| Acknowledgments | p. ix |
| Introduction | p. xi |
| Motivation Is an Inside Job | p. 1 |
| Motivation: Intrinsic and Extrinsic | p. 2 |
| Kick Up Employee Motivation and Performance Using This Easy Assessment | p. 7 |
| Using This Powerful Motivation Tool | p. 8 |
| Create an Environment of Intrinsic Motivation Through Self-Discovery | p. 10 |
| The Three Most Common Ways to Influence Motivation | p. 14 |
| Relationships: A Key to Better Performance | p. 16 |
| Manager's Checklist for Chapter 1 | p. 16 |
| Working with Human Nature | p. 17 |
| Why, What, When, and How Things Happen | p. 17 |
| The Concept of Theory X and Theory Y | p. 18 |
| Human Needs and Response | p. 22 |
| Human Nature at Work | p. 27 |
| Managers-Nurture-Nature-What We Give Attention to Flourishes; What We Ignore Dies | p. 28 |
| Manager's Checklist for Chapter 2 | p. 31 |
| Encouraging Entrepreneurial Thinking | p. 33 |
| Make Everyone Feel Like a Business Partner | p. 33 |
| Five Steps to Creating Entrepreneurial Thinkers | p. 34 |
| Help Your Employees Feel As If They Own the Business | p. 46 |
| Engaging Remote Employees to Act as Entrepreneurs | p. 47 |
| The Doctor Is In | p. 49 |
| Manager's Checklist for Chapter 3 | p. 51 |
| Linking Motivation to Performance | p. 53 |
| What Is "Performance"? | p. 54 |
| Eight Steps to Help Employees Achieve Higher Performance | p. 55 |
| Be Realistic with Your Performance Goals | p. 63 |
| Expect the Best-and Don't Let It Surprise You | p. 63 |
| Taking Advantage of the Pygmalion Effect to Improve Employee Performance | p. 65 |
| Performance: Drive and Direction | p. 71 |
| Manager's Checklist for Chapter 4 | p. 71 |
| Helping Employees Accept Responsibility for Motivation | p. 73 |
| Motivating People with Responsibility and Authority | p. 74 |
| Let People Be Powerful and Magnify Their Potential | p. 75 |
| The Power of Belief: Setting "Perfect Present-Tense Personalized" Goals | p. 79 |
| Redefining the Manager-Employee Relationship | p. 79 |
| Helping Employees Take Responsibility for Their Own Motivation | p. 82 |
| Encourage Accountability | p. 85 |
| Why Do Any of Us Do What We Do? | p. 86 |
| Manager's Checklist for Chapter 5 | p. 87 |
| Riding the Waves of Hope and Trust | p. 89 |
| A Surfer-Leader Brands Trust at MedAmerica Billing Services, Inc. | p. 90 |
| A Profound Message about Human Potential | p. 92 |
| Trust Your Employees | p. 93 |
| Reinforcing Hope and Trust | p. 94 |
| The Benefits of a Trusting Organization | p. 97 |
| Passion Turns Zero into a Hero-Teach Employees to Trust in Themselves | p. 99 |
| Let Your Employees Run the Show | p. 100 |
| Inspiring Vision | p. 103 |
| Manager's Checklist for Chapter 6 | p. 105 |
| Fun and Motivation = Profits and Productivity | p. 107 |
| The Aussie Who Motivates Leaders with FUN! | p. 108 |
| Physiological Benefits of Humor | p. 110 |
| Fun: An Effective Organizational Strategy | p. 110 |
| Making Work More Enjoyable | p. 113 |
| Manager's Checklist for Chapter 7 | p. 118 |
| Attacking the De-Motivators | p. 119 |
| Shooing Away the "Attitude Vultures" | p. 119 |
| You Can Motivate or De-Motivate | p. 122 |
| Fighting De-Motivators | p. 124 |
| Hire the Best | p. 124 |
| Retain the Best | p. 127 |
| Give Employees Honest Feedback, Praise, and Encouragement | p. 129 |
| Build Employees' Confidence | p. 135 |
| Motivating Employees Beyond Fear | p. 137 |
| De-Motivators? What De-Motivators? | p. 139 |
| Manager's Checklist for Chapter 8 | p. 140 |
| Clear the Path to Employee Performance | p. 141 |
| Thinking in Terms of the System | p. 141 |
| The Human Side of Operations | p. 144 |
| Stop Workplace Drama | p. 146 |
| Developing Insight into Your Business System | p. 148 |
| Adapting to the System | p. 151 |
| Changing the System | p. 151 |
| Caring for the System | p. 153 |
| Challenge: Understand and Improve the System | p. 155 |
| Manager's Checklist for Chapter 9 | p. 156 |
| Inspiring Motivated Teamwork from the Head and the Heart | p. 157 |
| The Human Side of Teamwork | p. 157 |
| Teambuilding: What's Love Got to Do with It? | p. 161 |
| Why the Emphasis on Teams? | p. 163 |
| Google It | p. 166 |
| From HR Thought Leader to Cheerleader | p. 167 |
| Next Man Up Management | p. 171 |
| Affinity Groups, Employee Resource Groups, and Inclusion Meetings Create a Twenty-First Century Workplace | p. 171 |
| Managing Self-Directed Teams | p. 174 |
| Teams, Teams, Teams | p. 177 |
| Manager's Checklist for Chapter 10 | p. 177 |
| Unleash the Potential of Synergy | p. 179 |
| Team Members Develop the Potential in Others | p. 180 |
| Benchmark to Inspire Synergy | p. 183 |
| Use All Those Brains Around You | p. 186 |
| Possess the "Eyes to See" Your Employees | p. 188 |
| Rejuvenate for Synergy | p. 190 |
| Increase Energy and You Increase Synergy | p. 191 |
| Working Together Is Organic | p. 192 |
| Manager's Checklist for Chapter 11 | p. 193 |
| Conclusion-Driving It All the Way Home | p. 195 |
| Be a Success-Oriented Manager | p. 195 |
| Dig Deep for Ways to Help Employees Become Self-Motivated | p. 196 |
| It's Either Motivation or Mediocrity | p. 197 |
| Employee Development: An Ongoing Challenge in Good Times and Economically Difficult Times | p. 200 |
| Organize a Coaching Program | p. 203 |
| Find Out What Employees Love to Do | p. 206 |
| You Can Be a Motivating Manager! | p. 207 |
| Manager's Checklist for Chapter 12 | p. 208 |
| Index | p. 211 |
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