Chameleon Leadership

Chameleon Leadership

Like many leaders, I have taken multiple “leadership inventories” or assessments. The result of these usually shares what kind of leader I am and how I can best lead people. And when I reflect on the results they seem pretty right on for me.

Pieces of other training have been very similar. Sharing what kind of leader I need to be. But the truth is we need to be able to change our leadership based on who we are leading.

Leadership is not about what kind of leader I am, but about what kind of leader people need me to be.

And that can change often. Like a chameleon moving through the forest we need to change our approach based on the people and the situation.

For example, some people are lazy. They just are. That’s not a judgment or negativity, but a realization of the truth of human potential. If I am leading a lazy person, then I am going to be the kind of leader that motivates them to move and get things done.

Other people are fearful and afraid of making a mistake. As a leader, I need to be their courage and help them through the situation so they can see and find their own courage or ability.

And then other people are simply exhausted. They have been working hard, making things happen, and need me to be “present” and listen. Maybe even take them out for a cup of coffee and be an encouraging, supportive leader.

Of course, there many other ways that we can support those our leadership effects. The three I refer to are interesting because they look exactly the same. People stalled by fear, laziness, and exhaustion all have the same outward approieace. As leaders it is essential that we have the insight and empathy to know which we might be working with. Other situations might be more obvious: the talker, the cherrleader, the “do it all,” the “know it all - these all have mostly obvious characteristics.

Our role as leaders is to be aware and understand the leader people need so we can help them become the best they can be.