Equip Your Captain[s] or Accept Mediocrity
Dear Durable Minds,
This year, our high school captains were great athletes and outstanding students, but I felt like I had to babysit them throughout the season and never really got the lift I was expecting from their leadership. Is it them, or is it me? I want to make sure I get the most from my captains next season. - Am I Leading Leaders
“The Work You Do Up Front Will Create Efficiencies On The Back End” - Richard Stoehr
Dear Am I Leading Leaders,
First of all, I applaud you for holding up the mirror and asking a critical question: "Is it me?" When you accepted your coaching position, you did so with the understanding that credit for team success is given to others while failures are owned by you. This reflects an incredible belief system rooted in alignment, accountability, and ownership.
I assume you are asking this question before selecting the right captain(s) to represent your team for the upcoming season. If so, you may want to start by referencing our blog titled Selecting the Right Captain(s).
A familiar scenario often unfolds once captains are selected. It begins with congratulating the new team leader(s), followed by immediately throwing them into the deep end. This often happens for several reasons. First, there may not be enough time during the preseason to work with the captains and address all the team’s needs, causing leadership development to be overlooked. Additionally, assumptions may be made—for instance, that strong technical skills automatically equate to leadership competency. Regardless of the reasoning, when this happens, captains may feel like they are scrambling to reach the shallow end, where they feel more stable and comfortable.
The quote at the beginning of this post was first introduced to me by my father, a great spiritual leader. He found that when you invest productive time up front—even if it seems like you aren’t gaining traction as quickly—you ultimately create greater efficiency when it comes time to execute.
To ensure your captains receive the development they need from the start, consider the following:
Be the example of leadership. They are watching and learning. When you consistently deliver quality experiences and support for your team, you create “Ah-Ha!” moments for your leaders. Conversely, inconsistency sends a message of mediocrity, creating gaps in execution and performance.
Clearly define your expectations. Each captain should understand general expectations before being selected. Examples include leading warm-ups before a game or helping to ignite teammates to perform at their peak. Additionally, ensure they know how to leverage their individual specialty skill sets.
For example, Captain #1 may have an even temperament and be a strong communicator. This leader may be best suited to handle challenging officials during a game. Captain #2 might be your best strategist. You may want to give them more responsibility in leading practices or educating teammates in high-pressure situations.
Train your leaders prior to and during the season so they have the necessary skills to meet your expectations—don’t assume they already possess them. Here are a few key competencies to consider:
Building trust
Managing emotions
Effective communication (including praising performance and managing conflict)
Creating chemistry
Holding teammates accountable to expectations
Final Thoughts
As a coach, your ultimate goal is to select and support effective team leaders who will align with and execute your expectations, strategies, and development tactics for your athletes.
To support your leadership team, you can schedule a complimentary 30-minute strategy session with us to collaborate on the most efficient and effective approach for supporting and developing your high-potential and existing team leaders and captains.
Good luck! Remember, while this may seem like a lot of work up front, the time you save in execution will be significant.
