When I’m running teambuilding programmes, one thing I take time to explain is that not everybody wants to be part of a team. Some people are naturally introverted, self-motivated and prefer to work alone. At times, this can lead to complications. Your team feels less harmonised when an individual isn’t participating. Team projects can suffer as a consequence, and you might be frustrated with your ‘lone wolf’.
Understand
The first thing to consider is that a lone wolf is generally not trying to be difficult. There can be many reasons why they prefer independent thinking to group thinking. Often, it boils down to have a specific personality type. What others sometimes perceive as stand-offish or hostile is often a highly-driven individual that is goal-focused rather than team-focused.
None of this is to say that a lone wolf cannot be problematic. Some lone wolves do lean towards arrogance, eschewing team-projects because they believe they are better or smarter. Other lone wolves are reluctant to explain their methodologies or help others within the group. When one individual seems to be an outcast among peers, this can have an adverse effect on morale.
Managing
Lone wolves often require a delicate touch. While it’s tempting to try and force them to be a team-player, their discomfort with the role might hamper their productivity. Instead, it’s usually beneficial to put a distance between them and the group. Lone wolves tend to be happiest when taking on responsibilities for which they, and they alone, are accountable.
If you’re a hands-on, micromanagement type of leader, you will more likely be frustrated with the lone wolf. Given their tendency to excel when left to their own devices, you might find that they poorly react if they feel they’re under scrutiny. Of course, there is no excuse if they are outright unprofessional and not getting the job done, but if they are producing the desired results, it’s probably best to back off.
Nudge, Not Direct
Many lone wolves tend to be creative and enjoy the challenge of finding solutions. They can be a fantastic problem solver and take pride in seeing things others miss. However, this can lead to a tendency to over-think. Although they are goal-oriented enough to find the solution you need, they may begin going off-track at times and require a gentle nudge back on to the right path.
From a team perspective, keeping everyone on-track is vital. You must make sure your independent thinkers remain aligned with the overall team goals. Again, this may require the leader to take an observational role and step in with gentle redirection when necessary. In some cases, it helps to use one of your stronger communicators to act as a bridge between the team and the lone wolf.
Make Sure They Are a Lone Wolf
Some people are mistaken as loners when the reality is they’re not good communicators. An introvert personality might not always prefer working alone, but may lack the confidence to speak up. If your group has several dominant personalities, who monopolise the dialogue, then it suppresses the voices of others. Before you assume that your quiet worker is a lone wolf, you should give them opportunities to speak and engage. If they are still reluctant or uncomfortable doing so, then try to have a private word to ask if they have any problems.
If they express no concerns and continue to prefer independent work, then it is very likely they are a lone wolf. If they do voice concerns or do come across as overly shy, then it could be worth looking into courses or programmes designed to improve their confidence and their ability to communicate more effectively.
