How to identify, set up and manage a team
It’s time to identify and invite the people who will dive into the electoral campaign with you. You’ve probably already thought of someone who simply has to be part of your campaign team and stand by your side. Great! This guide is here to help you do exactly that: build your electoral campaign team, organise it, and plan what each person can contribute.
Without a team (even a small one) it’s very difficult to run a strong, impactful campaign. You, as the candidate, will need to be out on the streets: meeting people, talking, listening, and mobilising voters. For that to happen, you need a trusted and committed group ready to carry out the necessary tasks.
Depending on the resources your campaign has, your team could be made up of paid staff, volunteers, or a mix of those. Below, you will find practical tips, as well as the basic campaign structure. Think about each area and find people who could fill those roles.
Deadline
Ideally, you should start thinking about your team 8 months before the official campaign begins. At the latest, 4 months before the election. Just a heads-up: by then, people with campaign experience are often already committed elsewhere. So, the earlier you start, the better.
Composition
Your team should be made up of people you trust. This space is essential to the success of your campaign. Of course, this may vary depending on whether your campaign is Basic, Ideal, or Dream Scenario. In a Dream Scenario, you may be able to hire people to work on your campaign. In that case, experience, strong negotiation skills, and careful reference checks really matter.
Value your campaign team
Everyone brings different skills. Mapping these skills is essential, as is recognising and valuing what makes each person a key part of your campaign is what will keep them motivated.
Identify gaps and weaknesses
In Basic or even Ideal campaigns, it’s not always possible to have enough people to cover every need. Some specific skills may be missing. Identify these gaps and figure out the best way to work around them.
Building your campaign team:
Team structures:
Your campaign team doesn’t need to follow a rigid, one-size-fits-all structure. Still, the more people available to help, the better. Just make sure each team member knows exactly what her role, responsibilities and managers are.
Someone to coordinate the campaign:
Try to find someone who can support you in overall campaign management. This person needs to have enough time available to follow everything closely throughout the campaign period, as well as being someone you truly trust – both her ethics and excellence.
Does anyone come to mind?
Communication:
Online and offline communication, narratives, design, and video.
You must have someone taking care of social media and overall communication.
In an ideal world, you would have a photographer/videographer/editor as team members, but you can also use volunteers for specific situations.
Mobilisation:
Territorial action, conversation circles, canvassing, and volunteer coordination. This person should have real grassroots experience and network, she is one of the most central figures of your campaign, talking to people on the ground.
Political articulation and calendar management:
Liaison with social movements and the party, defining events and actions, and managing everything needed to fill and organise the candidate’s agenda. This could be someone that serves as your executive assistant, a person with both organisational, administrative and political articulation skills.
Legal and accounting:
This area takes care of the legal and financial aspects of the campaign, including compliance and financial reporting. Many political parties already provide people to support this area, but it’s extremely important to check this carefully when negotiating with parties or deciding which one you’ll join in order to run as a candidate.
A team that dreams together
Look for people who share the same dream as you do. It is your job to keep them motivated, but they are also the people who’ll motivate you during tough moments. Campaigns are exhausting, and part of your team will likely be made up of volunteers, without pay, it’s even more crucial that they feel the campaign’s purpose. Before work begins, inspire your team so they understand they’re part of something bigger.
Transparency around roles
It’s very important that everyone knows their role in the process. Campaigns tend to have flexible structures, and people often end up doing a bit of everything, but without attention this can easily turn into chaos. Creating a minimum structure and hierarchy can help you avoid major headaches.
Campaign management
Who should you look for first?
Your campaign manager! She’s the most important person (after you) and the first one you should choose. The candidate and coordinator are a true duo during the campaign months, she is basically your right hand.
But who is this person?
Before thinking about professional skills, think about personal ones. This is someone who may, at times, need to make decisions on your behalf. So it has to be someone you respect, trust, who can listen and speak honestly.
What should you look for in her?
Think of someone who knows how to relate to people. The campaign manager will help manage the team, build alliances, and basically interact with everyone involved in your campaign.
What does she need to do?
Everything! You need to be sure she’s reliable and willing to do whatever it takes, from helping organise the physical space to accompanying you to an important meeting. Trust, my friend, is the key here.
It also helps a lot if your manager has experience with organising work. You know that friend who agrees to help before even knowing exactly what it is, and is super organised? She could be a great choice for campaign coordinator.
Reflect
- How can I run a strong electoral campaign with the team I have?
- What are the best job descriptions for each person on my team?
- Is there any gap in skills I need to look for?
