“A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves” — Lao Tzu
A chameleon is a type of lizard that is known for its ability to change color to match its environment. Chameleons typically have a prehensile tail, long sticky tongue, and large eyes that can move independently of each other. Chameleons change color as a way to regulate their body temperature, as a way to communicate with other chameleons, and as a way to camouflage themselves from predators. Chameleon traits refer to the ability to blend in with one’s surroundings. This can include physical features such as camouflage-like coloration and shape-shifting, as well as behaviors such as remaining motionless and changing the frequency of vocalizations.
Some of the best leaders I know and have been blessed with to have on our Team are best known for their ability to blend in with their team members and work right alongside of them. They are not concerned with putting themselves on some sort of pedestal to “flex” their positional power to their subordinates. This is true right down to the front lines. When working on jobsites, clients actually can sometimes have a hard time identifying who is in charge because each member of the crew is taking ownership of his / her role and leading in some form of capacity.
About six years ago, I attended a seminar with a few members of my team. Some time had passed after the conference, and I had reached out to the speaker on a separate related note. While in conversation, he told me it wasn’t until a conversation we had later on after his talk, that he realized that I was the owner of our business. At first I didn’t know where he was going with this, then I had come to realize that leaders were being cultivated all around me. They were taking ownership of their departments. They were taking charge of their roles and running with it. We were all blending into the environment around us, and there was not an easy way to tell who was who. I came to realize as we continued to grow in our capacity over the years how powerful of a trait this was going to become in leading a Team!
Here are a few “Chameleon” type leadership characteristics
• Adaptable: Chameleon leaders are able to quickly adapt to changing environments and situations.
• Open Minded: Chameleon leaders are open to new ideas, perspectives, and ways of doing things.
• Flexibility: Chameleon leaders are able to modify their approach to different situations in order to achieve the desired outcome.
• Effective Communicators: Chameleon leaders have the ability to communicate with different types of people.
• Empathy: Chameleon leaders are able to understand and relate to the feelings and experiences of others.
• Self-Awareness: Chameleon leaders are aware of their strengths and weaknesses, and use this knowledge to adjust their leadership style when necessary.
• Resilience: Chameleon leaders have the ability to bounce back from difficult situations and remain focused on the goal and mission of the organization
• Can-Do Attitude: Chameleon leaders are able to think outside of the box and come up with innovative solutions to achieve their mission
It can be intimidating for employees to feel comfortable going to their leader / manager with questions, comments, concerns, and even sometimes just to have a conversation. How can employees know you care about their well-being if you are too prideful and busy trying to stand out to engage in a meaningful conversation with them? Chameleon leaders know how to adapt to their environment, and make their team members feel comfortable with coming to them for any guidance, mentoring, or coaching needed. When problems arise, chameleon leaders know how to properly rally their troops and prepare them for adversities and storms to come! Chameleon leaders don’t feel a desire to put themselves on a pedestal to stand out amongst their subordinates. Like the quote stated when we kicked this teaching off, “A leader is best when people barely know he exists”!
It is important for us as leaders to relate to all of our team members in order to build trust and foster positive relationships. When team members feel their leader understands and respects them, they are more likely to feel comfortable bringing up ideas, expressing themselves, and collaborating with their peers to help drive missional growth forward. This helps to create a more productive and effective work environment, as well as a more enjoyable work experience overall. Additionally, when a leader is able to relate to their team members, it demonstrates to the team that their leader is capable of empathy and will take their feedback into consideration! It gives our people a voice – Something that many people maybe were never allowed to have previously. When this culture happens, watch out — The growth momentum will be like that of a freight train!
Bringing it home — Are you the type of leader that sees the need to stand out amongst your people, and let everybody know that “you da boss”? Or do you blend in to your environment so that your people are comfortable being around you and you know when to pivot to deal with the situations that arise in your environment? Being a chameleon leader is not an excuse to not carry yourself with excellence. Whatever it is that you desire from your organization, it is important for you as the leader to model that, and expect the same from your fellow chameleons that you are cultivating! Being a chameleon leader simply means to adjust your leadership style so that you are more in tune to read the emotional cues of others and to adjust your leadership style accordingly. It’s crucial for your culture development to be aware of the different needs of your people and to be able to be proactive in responding to those needs!