Captain

  • Self-starter
  • Sociable
  • Innovative
  • Driving

Captains love rising to meet challenges. Independent and strong-willed, they connect easily with colleagues and direct reports. They're natural leaders who both inspire and challenge their teams and raise the bar for their organizations.

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Characteristics of a Captain

Natural Strengths

  • Self-starter
  • Sociable
  • Innovative
  • Driving

Common Drivers

  • Independence
  • Connection with others
  • Variety and change
  • Flexibility

Blind Spots

  • May appear authoritative
  • Struggles to follow structure or direction
  • Can seem brusque
  • Non-conforming

The Captain on a team

Captains are naturally big-picture thinkers. They’re known to be innovative risk-takers and articulate communicators. They thrive in and help contribute to a culture of change and innovation. Teams are often designed by default rather than intention. A strategic, data-driven approach to building teams is what helps organizations win.

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Managing a Captain

Often managers try to manage everyone the same way—and that’s usually the way they like to be managed. But this approach can backfire. People like to be managed differently—and it may not always be in a way that comes naturally to you. Even beyond the individual needs, teams require different leadership styles. You wouldn’t manage a sales team the same way you’d manage a team of developers.

When working with Captains, remember that they’re assertive, results-oriented, diplomatic, and impatient. They’re typically less effective in environments that require strong adherence to process. Captains are most effective working with other people and getting buy-in for their ideas. When managing this profile, consider some of the following suggestions:

  • Give them challenges and problems to solve.
  • Provide opportunities to work with and lead others.
  • Allow them to figure out their own approach.
  • Let them communicate and involve others.
  • Provide learning and development opportunities.
  • Offer flexibility in their activities.
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Explore talent optimization.

Companies that struggle to build high-performing teams are often missing critical people data. With The Predictive Index and talent optimization, you can stop guessing at how to get the most from your people— and better align your people to deliver on the results you’re after.

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