Learn Easy Steps to Keep You Motivated & Make This Your Biggest Year Ever

Jef Menguin is a sought-after motivational speaker in the Philippines. He provides YOU with easy, simple, and effective steps to keep yourself motivated, to think bigger, and to act on your biggest dreams.

You can do your damnedest best every day, live a good life, and multiply your value a thousandfold.

From Zzz to A Speeches

(Zero to Awesomeness)

You can finish what you start.

Whether you are looking for ways to cure ningas cogon, lack willpower, are not motivated, and do not know how to implement your ideas, you can master proven ways to finish what you start.

You can move beyond mañana.

Procrastination kills dreams. Manana habit is not just the inability to start; manana is also the inability to quit being busy about the less important things to avoid doing what matters most.

Move from "Mamaya na" to "Ngayon na!"

You can be your damnedest best.

Some people die without reaching their fullest potentials. They are like a mouse on a wheel. Excellence, like mediocrity, is a choice.

Make small changes in the way you think and start tiny habits that can help you be your damnedest best every day.

You can make things happen.

Lots of people feel they are stuck in their work, hobbies, and social lives. Things happened to them. If you want to break free and make things happen, you can do that.

Learn simple steps to take the initiative today.

Inspire Leaders to Make Good Things Happen

My career as a motivational speaker in the Philippines started in 2004. Since then, I have delivered hundreds of speeches at conferences and events.

I am known for delivering motivational speeches that teach excellent and proven ways to equip better leaders, build teams, wow customers, cultivate corporate values, and achieve personal success. I don’t believe in regurgitating ideas. By listening to my customers, I craft and deliver solutions that they need.

I prefer evidence-based examples rather than tear-jerker and cute stories. I am a mentor. I do not attempt to be a comedian on stage because when everyone is having fun while being equipped and inspired, no one is looking for someone to joke about them.

I write books, create courses, record videos, and blog. You will find me enjoying my adventure with my vegetables, herbs, and plants during ordinary days. The extraordinary days are the times when I am inspiring leaders and motivating people. It is good that I also have plenty of extraordinary days.

If you want to explore the opportunity of partnership, reach out to me. If our missions are aligned, we can make a big difference.

motivational speaker
Dare to lead.

Read this before you hire a motivational speaker.

It is normal to look for help outside our organization if we can pay. Employee motivation is often blamed for performance problems. It is convenient. It is better than to think that the problem is the manager. 

Marco is a good example.

Every year, Marco hires a Filipino motivational speaker to inspire his sales team. He said that he gets good results since he started hiring a motivational speaker five years ago. 

He said his salespeople weren’t selling enough. So he hired a motivational speaker who talked about money magnets. Have you heard of it too? 

He said they did some crazy stuff (I was not there), but it did not work. There were organizational changes. That must be the problem since people resist change.

So, they invited someone who talks about Embracing Change. After that, Marco hired speakers who spoke on Grit, Resilience, and Freedom.

For every productivity or performance problem, Marco’s company gets a motivational speaker. 

There are improvements, but Marco still thinks it is a motivation problem. They will get another speaker who will talk on how to Succeed in the Next Normal.

Many business managers are like Marco. They have faith in the power of motivational speakers to solve their problems. 

If only they explored other possible solutions. Motivational speakers aren’t miracle workers.

I am often invited to speak to motivate people. However, if I asked them why people are not motivated, I do not always get clear answers.

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A trainer gets active participation from participants in a supervisor skills seminar
Engagement is key to success.

Performance suffers not only because of motivation. Leaders must consider ability. Performance suffers when employees cannot get the job done. Difficult work demotivates most people. Often, you only need to give people deliberate training.

Then, you have to consider peer pressure. People look around. If they work with complacent people, they don’t swim against the flow. Coaching and mentoring can help improve performance too. Mentors are motivators. 

A motivational speaker is a mentor on stage. But most of them do not know your employees. So be clear about what you want to get good help.

Consider your environment. The place of work influence performance. Examine your rewards and recognition. Whatever you reward speaks of what you value. 

Look into any of these before you get a motivational speaker.

If your goal isn’t clear, a motivational speaker can’t help you.

Connect corporate goals to individual ambitions. If there is no connection, the motivational speaker can only add noise. 

Clarify, reinforce and amplify your intention, so your people pay attention. You cannot make people commit to something they do not know. If you want them to create the future, you’ve got to paint it first.

A motivational speaker cannot do that for you. 

I am telling you this because I want you to become successful.

As a business owner, I handled a small number of employees who needed a daily bath of motivation. Motivating people goes beyond pep talks.

Before I became an entrepreneur, I was a teacher for more than nine years. I saw my teaching job as a seller of dreams. It was my job to sell students to themselves.

When I  was a student activist,  I honed my skill to deliver persuasive speeches. People do not always listen to logic. Thankfully, I was a seminarian for two years. It was there where I learned how to tell stories that build an emotional connection.

Emotions move people to action.

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Why They Fail
Why do they fail?

Do you know why leaders often underachieve?

Do you know why many school smarts are underachievers at work? People expect them to succeed because they are too good to fail. 

I met professionals who look good on paper. They got hired because of their excellent communication skills. One was a board top notcher, and the other has authored two books. But when it comes to delivering good work, they failed.

Why do many employees underachieve?

I won’t be able to tell you everything here. But allow me to share reasons which are often ignored by leaders. 

They avoid stress.

High performers embrace stress. Those classic breathing and relaxation exercises do not always contribute to peak performance because peak performances happen in stressful situations. 

There is a time to be relaxed. There is time to be warmed.

Think of basketball players in a championship game. You do not see them relaxing. No, they need to warm up. They need to ready themselves to perform. Stress is not the enemy.

I do not mean to say that you overstress yourself. But to get to high performance, one has to get out of the comfort zone regularly. That’s how you enlarge your comfort zone.

They do not take risks.

Nonperformers avoid risks; they wait and see. They play safe, small, and same-same. They wait and see.

I heard from a client that two of his employees refuse to take leadership roles. They are high-potential employees. The client needs a leader, but he cannot hire another one. 

People think that the best time to lead is when one is ready. The only way to be genuinely ready is to show up today. Taking new roles may result in failure. On the other hand, it may also result in great success.

Being busy does not make one productive.

You can use a to-do list or kanban to do more each day. But doing more does not always mean high performance. But they do more because that’s how they defined themselves.

You can do 80 things and get 20.

You can do 20 things and get 80.

You can do 4 things and get 64.

You can do 1 thing and get 54.

No, this is not a mathematical problem. That’s the extended Pareto Principle. High performers pick the one thing that weighs twice more than 80 things.

You can keep the busy work. You can check every box on the to-do list. But doing these does not make one an achiever.

They do primarily hard work.

Hard work is essential to success. So, I do not advocate laziness. I am not also going to say that you work hard, not smart. Many motivational speakers talk about working smart. These get repeated until one starts to believe that hard work is terrible.

Hard work is good. But what underachievers fail to do is to play. They don’t do the creative part.

I often hear people say that practice makes perfect. But, of course, no one becomes perfect because of practice. Those who spend schedule time away from work find ways to improve.

They limit themselves.

Some of us hold a fixed mindset. That one will reach the intellectual limit. This seems right. Unfortunately, you won’t know your limit unless you try.

Underachievers limit themselves. They don’t even try.

I recommend you watch The Boy Who Harnessed the Wind and In Pursuit of Happyness. You will find characters who refuse to accept limits imposed on them by the world. 

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You can help people win in life.

You can do that as a leader. A motivational speaker can help, but it is your primary job. You cannot put a tag price on this. Overachievement means many things. 

Overachievement may mean you help them 10x or 1000x their sales. Salesmanship is an inner game. Often, those who know excellent salesmanship skills sell better than most. But they don’t get to their potentials because of limiting beliefs.

Overachievement may mean getting the ability to pitch to demanding customers. If you can make them turn fears into a passion to serve customers, they are overachieving.

Overachievement may mean inspiring employees to achieve excellence together and make indifferent employees fully engaged. You encourage them to trust first and be vulnerable. You make them drive results.

Overachievement may mean doing something which they have not done before. Or starting to do small changes every day. Or speaking in a crowd. Or having the courage to do the “impossible.”

One way to illustrate overachievement is when people move from A to B, A to C, or A to Z.

Another way is to make them the first step towards their heroic journey. After that, you help them transform every step of the way. You become a mentor to them. 

As a leader, you are a coach, a counselor, and a mentor. 

The motivational speaker serves to support you. He is the mentor on stage, and you the manager is the mentor at work. 

Overachievement may mean stretching yourself so you can expand your comfort zone.

Here’s a true story.

After four months in Toastmasters, I realized that my club became my comfort zone. I first joined the club because I wanted to be a confident speaker. 

Four months after, I was so convinced I can speak anytime when I am in the club. That meant I had to go out and seek other clubs. Then talk in other associations. Then speak as a paid speaker. 

Our comfort zones may shrink or grow big. 

Each of us is capable of going beyond our perceived limitations. I do not believe in “no limits.” My body tells me my limitations. I cannot lift 1000 kilograms. A solid and long lever may help. Or a machine. But there are limits to what I can do.

But I do not have to set my limits. I must find ways to make things happen. I can overachieve.

So, our question is, how a motivational speaker can help people overachieve? Is it enough that we talk about mindsets, strategies, and techniques. Can we use motivational stories to get people motivated?

There is no single formula, but we ought to create a formula so people will understand.

define the dream
What do you really want?
1. Define the dream.

If I were to speak to a friendly audience, I wouldn’t talk as if there is a curriculum I need to cover. Even professional speakers make this mistake. Your topic is interesting to you, but nobody says it will also be attractive to everyone.

Your audience is hungry for X. What is their X? 

You can assume, of course. 

You can start with Maslow’s hierarchy of needs. People want safety, security, connection, recognition, and meaning in life. 

People want to contribute to the world. Most of us want to be somebody. 

A motivational speaker may focus on one topic and sell it again and again. But you the manager must know what people really need.

You can ask your people. Listen to what employees say. Figure out what they are not saying too. You want to figure out what keeps your audience awake at night. 

If you know the dreams of people, you will see if you can give it to them or tell them where to find it.

You can sell them a product or service. That means people has to buy your solution, or you can show how to get answers. Your goal as a speaker is to give them the courage to move.

show how to achieve
A motivational speaker is like a mentor on stage. A manager does it every day.
2. Show how to achieve.

The first step was easy though many leaders fail to do it. Knowing the dreams of people helps you clarify their goals. 

In doing so, you have also defined your goal as a manager. You ought to tell a motivational speaker what you know. 

People don’t buy something because it is good. They don’t take action because it is logical.

You have to show them how.

Remember, they cannot overachieve without action. Employees have been in the “comfort” zone because they have not done something you are about to offer.

Show them that there are a few but critical steps they must take. I call these vital behaviors. You do A, and you will get B.

If you are working with a motivational speaker, you ought to collaborate. Give your bullet points. 

Or use stories. Stories are effective ways to teach people.

Motivational speakers use stories. Stories give the listeners a vicarious learning experience. 

Stories make you live in another person’s skin for a while. Positive vicarious experience provides us with the confidence to do something for the first time. 

Yes, it is important to give specific steps. Make it easy to understand. Make them do it.

Allow me to give an example.

When I was still teaching high school students, I taught creative writing. Creative writing was not in the curriculum because the subject is English Communication. However, creative writing is an excellent way to help them communicate better.

You communicate well if you think well. The closest thing to thinking is writing. So I have to teach students how to write. But I won’t do it the typical way.

I introduced creative writing to the class. And the tool that I chose was journal writing. My goal was to help students write every day. But their previous experiences in writing did not help them. So I had to create new experiences. 

So I began each class with five-minute journal writing. The vital behavior is to write every day. To make it easy, I started with freewriting – write everything that comes to mind. 

To cut this long story short: they became better thinkers. 

Some of my students found it easy to write essays. They got better grades in all subjects. And yes, some of my students are now authors.

Helping people overachieve is easier than we imagined.

good habits to good life
Managers must sell good habits.
3. Turn actions into habits.

One key to overachievement is making the vital behaviors stick. Action determines the result. Movements build muscles.

You can continue hiring a motivational speaker every year. Or every time you have a motivation problem. But you will be wasting your time if people will not turn action into a habit.

As leaders, you must engage employees. 

This is why you ought to hire a motivational speaker when you have clear, measurable goals. Together, identify vital behaviors. Then, ensure that leaders promote and practice them.

Earlier, I said that it is good for you to hire Filipino motivational speakers. But this does not mean you can’t hire John Maxwell or Brene Brown.

I have shown you a simplified formula for helping employees overachieve. Now, let’s talk about why and how to get a motivational speaker.

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motivational speaker
Sometimes, the bridge to greatness is just one talk away.

Help leaders achieve goals together.

You do not always need a motivational speaker to improve performance. There are other ways you can try first.

You may consider training, coaching, and mentoring. One I find compelling is to sit down with employees to listen.

Of course, you can combine getting a motivational speaker with other interventions.

You can have many goals, but don’t forget to include the two I will mention below. Some managers try to play safe by hiring the most prominent names though there is no problem-solution fit.

Here is the first goal: hire a motivational speaker to excite people about your organization’s most prominent dream.

They must fully understand what you and your people care about.

The dream must be yours from the very beginning. The speaker does not need to create a new one. You are the leader, and the speaker is your communicator.

The motivational speaker tells stories so people can relate to the heroes of his stories.

His stories provide you a vicarious experience.

His stories must persuade people that you are in the position to succeed.

He wants you to become successful, for only through your success do his words become meaningful.

The second goal is to introduce vital behaviors which will produce repeatable and scalable success.

You should have identified these behaviors even before you speak to any motivational speaker.

Pick 2 or 3 new behaviors that will create the future.

He must demonstrate clearly how the heroes in his stories committed themselves to these behaviors.

When they are that good, Motivational speakers must influence people to embrace a new set of behaviors and create them into habits.

No, he doesn’t have to make people walk on fire. So don’t fall into that trap.

People must learn new behaviors or actions on the job every day.

For example, to achieve 10x better, encourage people to 

  1. Focus on the most important 
  2. Act on it, and 
  3. keep score.
dream big
Dream big, set goals, take action.
Help motivational speakers succeed.

Tell him about your goals and the behaviors you want people to practice.

Any motivational speaker’s success is not measured by how much he earned for every speech he delivered.

His success measures are the number of people he pulled from complacency and the number of people he pushed to go beyond their limits.

You get a motivational speaker to push people over the edge.

You don’t make people motivated but give them the courage to make the first step to getting what they want.

And then the second, third, fourth…100th step.

Move people to action.

A motivational speaker moves people into action.

He tells stories that educate, encourage, and inspire. A motivational speaker helps us make forgotten dreams come back to life. That though we are in our darkest moment, we can choose to see the light. That though we are at rock bottom, we can choose to bounce forward. 

Though we are where we are, we can turn our sufferings and struggles into success and happiness. We can celebrate a great life each day.

Some motivational speakers can make these happen.

But if you were to ask me, I can only tell you this:

A motivational speaker moves people to action.

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believe, achieve, succeed
Help people succeed.

Reach out!

  • Please check the speeches which caught your interest. If there is a topic you want us to explore, please explain in the message box.

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