Tag Archive for team captain

Selecting a team captain – one view

While reading the Nikolai Karpol biography, I came across the following quote.

“An important element in any victory is the team captain, the leader of the team is my main helper. She, both in life and on the court, has greater rights and greater responsibilities than the other players. The captain must be a player who understands the game and the coach’s thoughts, so when I choose a captain there is no democracy for me – I choose. The players have no say in it. There are sportsmen and women with a great deal of authority with their fellow players, but if they don’t understand me, they can’t be captains of the team I am leading. The captain must lead the team at training sessions and in the game, must know what to say to the referee, just as I would, she must know how the team is organised both on the court and in life. The captain is a player from whom I learn the problems in the team, both private and interpersonal conflicts. The captain knows more than the coach, she must know which problems should be hushed up and which ones need to be shared so we can solve them together.”

This is basically my own philosophy, as I wrote about before. I also wrote a post on the qualities of a good team captain which feeds into all of this. This is not the only approach, of course. That was the subject of a Volleyball Coaching Wizards podcast episode. And team captains aren’t necessary in all situations. This particular approach works well for me, though.

Who should be leader on the court?

Leadership is a major consideration for any team. To that end, a coach presented the following scenario.

If my best player is the Alpha, asserting herself, telling people where to go etc. But she isn’t the setter, how do you feel about that. I.e. does the player’s position matter?

Here’s what I personally believe. Feel free to argue otherwise.

The setter should be a leader on the court, but does not need to be the leader. For sure, the setter runs the offense. In that role it is important that they be a leader.

Similarly, the libero is the first ball specialist As such, they have leadership responsibility in the areas of defense and serve reception.

Then there’s the middle blocker. They are generally in charge of the blocking side of things – especially when their team is serving. As such, they are leaders in their own way also.

As you can see, I expect leadership to be shared around. It comes from multiple sources and in different ways. Rarely will you have a situation where only one player is the leader, even if they are captain. They may be the vocal leader, and as such the most overt. That isn’t the only form of leadership, however. Nor is it necessarily the most important.

So the answer the question posed, I have no problem with a non-setter being the “alpha”. That is, of course, so long as they are not in conflict with the other leaders and lead in an appropriate fashion (different discussion).

I should note that the above has little to do with who you select for the official team captain. That’s a different type of responsibility. It’s about dealing with the referee, not about dealing with their teammates – though there can certainly be overlap.

Adapting team leadership roles

I place a lot of responsibilities on the shoulders of my team captains as part of a general delegation process. I give them administrative duties. They help me better understand team and player sentiment and dynamics. I solicit advice and feedback from them on a regular basis. And of course I expect them to provide on- and off-court leadership and generally represent the ideals of the team and the program.

My 2013-14 Exeter women’s team captain was about as good as I’ve ever had. Her organizational skills were top notch to begin with. She and I were able to communicate about team and player issues. And her leadership developed very nicely as the season progressed.

Going into the 2014-15 season, though, there were a lot of questions about her role with the team. After the prior season she was very resistant to the idea of carrying on as captain. This was mainly a function of her own increasing workload as a PhD student with teaching duties. She also had a resident hall adviser position. She didn’t feel she could be as hands-on with the team admin side of things as she was previously.

Now, you have to keep in mind that we’re talking about a student-run club here. That puts a greater burden on the player-leaders from an organizational perspective than would be the case at a US university in a varsity program where there’s more of a support structure.

As much as there was that resistance to remaining team captain, I could not see a situation in which she would simply be another squad player. That was what she had in mind. The leadership personality was now too strong. The expectations were too high. She was always going to be a leader of this team. From the try-outs onward she took charge and was clearly viewed by the new players as who they look to for direction. Maybe if we had a highly experienced player with a strong personality coming into the team there would have been a question as to whether another candidate existed for team captain. No such player turned up, though. That being the case, it was a question of how to arrange things to allow her to be that leader, while removing a considerable fraction of the administrative work.

I an idea to create the position of team secretary. The role mainly involved getting information out to the team and collecting anything from them I or the club might need. It wasn’t complicated work. Chasing up 13 other players can pose its fair share of challenges, however.

The captain and I talked about it. We selected a player we thought would be good for the role. It wasn’t a player we identified as being a team leader. She wasn’t really even a potential future leader per se (though that prospect always exists). It was more someone organizationally capable and able to coordinate with both myself and the captain.

Did it work? I think so. We looked at the situation we had and found a solution. No two teams or seasons are the same. You probably won’t have a consistent leadership structure among your players. That means adapting and finding ways to get what you need.

The qualities of a good team captain

There is an article in which Team GB 2012 Olympic volleyball captain Lynne Beattie talks about team captaincy. When I coached at Exeter, I had the misfortune of coaching against Lynne and her Northumbria team during the national semifinals of the 2014 BUCS Final 8s. Well, misfortune in terms of being sorely outclassed on the court. We were just happy to have progressed that far!

Anyway, the article brings up the qualities which make for a good team captain. It talks about how after a certain point it’s just not simply the best player on the team. This isn’t to say that doesn’t often remain the case, as the qualities which produce good captains very often result in good players as well. It’s just that not all great players are captain material.

So what does Lynne think good captains have? Calmness under pressure is at or near the top of the list. Hard to disagree with that. Nobody wants a captain who cracks when the heat is turned up. It needs to be the other way around – the captain helping the rest of the team deal with the stress and strain.

From my own perspective, here’s what else I think makes for an ideal team captain, in no particular order:

Team focus

They put the team’s performance and objectives ahead of their own. This isn’t to say they don’t worry about their own game, but they are committed to the broader goals.

Communication skills

A good captain communicates well with both their teammates and the coach(es). For me the latter is very important. I need to be able to have a dialog with my captain(s) to be able to ensure that I know what I need to know to manage the team most effectively and that the team understands my thinking and decision-making.


This need not be of the loud, constantly talking kind. I should be able to look at them and see the focus, concentration, and commitment in their eyes, though.

Work ethic

The captain must be one of the hardest working players on the team, if not the hardest. Lazy players in leadership roles set very bad examples.


This is multifaceted. The captain must respect the players and be respected by them. The same is true with the coach(es) and anyone else associated with the team.

Organizational skills

I personally delegate quite a bit of team management to my captains, so having someone who can be organized is important. The ability to delegate to others is useful in this context as well.

Positive attitude

I’m not talking cheer-leading here. For some captains, in some circumstances, that is a desirable course (as with coaches), but what I’m talking about here is mentality. There’s no whining or moaning or pulling of faces when they disapprove of something. They are constructive rather than critical. They are more optimist than pessimist.


This maybe falls under communications skills, but I want to break it out for specific focus. It is important for a captain to be able to be critical of their teammates, either individually or collectively. And from there they must be able to effectively kick them in the butt when required. Sometimes that sort of thing is much more impactful when it comes from within the team rather than just coming from the coach.

I’m sure you can think of some other features of a good captain. If you do, or you disagree with something I’ve said above, leave a comment below.

Terry Pettit has a chapter in his book Talent and the Secret Life of Teams in which he talks about some of the captains he had over the years. It is definitely worth a read. It speaks to both the demands of captaincy and the different types of captains there are. We don’t often get an exact ideal captain in our teams. I happened to have a very good one on that team which reached the BUCS semifinals, but in some ways she grew into the role over the course of the season. The coaching of the captain as a leader is something which cannot be ignored in all this. It probably doesn’t get nearly enough attention.

It should also be noted that captaincy isn’t the only form of leadership.

nike tn pas cher nike tn pas cher nike tn pas cher nike tn pas cher air max pas cher air max pas cher stone island outlet stone island outlet stone island outlet stone island outlet stone island outlet stone island outlet barbour paris barbour paris barbour paris barbour paris barbour paris piumini peuterey outlet piumini peuterey outlet piumini peuterey outlet piumini peuterey outlet piumini peuterey outlet canada goose pas cher canada goose pas cher canada goose pas cher canada goose pas cher canada goose pas cher canada goose pas cher woolrich outlet online woolrich outlet online woolrich outlet online woolrich outlet online woolrich outlet online woolrich outlet online Fjllraven Kanken backpack Fjllraven Kanken backpack Fjllraven Kanken backpack Fjllraven Kanken backpack Fjllraven Kanken backpack Fjllraven Kanken backpack woolrich outlet online piumini woolrich outlet moncler outlet online moncler outlet piumini moncler outlet moncler outlet online peuterey outlet online peuterey outlet cheap oil paintings pop canvas art