The Lone Wolf Employee

By Julie-Anne Peake, Clinical Psychologist

A “lone wolf” is a high-autonomy, self-assured performer who follows instinct, resists process, and collaborates only when required 

Autonomy is an asset until it isolates. Check your pattern and calibrate.

Quick self-check: are you a lone wolf?

Tick what fits you.

• You prefer to handle critical tasks alone.
• Meetings feel like blockers.
• You skip or bend standard processes.
• You decide fast without seeking input.
• You share updates late or only on request.
• You keep key know-how in private notes.
• You dislike handoffs and dependencies.
• You see collaboration as slowing you down.
• You want full control of quality and pace.
• You choose roles with clear personal ownership.

Results: 0–3 ticks = low. 4–6 = mixed. 7–10 = strong lone-wolf tendency. This is a guide, not a diagnosis.

For Employees

What it means

High autonomy. Low patience for process. Collaboration only when necessary.

How to calibrate

• Define non-negotiables. List where coordination is required and by whom.
• Share once, visibly. Post decisions and docs in a single shared space.
• Pair by design. One co-working block per fortnight on a live task.
• Ask for one input before high-impact decisions.
• Create a backup. Handover notes, access, and an owner of last resort.
• Track one team metric tied to your work, not just solo output.

For Managers

What to watch

• Strong individual output with weak cross-functional follow-through.
• Process avoidance and late visibility.
• Single-point-of-failure knowledge.

Risks

• Silos, rework, and delay at handoffs.
• Compliance or safety gaps in process-heavy work.
• Morale drag if norms feel optional.

Interventions

• Clarify interfaces. Write the few must-do standards and handoffs.
• Link goals. Balance individual KPIs with one shared team metric.
• Keep process lean. Fewer rules, consistently enforced.
• Reduce silo risk. Require lightweight docs and peer review.
• Add cadence. Short, predictable check-ins for visibility, not control.
• Fit the role. Move to high-autonomy lanes if friction persists.

Hashtags: #Leadership #TeamDynamics #WorkplacePsychology #OrganisationalCulture #PeopleOps #HR #Management #Collaboration #HighPerformance #RiskManagement