The choice of a captain, for what is in many cases, the most important position of influence. How should it be done? A mixture of art, science, logic and hope.
A suggested series of logical steps and involvement to consider are contained in the following actual example. Specific aspects can be adapted to suit needs. For the purpose of context, most of this content is as per the situation where it was applied.
To provide a considered and thorough framework to identify candidates for the role of captain and complete an assessment process for recommendation to the Cricket Committee.
Identify leader whose main focus is the club with the ability to manage aspirations accordingly so that they do not become distractions to the position.
- Select management / personnel to conduct process as a “Selection Panel.”
- Receive from Cricket Committee confirmation of guiding principles (as above),
- Identify potential candidates within and outside playing list.
- Initial direct interview with identified candidates to confirm interest.
- Schedule interviews for candidates with panel.
- Agreed series of assessment questions to be determined by panel (refer section below, “Assessment Questions”)
- Assessment questions to be made available beforehand to candidates in preparation.
- Scoring to be applied by panel to assess candidate during interview (refer section below “Scoring Mechanism”)
- Reference check any knowledge that comes from the interview for due consideration.
- Selection Panel finalise recommendation and submit to Cricket Committee for approval.
- Candidates notified in person with feedback from process.
- Announcement made internally throughout club.
- Announcement made public.
To consist of the following but not limited to:
- What three (3) things is the captain totally responsible for?
- What values, do you believe, does our captain stand for?
- Describe your philosophy around captaincy?
- What are your expectations for the season and beyond?
- What personal behaviours do you believe are strengths and what need to be improved or worked on?
- Describe your communication style and methods?
- What do you expect from the coaches by way of development and support?
- Scenario1: A player is regularly behaving in a manner that suggests a disconnect from the group at practice and game day. How do you handle this?
- Scenario 2: The team has lost three matches in a row, two were close results but one was a disappointing loss. What would you do to shift this trend?
- Scenario 3: Our team structure is likely to be exposed to regular disruption with the availability of personnel. What role do you play in managing this?
- Why do you want to captain this Cricket Club?
- What are the things that you, the coaches, your teammates are doing when things are going well?
The candidate is scored by the following assessment method to their answers independently by each member of the Selection Panel:
- 5 = Strong
- 4 = Good
- 3 = Average
- 2 = Needs Help
- 1 = Poor
Bonus points out of 5 for each of the following character behaviours by each member of the Selection Panel:
- Eye contact
- Calmness & emotional control
- Understanding of question
Best possible overall score = 80 (16 assessment scores x 5 points).
Final overall score to be total tally of points from each member of the Selection Panel = overall figure out of 240 (if 3 members on Selection Panel)
This mechanism to be used as a tool in formulating the decision regarding the preferred option for captain to be recommended to the Cricket Committee for due consideration.