Give your captains a real job description — most captains don't step up because they were never told what the job actually is. Proactive Coaching calls this a leadership void, and the fix has four parts: select leaders based on commitment to your team's values, not talent, popularity, or seniority; define specifically what you want them to do in practice, in games, and away from the team; give them visible authority by telling the team they lead with your approval; and mentor them with regular one-on-one time, in season and out. Bruce Brown's rule is simple: don't leave team leadership to chance or popularity — do it by design.
Why aren't my team captains leading?
Usually because they were chosen for the wrong reasons. Voting after tryouts becomes a popularity contest, and talent or seniority doesn't guarantee respect. Ask your team a different question: not who they want as captain, but who is most committed to your team covenants. That answer shows who teammates will actually follow.
What should a captain's job description include?
Bruce Brown frames it as be first, be last: first to serve, first to lead by example, first to be a lifeline of communication between coach and team, first to praise others, first to protect and defend, first to confront violations of team standards, and first to encourage. One captain doesn't need all seven; the group covers them together.
How do I mentor my captains during the season?
You can't appoint leaders and just tell them to go get them. Meet regularly — even lunch once a week, in season and off. Read a leadership book together. Then rehearse the scenarios every team faces: a teammate slacking off, teammates arguing, criticism of the coach. Ask each captain: will you be ready, and what action will you take?
The framework above is the what; the how — including the complete Captains — Seven Ways to Lead Your Team booklet — is in the Proactive Coaching digital library, free to read for 7 days with a trial membership.
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