Vol. #24, 12/15/04
Contributing Review by Debbie Lively
Deanne G. Bryce, editor
Andrea E. Sullivan, copy editor
Copyright, LeaderStrength Systems, Inc. 2004
 

The Fred Factor by Mark Sanborn, Currency/Doubleday (April 20, 2004), $14.95, Hardcover

ReaderStrength Rating:
Focus 2
Build 3
Adapt 4
Overall Rating as a leadership resource 3
(Please see "How Do We Evaluate Resources?" in right column)

As a leader, we want to remain on the cutting edge of ideas, information and technology. However, the best ideas aren’t always new; many times they are just timeless principles applied in a new way.

In his book, The Fred Factor, author Mark Sanborn shares the principle of how passion in your work and life can turn the ordinary into the extraordinary. He does this through the unlikely example of his postman, Fred. This is not just another parable of successful service, but the actual story of a postal carrier who went out of his way to do his job with creativity and commitment.

Sanborn tells the story of his postman and how it inspired him to excellence in his own career as an author and motivational speaker. Sanborn outlines four basic principles of being a “Fred” that will help bring new energy to our life and work. He also shares four ways to develop a Fred and these can be easily remembered by the acronym:

F – Find
R – Reward
E – Educate
D – Demonstrate

F – Find
There are three ways to find a Fred: 1) Let them find you. Create a work environment within your team or organization that attracts extraordinary people to you. 2) Discover dormant Freds. “Finding Freds is often no more difficult than uncovering the latent talent of those you already work with.” 3) Hire Freds. Sanborn gives a list of questions that a leader should ask a prospective Fred.

R – Reward
Recognize a contribution, reinforce its positive effects on your business and repeat frequently. The author cautions that it’s just as important to reward a Fred for good intentions as for spectacular outcomes. When people feel their contributions are unappreciated, they will stop trying and creativity and innovation die.

E – Educate
Sanborn recommends that you begin to look for examples of Fred around you. They can be found at the grocery store, the soccer game, in the newspaper or on TV. Use these examples with your team at the next staff meeting. When you begin to mention people who are giving extraordinary service, even in very mundane jobs, people will begin to notice and look for their own examples and ways they can implement these in their own work.

D – Demonstrate
As all leaders know, people do not listen as much to what we say, as they watch what we do. “The man or woman who can demonstrate a lesson with his or her life most powerfully impact others.” To have a team or organization of Freds, be one yourself!

The author gives specific examples in each chapter of how ordinary people are making a positive difference in their sphere of influence. These stories inspire the reader to reevaluate their own performance and those around them. The example of Fred the postman gives the reader the impression, “If he can do it, I can do it!” These ideas can be transferred easily to your organization without a lot of cost or disruption. This was the reason the book was rated higher for Adapt.

Recommendation
This book is a quick read and, at first glance, may cause some to reject its simplistic message. However, I would encourage them to consider how a passion for excellence and a commitment to make a difference will have a lasting impact. After all, part of being a leader is having a heart of service and a hand of influence in the world around us.

Copyright 2004, LeaderStrength Systems, Inc. 630 Freedom Business Center , Suite 300
King of Prussia , PA 19406

dbryce@leaderstrength.com • LeaderStrength Systems