Evaluate Your Captains or Inhibit Growth
Dear Durable Minds,
Okay—I’ve equipped my captains. In the past I’ve had to step in when a captain’s behavior seemed out of character, but now I’d like to put a more formal structure in place to support them. - Am I Leading Leaders
“The natural response to evaluation is to feel judged. We must mature to a place where we respond with gratitude and love feedback” - Henry Cloud
Dear Am I Leading Leaders,
Thank you for your commitment to developing your captains. Equipping them is a great first step, and recognizing the need for ongoing evaluation is a smart and necessary next move. A strong evaluation framework not only guides growth but builds trust, accountability, and consistency in leadership.
Let’s walk through how to intentionally evaluate your captains while continuing to support and strengthen their leadership development.
Step 1: Review Measurable Expectations
Before you can evaluate captains, they need to know exactly what success looks like. Create a simple, written leadership charter that outlines:
Specific duties on and off the field (e.g., arriving early, setting up drills, communicating announcements)
Core leadership values (e.g., accountability, empathy, consistency, resilience)
Expected behaviors in team culture and conflict
Communication protocols with teammates and coaching staff
✅ Evaluation Tip:
Use this charter as your rubric—review each area during formal evaluations, and let captains self-assess using the same framework. This creates a shared language around leadership performance.
Step 2: Develop a Leadership Growth Plan with Evaluation Points
Evaluation isn’t just about correction—it’s about tracking progress over time. Integrate growth opportunities with regular checkpoints:
Set Leadership Meetings – Review leadership goals, recent challenges, and provide feedback. Track specific growth benchmarks throughout the season.
Peer Mentorship Feedback – Have coaches/mentors observe captains and share feedback at mid-season and postseason.
Leadership Scenario Simulations – Use case studies to assess decision-making, tone, and teamwork under pressure.
✅ Evaluation Tip:
Create a captain “growth tracker” that includes goal-setting, self-assessment, mentor notes, and coach observations. Review it together every 4–6 weeks.
Step 3: Create a Feedback Loop
Leaders grow fastest when they receive feedback from multiple perspectives. Set up a regular cadence of feedback that includes:
Self-Evaluation: Have captains complete three leadership evaluations forms rating themselves on leadership behaviors and effectiveness. Once prior to the start of the season, the second in the middle of the season and third at the end of the season.
Team Input: Use anonymous surveys or one-on-one conversations to gather peer feedback. Focus on captain approachability, communication, and consistency.
Coach & Mentor Check-Ins: Offer actionable, balanced feedback that includes both commendation and areas to improve.
✅ Evaluation Tip:
Use a simple 3-question model:
What’s working well in your leadership right now?
Where have you been stretched or unsure?
What will you focus on in the next few weeks?
✅ Evaluate Tip: Evaluate Through Real Responsibility
One of the best ways to evaluate leadership is through visible action. Assign captains specific leadership tasks and assess performance based on preparation, execution, and follow-through:
Leading team huddles, warmups, or goal-setting sessions
Navigating and resolving a minor team conflict
Planning and executing a theme night or service event
Representing the team during a parent or admin meeting
Here are five ways you can evaluate captains consistently, without it feeling overwhelming:
Weekly Check-ins: Ask captains to report on three leadership wins, two leadership struggles, and one thing they need from you. Document these for mid-season reviews.
Leadership Log: Provide a shared document or app where captains record their leadership actions weekly (e.g., conflicts handled, feedback given, team morale boosters).
Observe with Purpose: Attend practices with an "evaluator lens" once a week—note body language, communication style, and peer influence.
Peer Recognition Moments: Have teammates nominate captains for standout leadership moments. Use these nominations as part of evaluation reviews.
Feedback Fridays: Take five minutes to give each captain one thing they’re doing well and one area to grow. Track these over time.
Final Thoughts
By weaving evaluation into leadership development, you create a system of support and accountability—not punishment. Captains begin to expect feedback, seek growth, and reflect intentionally. You’ll not only strengthen their leadership—but also build a team culture that values growth and ownership.
Remember:
Leaders aren’t born—they’re developed.
Evaluations aren’t judgments—they’re opportunities.
With the right structure and support, your captains will rise—and so will your team.
Keep up the great work!
