Managing a Candidate Callroom

Introduction

Phone calls to donors and voters (often called call time) are a critical part of any political campaign’s fundraising and outreach. However, getting a candidate to commit to call time – and making those calls effective – can be challenging. This report outlines actionable techniques for managing a campaign call room when the candidate is the one on the phone. It covers strategies to overcome a candidate’s resistance, keep them focused and motivated, maintain a natural yet on-message delivery, track performance, handle tough conversations, and learn from successful examples. Each section provides practical tips and recommendations, backed by campaign best practices and real examples.

Getting the Candidate into the Call Room (Minimizing Resistance)

One of the first hurdles is simply getting the candidate to show up for call time. Many candidates dread “dialing for dollars,” seeing it as tedious or uncomfortable.

. To minimize resistance and establish consistency:

Make Call Time Non-Negotiable and Routine:

Schedule call sessions on the calendar every day as a fixed obligation.

Treat it like an essential meeting. Campaign experts note that if you only do call time sporadically (e.g. a couple times a week), you’ll end up dreading it and putting it off more, whereas daily habit can even make it feel routine or enjoyable over time. In other words, consistency builds comfort – much like going to the gym, you “just have to do it until it becomes a habit”.

Emphasize the Stakes and Benefits:

Ensure the candidate understands why call time is critical. Remind them that nothing replaces candidate calls for raising the money a campaign needs to pay staff, reach voters, and ultimately win.

Even top-tier candidates cannot “make it very far” if they won’t commit to calling donors. Framing call time as mission-critical can create buy-in.

Set specific fundraising goals for each session so the candidate knows what they’re aiming to accomplish – for example, a dollar target or number of pledges (more on goals in a later section). Seeing progress toward a tangible goal can motivate them to start dialing.

Create a Comfortable, Distraction-Free Environment:

Prepare the call room to be as inviting and efficient as possible.

Choose a quiet, comfortable space where the candidate won’t be interrupted.

Make sure they have everything needed at their fingertips – a phone list, script, water, snacks, notepad or computer for notes – so there’s no excuse to wander off for a coffee or check email. By minimizing distractions and physical discomfort, you reduce the little frictions that a reluctant caller might use to avoid making calls.

Some candidates even incorporate personal ritual to ease into call time (for example, one might sit in a favorite chair or play low background music) – anything that makes the candidate want to enter the call room and feel at ease. The key is to remove other competing activities during that block of time; as one guide puts it, “don’t let other things take you away from call time, or you’re going to regret it”.

Leverage Staff or Family to Encourage Attendance:

Sometimes a candidate needs an extra push to get into the call room. A campaign manager or scheduler should treat call time as sacrosanct, buffering the candidate from distractions or scheduling conflicts.

If the candidate is especially resistant, have a close confidant (such as a spouse, friend, or respected advisor) give a pep talk or literally walk them into the room at the appointed time.

Creating a culture of accountability – where the candidate knows others expect them to be on those calls – can combat avoidance.

Remove Technical Barriers:

If anxiety about the act of dialing is a hurdle (some candidates feel a pang of dread waiting through ringing tones or fear the initial ask), consider small hacks.

For example, have an aide dial the numbers and hand the call over once someone answers, so the candidate can jump straight into the conversation. This was a trick used by Sen. Al Franken’s team – Franken “hated call time” initially, so his staff found ways to make starting calls easier and even fun. The simpler and more supported the process, the less a candidate will resist stepping into it.

Keeping the Candidate in the Room and Engaged

Getting the candidate to start call time is step one; keeping them there making calls for the duration of the session is step two. Candidates may get demoralized by a few rejections or bored after 20 minutes and try to cut the session short. Here’s how to maintain their focus and engagement:

Use a Call Time Partner (Accountability Buddy):

Don’t let the candidate do call time alone. Have someone sit with them in the call room – this could be the campaign manager, a dedicated call time staffer, or even a volunteer or friend.

This “call time manager” serves two roles: they hold the candidate’s feet to the fire to keep calling, and they provide moral support by commiserating on tough or tedious calls.

Knowing someone is observing (and cheering them on) helps deter the candidate from wandering off or procrastinating. The partner can also physically prevent distractions – for instance, taking away the candidate’s cell phone or shooing away interruptions during the call block.

Maintain Focus by Limiting Distractions:

During call time, the candidate’s sole job is to make calls. Establish ground rules that no emails, social media, or other campaign tasks should be done during this period.

The call time partner can help enforce this by, say, holding the candidate’s laptop or phone (unless that’s the device used for calls) and only handing it over for call-related use.

The environment should be quiet – no TV news in the background that might grab attention. If the office is noisy, move to a private room. By creating a laser-focused atmosphere, you help the candidate get “in the zone” and reduce the temptation to cut the session short out of boredom.

Work in Short Breaks to Manage Fatigue:

Calling for hours on end can be draining, so plan brief breaks to keep energy up. For example, schedule a 5-minute stretch or snack break every hour.

Knowing a break is coming can encourage the candidate to keep dialing rather than giving up. However, be careful that breaks don’t become distractions; advise the candidate not to use break time to dive into unrelated activities (like reading other work emails) which might derail momentum. Instead, use breaks to refresh – grab a drink, shake off any stress, then get right back to calls.

A timed break strategy (even using a timer) can help the candidate mentally compartmentalize the session into manageable chunks.

Keep a Quick Pace and Rhythm:

Help the candidate move from one call to the next promptly. The best call time sessions have a steady cadence – as soon as one call ends, the next number is dialed within moments.

A slow tempo (e.g. sitting idle for several minutes between calls) allows doubt or boredom to creep in. Encourage a rhythm: dial, talk, hang up, take a note, and immediately dial the next.

A fast-paced session not only gets through more calls, but it’s actually more pleasant and productive for the candidate because they can maintain their energy. The call time aide can facilitate this by always having the next contact’s info ready.

Some campaigns even use auto-dialer apps or prepared call sheets so there’s zero downtime between calls. Momentum is your friend – it leaves the candidate less time to second-guess or feel discouraged.

Provide Real-Time Encouragement:

The call room manager should actively keep the candidate’s spirits up throughout the session. This could be as simple as giving a thumbs-up or whispering “great job” after a difficult call.

If the candidate lands a big donation, do a little celebratory gesture or quickly share the good news (“That puts us halfway to today’s goal!”). Positive reinforcement in the moment can keep them motivated to continue.

Conversely, if the candidate faces a rough call (like an angry person or a rejection), the aide can quickly refocus them by saying “shake it off, onto the next – you’re doing fine” and maybe offering a quick tip if appropriate.

The presence of someone who is 100% focused on supporting the candidate will help them push through rough spots that might otherwise make them leave the room early.

Maintaining Motivation: Psychological Boosts, Competition, and Rewards

Even with focus and routine, call time can be emotionally taxing. Keeping the candidate motivated is key to sustained success. Different tactics – from psychological reframing to gamified goals – can make a big difference:

Connect Back to the Mission:

Continuously remind the candidate why these calls matter beyond just dollars. Reiterate that every call and every dollar is fueling the change they want to make. “Remember that you’re doing something important,” – the campaign is a chance to improve people’s lives, and fundraising is part of making that possible.

This psychological reframing can turn call time from a chore into an expression of the candidate’s commitment.

For example, before a call session, a manager might share a quick success story (“Because of the money you raised last week, we were able to buy new signs for volunteers – those calls are making a real impact!”) or read a positive note from a supporter. Such reminders tap into the candidate’s intrinsic motivation and sense of purpose.

A candidate who believes in their cause will project confidence on calls – and as a bonus, donors respond to that passion.

Set Goals and Foster Friendly Competition:

Establish clear, attainable targets for each call session or week – for instance, “today, let’s aim for 20 calls and $5,000 raised.” Having a goal focuses the candidate’s efforts and provides a sense of accomplishment when achieved.

Make the goals ambitious but realistic, and track progress visibly (e.g., a tally or thermometer chart on the wall) to spur a bit of competitive drive. If the candidate is competitive by nature, encourage them to “beat their personal best” – “Last Tuesday you raised $8k; let’s see if you can top that today!”

Celebrate wins to reinforce the behavior: a quick high-five, a shout-out in the team meeting, or even just telling the candidate “you crushed it today!” can boost their enthusiasm for the next round.

Meeting fundraising goals releases a sense of victory, which psychologically rewards the candidate and motivates them to continue. Campaign fundraising experts note that 60-70% of a campaign’s budget often comes from call time – knowing that, candidates should wear their call time success as a badge of honor.

Gamify the Experience:

Introduce elements of fun or creativity to lighten the mood. The classic example is from Sen. Al Franken’s first Senate race – he “hated call time” so much that he and his call time manager turned the process into “Call Time: The Musical.” They would literally make up silly songs about different call scenarios, singing before or after calls. This playful approach helped Franken “find fun in the discomfort” of asking for money every day.

While not every candidate will sing show tunes, the lesson is to find ways to laugh and stay upbeat. Some campaigns create a bingo card or scorecard (e.g., one point for each call, five points for each donation, etc.) and then have small prizes for reaching a certain score.

Even a lighthearted competition among the team – for example, staff pledging to do something funny if the candidate hits a certain call milestone – can turn call time into more of a game than a slog. The goal is to reduce stress and monotony by injecting personality and humor. As long as the candidate stays on task, a little fun can dramatically improve their outlook.

Use Rewards to Reinforce Habits:

Just as you reward donors with a thank-you, reward the candidate for their hard work. Behavioral psychology tells us that strategically timed rewards help turn a new behavior into a lasting habit.

Plan small treats for the candidate when they complete a tough session or reach a milestone. For example, allow a favorite snack or a short walk outside after finishing 50 calls, or let them pick a personal indulgence (maybe a favorite TV show episode) once they’ve met the week’s fundraising goal.

The reward need not be extravagant – it’s the acknowledgment that matters. Even verbal praise and recognition can serve as a reward. If the candidate knows there’s a payoff for pushing through (“after these next 10 calls, we’ll break for your favorite pastry”), it can motivate them to power on.

Over time, the positive feelings associated with these rewards start to attach to the act of call time itself, making it less of a dreaded activity and more of a routine that brings satisfaction.

Maintain a Positive Mindset (and Normalize Rejection):

Help the candidate build resilience by normalizing the ups and downs of calling. Not every call will be a success, and that’s okay. Encourage them to “hold fast through the rough patches”.

There will be sessions that feel discouraging, but those rough days “probably have nothing to do with changes in your behavior – just the vagaries of fate”. In other words, a string of voicemails or refusals isn’t a personal failure; it’s part of the process. By maintaining this perspective, the candidate can stay motivated knowing that if they keep at it steadily, the results will come with time.

One practical tip is to start each session with a few friendly calls (e.g., longtime supporters or family friends) to get some quick positive interactions that boost confidence. This “warm-up” can psychologically fortify the candidate before they tackle colder leads.

Additionally, if the candidate experiences a particularly negative call, the call room manager should intervene to rebuild positivity – have the candidate take a minute to regroup, remind them of a previous win, or even switch to an easier call next to regain momentum. Keeping the candidate’s morale high is an ongoing task, but it pays off in more persistent and upbeat calling.

Staying on Script While Sounding Natural

Candidates typically use a call script or talking points to ensure they hit the key messages and the all-important ask during each call. However, reading from a script can come off as robotic or insincere. The challenge is to keep the candidate on-message without losing their personal touch. Here are techniques to achieve that balance:

Use the Script as a Guide, Not a Crutch:

The candidate should have the script in front of them during calls as a safety net, but they must avoid reading it verbatim in a monotone. It’s recommended to “follow your script… not word-for-word, but stick to the structure of the script”.

The structure usually includes: a greeting and introduction, a bit of rapport-building, the pitch with a specific ask, and a closing/thank you. The candidate should internalize these components.

Encourage them to paraphrase in their own words where appropriate and to sound like themselves. For example, if the script says “I am calling to seek your support in the upcoming election,” the candidate might instead say, “I’m reaching out because I’d love your help as we head toward Election Day.” The meaning is the same, but the wording might feel more natural to that speaker.

By sticking to the script’s intent and order but allowing flexible wording, the candidate will cover all points while adapting to the flow of conversation.

Practice and Role-Play:

To sound natural, nothing helps more than practice.

Have the candidate do a few rehearsal calls (with staff acting as donors or voters) to get comfortable delivering the main talking points without stumbling.

Through practice, they’ll learn the script well enough that they can maintain a conversation and remember to circle back to the key ask. Role-playing can also prepare the candidate for unscripted moments, like unexpected questions.

The more familiar they are with the material, the easier it is to speak conversationally rather than reading line by line. Ideally, the candidate should be able to glance at a bullet point on the script (“Mention upcoming fundraising deadline”) and then speak naturally about it in their own style.

This level of comfort comes from repetition. While this may take some prep time up front, it pays dividends in call quality.

Encourage Personal Connection and Listening:

A great way to sound natural is to genuinely engage the person on the other end of the line. Rather than launching into a monologue, the candidate should treat each call as a two-way conversation.

For instance, start by asking a simple friendly question like “How have you been?” or “Thank you for taking my call – is now still a good time to chat?” This signals that the candidate is present in the moment, not just reading a script at them.

Spend a few minutes on personal questions or small talk, because it makes the donor feel valued and turns the interaction into a conversation rather than a lecture.

Candidates should listen actively to the person’s responses and react accordingly – if a donor mentions they are concerned about a specific issue, the candidate can briefly acknowledge that and tie it into the campaign (“I agree, that’s one of the reasons I’m running…”). These natural pivots show authenticity.

Importantly, even while engaging in friendly banter, the candidate must eventually steer back to the purpose of the call: making the ask. The script’s structure ensures this, but by weaving the script points into a responsive dialogue, the candidate will sound far more genuine. In short, be conversational but focused: establish rapport, then smoothly transition into the campaign message and ask.

Stick to Core Messages and the Ask:

Being natural doesn’t mean winging it entirely. The candidate should always hit their key points to avoid derailing the call.

This is where sticking to the structure of the script is crucial. No matter how the conversation flows, there are a couple of non-negotiables: clearly explaining what the campaign is about, and explicitly asking for support (usually a specific dollar amount).

Some candidates shy away from the direct ask and end up chatting pleasantly without making a clear request – this must be avoided. One technique to ensure the ask comes through is the R-A-T method (Reason, Amount, Time): state the reason you’re calling (campaign need or goal), the amount you are asking for, and the timing (e.g. a deadline).

For example: “I have a critical fundraising deadline coming up, and I’m asking for [Amount] by [Date] to help us [Reason: what it will accomplish]. Would you be able to contribute [Amount] by then?”. This framework keeps the candidate on message.

They can deliver it in their own tone – even with a bit of humility or humor – but they must deliver it. After making the ask, a good rule is to stop talking and let the other person respond – this can feel unnatural to a nervous caller, which is why practicing that pause is important. By clearly hitting the script’s main beats (intro, issue, plan, ask, thank-you) in a conversational manner, the candidate will sound personable yet stay on script where it counts.

Provide Coaching on Tone:

Sometimes candidates don’t realize how they sound on the phone. It can be useful for a staffer to monitor a few calls and give feedback specifically on tone and pacing.

If the candidate is speaking too quickly out of nerves, coach them to slow down and emphasize certain points. If they sound too flat or like they’re reading, encourage them to smile while talking (it actually brightens the voice) or to infuse a specific anecdote they enjoy telling.

Remind them that enthusiasm is contagious – if they sound excited about their campaign, the person listening is more likely to be enthused. Conversely, sounding bored or gloomy will turn people off.

By refining the candidate’s delivery style (while still letting their genuine personality shine), you ensure the script’s content lands effectively. A natural-sounding call is one where the candidate’s real passion and character come through alongside the structured message.

Tracking Performance and Providing Feedback

To improve anything, you need to measure it. A well-managed call room will have systems for tracking calls and outcomes, as well as a feedback loop to help the candidate improve. Here’s how to implement effective tracking and feedback mechanisms:

Track Every Call and Outcome:

Keep a detailed call log during call time. Either the candidate or, preferably, the call time manager should take careful notes on each call.

Note who was called, whether they picked up, key points of the conversation, the ask made, and the outcome (pledged, refused, call back later, left voicemail, etc.).

Good note-taking is invaluable: for any follow-up call, you’ll want to recall what was discussed. For example, if a donor said “Call me in a month,” that should be noted so it actually happens.

Use a consistent format or database for these notes so that nothing slips through the cracks. There are call time tracking templates and software tools that can help log this data in real time.

Whether it’s a spreadsheet, a specialized app, or pen and paper, the key is to capture information like pledges made, specific objections raised, personal details mentioned, and next steps. These records not only prevent mistakes (like forgetting to send promised information) but also allow analysis of what’s working and what isn’t.

Use Metrics to Drive Improvement:

Over time, aggregate the call data to derive performance metrics.

For instance, track calls per hour, contacts made (actual conversations), donation pledges per session, total dollars raised per week, and pledge conversion rate (percent of contacts who donate).

Regularly review these metrics with the candidate. This can be done in a weekly debrief, asking questions like: “We made 50 calls this week and got 10 pledges – how can we improve that 20% success rate?” or “We’re seeing better results in the mornings than evenings – should we adjust the call schedule?”

By looking for trends in the data, you can make smarter choices about who to call and when. For example, if the data shows a particular donor list yielded very few pickups, you might try a different list.

Setting specific goals (as discussed earlier) also ties in here – you should measure progress toward those goals. Modern campaigns sometimes use dashboards that show fundraising progress in real time; even a simple whiteboard thermometer that the candidate updates after each call can serve as a visual feedback mechanism.

Provide Immediate Feedback and Coaching:

Don’t wait until the end of a campaign to give the candidate notes on their calling technique. After each call or each session, share constructive feedback.

This requires the call time manager to pay attention during calls – either by listening to the candidate’s side of the conversation or reviewing the call notes. If a call went poorly, discuss why: “It sounded like when the donor said they were busy, you rushed – next time, let’s offer to schedule a better time to talk.”

If a call went well, point out what the candidate did right: “Great job building rapport with that donor, you really got them talking about the issues.” The tone of feedback should be supportive and specific.

By doing this regularly, the candidate can continuously refine their skills. Over weeks of calling, you might see measurable improvement in their confidence and effectiveness.

Use Technology to Streamline Tracking:

Consider utilizing call time software or CRMs that campaigns commonly use. These tools often allow candidates to dial from an app that automatically logs call results, records notes, and can even send follow-up emails.

Technology can save time on administrative tasks and reduce the chance of human error in record-keeping. For example, if a donor pledges over the phone, a tool might let the campaign charge their credit card immediately or send a text with a donation link. An integrated system means the candidate and team don’t have to manually update spreadsheets late at night – it’s done in real time.

The easier it is to log data, the more consistent your tracking will be. Moreover, these tools can generate reports and highlight patterns (like lapsed donors, or who hasn’t been contacted in a while), informing your strategy. While not strictly necessary, the right tech can make the difference between a chaotic call process and a well-oiled one.

Even if using simple tools, ensure there’s a routine: e.g., the call partner enters the day’s notes into a master database every evening. Accuracy in tracking leads directly to better targeting and follow-up, which improves results.

Follow-Up and Feedback Loop:

Tracking doesn’t end when the call does. A crucial part of performance improvement is following up on outcomes.

For instance, if several people said “call me later,” the campaign should indeed call them later – which means setting reminders (tracked in the notes) and acting on them. Similarly, if someone requested more information, the campaign should send it and note that it was done.

Creating a feedback loop means the candidate can see the consequences of their calls: “We followed up with Ms. Smith who asked for an email, and now she donated $200 – well done on initiating that.” This closes the loop and reinforces the candidate’s behavior. It’s also motivating for the candidate to hear updates like, “All the pledges you got last week have now come in, adding $5,000 to our total – your calls are paying off.”

In addition, consider periodic strategy reviews: maybe every two weeks, sit down with the candidate to review the call logs and discuss any adjustments to scripts, target lists, or techniques based on what’s been learned. By treating call time as a continuous improvement process, you ensure the candidate keeps growing and the campaign raises more money.

Handling Objections and Difficult Conversations

Not every call will go smoothly. Candidates will encounter objections, tough questions, and sometimes hostile or awkward situations on the phone. How they handle these moments can make or break a potential supporter’s willingness to contribute (or vote). Training the candidate in advance and guiding them during call time helps maintain composure and message discipline. Key best practices include:

Anticipate Common Objections:

Sit down with the candidate (and finance team) to brainstorm the most likely objections or concerns donors might raise, then script out or talk through ideal responses.

Campaign fundraisers have identified frequent pesky campaign fundraising objections and how to get past them. For example, a donor might say “Can you really win?” – essentially questioning the candidate’s viability. The prepared answer should confidently convey that “Yes, I can win,” backed up by evidence like campaign progress to date (e.g. “We’ve knocked on 20,000 doors and already raised $170,000, and we need just $30,000 more to hit our target”).

Another common objection is “I can’t afford that much.” Rather than ending the call, a good response is to acknowledge their limit and suggest a smaller or split donation: “I understand – what if you could do $50 a month for the next three months? Anything helps.”. By having these rebuttals at the ready, the candidate won’t be caught off guard and can reply calmly instead of defensively.

Keep a cheat sheet of top objections and responses in the call room for quick reference. Over time, the candidate will internalize them and respond naturally.

Stay Calm and Listen Fully: The first rule of handling an upset or skeptical person is to stay calm and respectful. The candidate should let the person finish their piece without interruption. Active listening is key – often people want to feel heard more than anything. Even if a donor is saying something provocative (e.g. criticizing the candidate’s stance), the candidate should take a breath and reply in a measured tone. A good technique is to acknowledge the concern before responding with your perspective. For instance, “I hear you – many people are frustrated about that issue…” then pivot to clarify the candidate’s position or the campaign’s approach in a positive way. The call time manager can help by monitoring the candidate’s demeanor; if the candidate starts sounding irritated, it may be wise to end the call politely and move on. Remind the candidate that one heated call isn’t worth losing their cool – maintaining composure preserves their mental energy for the next call. Training can include a bit of role-play where a staffer acts out a difficult donor, so the candidate practices staying unflappable. Above all, never argue angrily or insult a prospective supporter – even if the person on the line is being rude. The candidate should always take the high road, sticking to facts and message. A calm, courteous response under pressure shows professionalism and keeps the door open; an emotional outburst could go viral or permanently alienate someone.
Use Bridging and Refocusing Techniques: Teach the candidate some pivot phrases to handle off-topic or challenging remarks while steering back to the message. In media training, candidates learn to “bridge” back to their key points – the same works on calls. If a donor raises an objection like “I’m unhappy you voted for XYZ” (if the candidate is an incumbent) or “I dislike your party”, the candidate can respond briefly and bridge: “I understand not everyone agrees on that, but what I’m focused on is [bridge to campaign message or common ground]…”. Find a point of agreement or a unifying theme if possible. For example, “We might differ on some issues, but I think we both care about improving our community’s schools – and that’s a big part of why I’m running.” Then move back into the ask or discussion of the campaign. The script’s structure can help here too – always come back to why the campaign needs support and the positive vision for the future. If someone is throwing lots of questions, it’s okay for the candidate to say, “Those are great questions – maybe we can set up a time to discuss them in depth. Today I was hoping I could count on you for a contribution of [ask], so we have the resources to work on these very issues.” Keep bringing it back to the purpose of the call. This way the candidate stays on message discipline – focusing on the campaign’s narrative – even while politely addressing the person’s points.
“Why Not?” Approach to Refusals: If a prospect outright says “No” or resists the ask, encourage the candidate to gently probe why rather than just saying okay and hanging up. The NGP VAN fundraising guide suggests that if someone says no, the candidate (or finance staff) should ask “May I ask why not?”. The answer to that question is extremely valuable: it might reveal a fixable issue (bad timing, wrong amount, a concern that can be answered). For example, if the person says “I’m not financially able right now,” the candidate can adjust the request (ask for a smaller amount or a pledge to give in a month). If they say “I’m supporting your opponent,” the candidate knows to take them off the list. If they say “I’m just too busy to talk,” the candidate can offer to follow up later. By asking why, you turn a refusal into feedback and possibly an opening to address the objection. Train the candidate not to fear a “no” – in fact, a quick no with a reason can be better than a vague maybe. If the reason is something the candidate can solve (for instance, the donor wanted more information on a policy), they can solve it (send the info and call back). Always end such calls positively: thank them for their time and input, and leave a good impression even if you didn’t get a donation now.
Pivot to Other Support if Financial Support Is Impossible: Sometimes a person truly cannot or will not donate money. In those cases, it’s helpful to have a Plan B ask. For instance, if someone says “I’m tapped out” or “I really can’t give any money,” the candidate can respond with understanding and then invite them to help in a non-monetary way. “I get it – times are tight for a lot of us. If you can’t contribute, would you be willing to help the campaign in other ways? We’d love to have you volunteer an hour or two to phone bank or knock doors.” This was a strategy highlighted by campaign experts: if a donor can’t give now, getting them invested as a volunteer can actually make them more likely to donate in the future. Even if they never give money, volunteers are gold for campaigns. By offering an alternative way to contribute, the candidate turns a rejection into an opportunity. It also shows the person that the campaign values them for more than their wallet, which leaves a positive sentiment. Always be gracious – if they decline all involvement, the candidate should sincerely thank them anyway and leave the door open.
Maintain Discipline and Don’t Take it Personally: Difficult calls can be emotionally draining for a candidate, especially if someone is harsh or if the candidate is having an off day. Emphasize to the candidate and the team that these calls are not personal judgments. A person might say no for a hundred reasons that have nothing to do with the candidate’s worth. The candidate should stick to the core messages no matter what provocations come up, and never deviate into unapproved territory (e.g., making policy promises or apologies that aren’t part of the plan) in the heat of the moment. If a call becomes truly unproductive or abusive, it’s okay to politely end it and move on – “I understand now may not be a good time. Thank you for listening, have a good day.” The call time manager might set a rule that if a call goes beyond a certain negativity threshold, they’ll signal the candidate to wrap it up. This protects the candidate’s mindset. Afterwards, debrief briefly: acknowledge it was tough, maybe share a quick funny anecdote to lighten the mood, and then reset focus to the next call. By preparing for the worst and having strategies in place, the candidate can handle objections and tough conversations with professionalism and poise, turning many of them around to positive outcomes.

By following these best practices, a campaign will maximize the candidate’s call time productivity and results. A well-run call room leads to more funds raised, more voters contacted, and ultimately, a more confident candidate. It’s not always easy to get a candidate to sit down and work the phones, but with structure, support, and creativity, you can transform call time from a pain point into a powerhouse for your political campaign’s success.