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

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.

Save

Save

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.

——————————-

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.

———

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]

Sad Sack just made crappy decisions.Sad sack

We’ve all said it: “Adjust your attitude.” “Make that frown turn upside down.” “Don’t worry. Be happy.” “Why are you always in such a bad mood?”

And then, of course, comes the classic response, “I can’t help it. It’s just the way I am.”

What that means is, “I can’t change. I’m just being me, and the me I am is a sad sack.” (How can a sack be sad, anyway?*)

Well, turns out, that’s not entirely true. Turns out, actually, that we have more control over our attitude than we ever thought. Who says? Social Psychologist Sonja Lyubomirsky says, that’s who.

And just who is Sonja Lyubomirsky, and why does she think she knows so much? Because she’s Dr. Sonja Lyubomirsky, Ph.d., researcher at Stanford University, super-smarty-pants, recipient of numerous grants from the National Institute of Mental Health, and author of the book, The How of Happiness: A New Approach to Getting the Life You Want (Penguin Books 2007).

And it’s not just her. Many social psychologists have studied the mystery surrounding what it is that exactly makes us happy, or un-happy as the case may be. Dr. L’s bibliography in her book is 45 pages long! That’s a lot of books, articles, speeches and research on the how’s and why’s of happiness.

If you don’t want to read all the research, here’s the Cliffs Notes:

There are three things going on when it comes to a person’s happiness or contentment:

  1. Genetic predisposition. Yep, you got it. A person’s genes (and not the 501 kind either) sets out his or her baseline on the Happy-o-Meter (a highly technical piece of scientific, specialized, calibrated, opinionated measuring equipment). Dr. L. says that 50% of a person’s contentment comes from their parents, and their grandparents, and their great-grandparents, and on and on—and not in the way you think, like the nagging, the guilt, the “I just hope you’re wearing clean underwear,” kind either. (What’s with all the underwear references, anyway?). In other words, your inherited temperament or personality does account for 50% of your happiness.

  2. Life circumstances. You know what these are. How much money you have; what kind of family were you born into; how good or not-so-good is your health; do you have a sick spouse, or naughty children; whether you live on top of a Superfund site; whether your underwear is clean (just kidding); you know, those kinds of things. Turns out “those things” have direct impact on how happy we are, but not, interestingly enough, a lot. These mostly out-of-our-control type of life circumstances have an approximately 10% impact on our happiness level, says the Happy-o-Meter.

  3. How we think and what we do. That’s the final thing. Our attitude. Our thoughts. Our outlook. If you’ve been doing the math, it turns out that 40% of our happiness is dependent upon our attitude.

Wow! That’s a lot of percents!  Our attitude, which we do get to control, accounts for 40% of our happiness according to the Happy-o-Meter. (The Happy-o-Meter is good at third grade math.)

The Best News to Hit Your Attitude All Year Long

This is fabulous news. We can’t control some things, but good old number three on the list up there, we can control. Even big things like tragedy or winning the lottery only dictate 10% of what makes us happy. (Well, in my case, winning a 10 million dollar lottery prize would make me 100% happier, but Dr. L. never asked me.)

Happiness Speaker Brad Montgomery at Lockheed Martin

What?! you say. That can’t be true. Winning the lottery would make anybody really, really happy, including all the people Dr. L did ask!. Probably 200% happier. (Ignore the frown from your fourth grade math teacher.)

But guess what? Dr. L says, things settle over time. People can be wildly unhappy or happy for moments in time, but after a while they settle and their happiness level goes back to baseline. Even if they win the $10 million. Even if a satellite crashes into their backyard ruining the newly installed patio. Or even if their chihuahua falls into a pothole and has to be retrieved by a fireman.

Good news is that we can control the 40%. How we think and what we do. For me this is excellent news. Forty percent is enough to take a really horrible day and make it only “bad.” I have the power to turn my day from horrible to bad. From bad into average. Or from average into outstanding. I have the power! (Remember that song? Sing it now. You have the Power!)

So what does this mean? Well, for one thing, turns out your grandma was right: you can turn your frown upside down. (Grandma would have been awesome in the workplace.) You can listen to reggae: Don’t worry. Be happy. You can adjust your attitude almost as much as you can adjust your underwear. (I can adjust my underwear 40%, no problem.) Right now if you want to be happy, remember how much is up to you. Stop whining. Start smiling. Focus on what you do and how you think. Not rocket science. Common sense.

And guess what else? If you’re going through a difficult time, a tragedy, a medical crisis, or fielding any of the rotten tomatoes life throws, knowing that you can control your response to it helps. You will get through it, you will heal, and you will rise back up to your average norm for happiness. It’s your response, your willingness to hit that Reset Button on the Happy-o-Meter, that really counts.

Extra Credit Question: What are you doing with your 40%? Are you making the right choices? Our control is greater than we would guess. Get up and start being happy now.

Motivational Speaker & Happiness Speaker

Book Brad to speak at your meeting, convention or event. — He’s a happiness speaker; and he’s funny. Are you looking for a motivational speaker who speaks about happiness and who gives specific tools and strategies for boosting your psyche, then consider Brad Montgomery, controller of his own 40%. He’s the only happiness speaker he knows.

* According to Wikipedia, The Sad Sack is an American fictional comic strip and comic book character created by Sgt. George Baker during World War II. Set in the United States Army, Sad Sack depicted an otherwise unnamed, lowly private experiencing some of the absurdities and humiliations of military life. The title was a euphemistic shortening of the military slang “sad sack of shit”, common during WWII. (Do you really want to be known as a “sad sack of shit”? I mean, really? Your grandmother would NOT approve.)

Looking for a Funny speaker who is motivating AND is an expert in how to be happy at work? for your event? Contact me here.

Yours,
Brad Montgomery
Motivational Speaker on Happiness, Humorist, Seminar Leader

 

Have you ever written something and regretted it?

Me too.  I regret ever posting this article.  (I’m pretty sure it was written by a long-ago-fired assistant, but to be honest don’t remember.

What I can say is that I hated the article so much, and the advice in it so much, I just pulled it down.

 

There is lot’s of good stuff on this site…but this article wasn’t among them. : )

 

Thanks!

Brad

Motivational Speaker Playing Onstage

Motivational Speaker Playing Onstage