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Online articles will be insufficient. Instead, find the right people. First understand that management is administrative: accountability, task completion, retention, hiring. Leadership is direction, purpose, and motivation. The concepts are not related. Leaders own things and take risks. Managers balance spreadsheets. If you are an extreme introvert or find it difficult to be assertive you have a tremendous amount of catching up to do. Secondly, your best source of knowledge is experience from people with proven delivery. Find them and ask them tough questions. Compare yourself to your managerial peers to determine if you are developing appropriately or if you are sucking. Do not look to your peers or the public for leadership guidance as they will set you up to fail, especially in software. If you really want to become a solid manager look for harsh criticism from the leaders you work for AND a path forward. Finally, pay close attention to the measures and metrics of your staff. Such measures will include staff retention, speed of delivery, product performance, and so forth. To help jump start your journey here is leadership according to the US Army: ADP 6-22, https://armypubs.army.mil/ProductMaps/PubForm/Details.aspx?P... |
This can be a good thing. "Natural born leaders" by personality type tend to be overconfident and ignore their blindspots because they've never had a reason to challenge their ability.
Introverts, for example, are acutely aware that leading and managing doesn't come naturally and is a skill that is continually learned and built upon. In the long-run, introverts can be excellent leaders because they're aware of what it takes to be a good leader and they put an emphasis on professional development to get where they need to be.
Not to say extroverts are worse leaders. Both introverts and extroverts can be terrible leaders/managers. The best leaders/managers are the ones who have the self-awareness to reflect on themselves, identify their week points, and constantly improve.