believe in.  Share what you believe in.  Live what you believe in.

I’m Brad Montgomery, and if you’re looking for a leadership expert and someone to remind your group of their boundless potential and capacity for success, give me a call.  Together we can get your team to where they want to be.  Brad Montgomery.  Speaking to the People Side of Business.

PS.  Don’t get me wrong. In the end, our ideas do matter. The details DO matter.  And Trump is going to have to prove that he not only has a plan for the details, and that it is a good plan.  But for now, apparently, the Idea of Trump is more important than any of his ideas.  

 


Brad Montgomery is a business speaker who speaks across the country and around the world.  (He’s also a motivational speaker…which is a word he hates.  When we chat we’ll explain.)  to discuss how to bring Brad to fire up your meeting or event.  303.691.0726

[vc_row][vc_column][vc_column_text]This is an open letter to organizations who don’t invest time or energy in soft skill training but do invest in hard skill training. Hard skills are specific, teachable abilities that may be required in a given context, such as a software skills, sales techniques, and leadership skills. Soft skills are often associated with a person’s “EQ” or Emotional Intelligence Quotient which is the cluster of personality traits that characterize one’s relationships with other people. These are personality-driven skills like engagement, getting along with others, listening and engaging in small talk.  But my favorite is the ability to connect.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_video link=”https://youtu.be/Poff4XZFc3U” el_width=”80″][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]However, though people are more keen in investing in training of hard skills in this modern world of competition, soft skills have a huge — and often hidden — payoff.

Let me lay some mind-blowing statistics on you.  (Via the Harvard Business Journal, 2012.)

  • Happy people are 25% more productive than their unhappy, mopey counterparts.  That’s huge.

 • Happy people sell 37% more than their gloomy counterparts.   37%   (Nope, it’s not a typo.)

Bottom line:  you can’t afford NOT to invest in soft skills.

Next time your organization needs to invest in itself (Hint: that time is ALL of the time) don’t discount investing in training your people how to be better people.  Don’t ignore soft skills;  run towards them.

We tend to think backwards;  When things are good we’ll invest in our people.  When times are tough we better invest in sales training (or some other hard skill.)  It’s often a mistake.  Your people already know HOW to do their jobs well, but something is preventing them from rocking it.  What’s the problem?  Maybe there is an engagement issue.  Maybe there is a culture issue.  Maybe it’s a lack of motivation.  But rarely is it a knowledge gap that can be “fixed” with hard skill training.

Looking for somebody to come in and get your PEOPLE to where they need to be?  Ready for your people to take ownership, get excited again, and be part of the solution.  I’d love to be part of that conversation.  Give us a call at 303.691.0726 or contact us today and we’ll talk about creating an event that helps your organization to make a difference … Starting with the people who run it.

 

 

Brad Montgomery is a motivational speaker and business speaker who helps with the people side of business.  If you’re ready to get your people want to do their best, it’s time to give us a call.  He’s a member of the Speaker Hall of Fame, he’s proven himself with top organizations in government and health care.  And he’s ready to help you starting now.[/vc_column_text][/vc_column][/vc_row]