Self-motivated employees are the most productive in the workforce. Managers are willing to give them more latitude and freedom with their work because of their productivity. However, this type of employee is difficult to find because several factors have to come together for this to happen. You, as a leader, have the power to instill a self-driving attitude in your employees by developing their intrinsic motivation.

Develop Intrinsic Motivation in Employees

An employee’s intrinsic motivation is their inherent drive to face new challenges and discover new possibilities—something that ties with their social and cognitive development within and outside the office. Social context situations such as rewards or feedback about work lead to experiences of competence and accomplishment. On the other hand, negative feedback does the opposite effect to a person’s intrinsic motivation.Mosaic.2013.49

Small things like thank you notes, acknowledgement of contributions and more latitude in work gives an employee confidence and sets the foundation for building intrinsic motivation. Before you start praising and rewarding your workforce, they must also display competence.

Autonomy must accompany competence for an employee to see that their behavior follows self-determination by intrinsic motivation. For this to occur, there should be an immediate contextual support for both. As a manager, you must meet the needs of your workforce to keep them motivated. You accomplish this through appropriate compensation, bonuses and other forms of material rewards based on performance. Other ways include; creating a culture and environment conducive for work and providing them with more than just monetary benefits.

Brad Montgomery Motivator Extraordinaire

Brad Montgomery is a motivational speaker for people who matter the most. Brad believes that your best assets in the organization are your people. He coaches companies and people about the various strategies to improve productivity and deliver results. He helps you motivate your workforce to find potential leaders and create an environment driven to succeed.

Contact us to learn more about the services offered.

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.

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

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.

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.