Team Members can earn benefits by achieving fundraising milestones:
1 Seat Grand Finale Gala
25 Service Hours
Recommendation Letter from your Amalfi Foundation Campaign Manager
Recognition at gala & on social channels
2 Seats Grand Finale Gala
35 Service Hours
Recommendation Letter from the Amalfi Foundation Managing Director
Recognition at gala & on social channels
2 Seats Grand Finale Gala
50 Service Hours
Recommendation Letter from the Amalfi Foundation CEO
Recognition at gala & on social channels
Internship with The Amalfi Foundation or Amalfi Jets
**Deadline to be eligible to earn seats to the Grand Finale Gala is Monday, May 6, 2024
Through SLA, you will have the opportunity to build and lead a team of friends, family, neighbors, peers, and community members. Your team members are there to help you fundraise by sending out peer-to-peer outreach, going on high-impact ask meetings, and helping to spread your message and story as far as you can.
You should have 8 - 10+ people on your team - they can be any age and can live anywhere in the world. You want to strive to have a strong adult presence on your team - whether in the form of adult team members (like grandparents, parents’ colleagues, neighbors) or student team members who are backed by strong parental involvement and support.
Why build a team?
A good team expands your reach, amplifies your message, balances your strategy, & makes your efforts more efficient by helping with tasks.
Team Members should complement your strengths, open doors to opportunities, tap into new networks, and strengthen parts of your campaign where you may foresee challenges.
The role of your SLA team:
Each team member acts as a new Center of Influence, allowing you to expand your reach and tap into a new industry, community, skillset, or strength (see graphic in last slide).
The more diverse your team and less your centers of influence overlap, the further you'll be able to grow your campaign.
10 or more multi-generational members
Can live anywhere in the world and be any age (adult members HIGHLY encouraged)
A good team is diverse & built on strengths
Each Team Member should represent a different region, network, industry, strength and/or skill set
Building your team based on your SWOT - Consider who would complement your plan's strengths & who would help address your campaign's weaknesses
*Use whatever form of communication is most appropriate given your relationship with the person - ie if you're asking a friend, you send a text or ask them at school; if you're asking your parent's colleague, send a more formal email
Step 1) Explain AF's purpose & mission
Step 2) Explain what the SLA program is
Step 3) Why are you getting involved (aka your mission / “why” statement)
Step 4) Make the ask – "I'm building a team to help me fundraise and raise awareness and I'd love to get you involved"
Make it personal - tell them why you’re specifically asking them to join your team
Step 5) Share team member expectations & benefits
Step 6) Invite them to attend your first Team Meeting in the first Module (booked with your Campaign Manager) to learn more before officially signing on
*document includes meeting objectives, agenda, talking points, and a powerpoint
Pick a name that you feel represents you and your vision for the campaign! You can choose a name that relates to AF's mission, a hobby, a pun, etc. Here are some sample team names:
A Brighter Future
Be the Change
Amalfi Forward
Let Hope Rise
Impact Initiators
Having an active, engaged, & motivated team is the absolute best, most valuable asset in SLA, and in the workforce. A happy, organized, and productive team provides a path for achieving and surpassing your goals.
Learning & developing strategies to be an effective manager will have a dramatic impact on the success of your efforts, including:
Increases satisfaction of employees
Develops a vested interest in the team effort
Encourages creativity and inspires innovation
Improves overall efficiency
Optimizes how skills and resources are used
Reduces stress
The first step to leading a team is to ensure everyone understands what is expected of them, what they need to achieve, and how to get there.
The key to ensuring progress & accountability is to have shared buy-in from your team on what they need to do and why. It is your job to set clear expectations, responsibilities, goals, & paths to success for each of your team members.
When you communicate expectations, you define what level of performance and results you require, and as a result, your team has a better idea of their requirements, what success looks like, and a path for achieving it.
The SLA program has basic outlines for minimum requirements for team members, but you can define expectations and goals that are specific to your team and culture.
It is the leader's role to set the tone for your team's culture, to guide them towards achieving your goals, and to create an environment where your team is motivated, engaged, and accountable.
A team's culture is defined by the beliefs, values and attitudes set by the company (or team leader), and how these factors interplay to influence the behavior of its members. It sets shared guidelines for how your team members will work together, how decisions get made, what behaviors are rewarded, and how tasks and goals are achieved.
Defining a universal culture (with a corresponding behaviors and values) is crucial because it drives high performance and gives team members focus and agency to achieve results that align with your shared purpose.
Great cultures leverage their organization's unique mission, purpose and values to strengthen their identity, inspire their employees and deliver on their brand promise to customers. It should manifest itself across all aspects of your campaign, and is what sets you apart from the competition.
Envision your perfect, ideal team environment. What would it look like to have your team working at its absolute best?
What are your team's core values and shared attitudes? What would it look like to have your team exemplify these on a daily basis?
What would a successful team look like? What about success on an individual basis?
Why would a team culture like this work?
What steps do you need to take to make this a reality?
A strengths-based culture recognizes and celebrates the innate talents that make each member unique, and allows them to showcase their strengths in the day-to-day work they're doing.
Every team member brings their own unique set of experiences, backgrounds, values, visions, hopes, and perspectives to the group. When you were brainstorming, you considered how to build the strongest team possible by identifying strengths, skill sets, and strategic additions to round out the weaknesses identified in your SWOT.
The diversity of thought and perspective of your team members is an asset - these differences can lead to new, innovative ways of enhancing your efforts and achieving your goals.
In a strengths-based culture, each member is known for their strengths, and the efforts of the larger team is amplified because each person contributes based on what they do best as they achieve their company's mission together.
Sample Core Team Values & Attitudes
Collaboration
Positive & encouraging environment
Inclusivity
Celebrating wins
Accountability with achieving goals
Sample Vision for Optimal Team Functioning
All members attending team meetings
Each member is sending 1 email blast per week, and sending 5 - 10 individual outreach to their list
Each member is brainstorming 5-10 high impact asks
Each member goes on 3-5 high impact ask meetings
One of the most important roles of the team leader is to determine what success will look like and a path for achieving it. This vision and goals will determine the output or flow of work coming from the team members.
HOWEVER... your chances of success are greatly increased when you have buy-in from your team, and they have a sense of shared vision and ownership over their role and goals.
You can build a shared vision for success by empowering your team to take ownership of developing their own goals, and giving them the autonomy to make decisions and take ownership over their work.
What are the different strengths and skillsets of your team members?
What goals do your team members want to set for themselves (ie how much fundraised, how many meetings they want to go on, how many people they want to reach out to)?
When properly motivated, team members will work harder to get the job done and have a better relationship with their manager and the rest of the team. The key to a successful team is understanding what motivates each team member and implementing reward systems that encourage forward progress and effort.
As the leader, it's your job to consider what will drive your members to work hard, produce quality work, collaborate with the team, and consistently meet deadlines.
Each person is different & will have their own distinct motivations - your job is to identify what each member will be motivated by, and to develop systems that will resonate each member.
Internal Motivations: Doing something for personal or internal reasons, such as striving to go on sponsorship meetings because mastering the skill is a personal goal.
External Motivations: Doing something for external reasons, such as earning a reward, such as raising $5,000 to earn the associated SLA service hours, recommendation letters & internships.
Implement reward systems that emphasize both external and internal motivators, as well as tangible and intangible factors, such as:
Praise & celebrating wins in the group chat / in team meetings
Offering incentives, like gift cards or pizza parties
Utilizing rewards, like SLA-offered benefits
Awarding titles for strength areas, like Head of Marketing or Recruitment Chair
As a team leader, your time is going to be spent managing your campaign on a high-level view, and you're going to need to trust and guide your team to independently work towards their goals.
Consider what responsibilities and tasks you can delegate, or assign, to your team members to ensure the day-to-day planning and execution is moving forward so you can focus on broader management and execution.
Use your team's diversity of skills to your advantage by delegating tasks to the right person or people.
People perform better and are more engaged when they feel they are employing their best skills, so delegating based on strengths will have a significant impact on productivity.
Know your team's abilities / skills so that everyone has tasks they can confidently complete.
Consider compiling a chart or graph with an overview of the project and a breakdown of tasks so that you can more effectively match employees to their skills.
To encourage collaboration and participation, increase efficiency, and diminish redundancies in team output, consider assigning roles to your team members.
Assigning leadership roles to team members provides them with a sense of ownership & pride. It allows them to be the expert in a given area, makes them feel special, and allows you to delegate the tasks associated with this role so you can take a managerial and strategic role.
You can delegate leadership roles once you recognize the strengths within your team, choosing individuals to contribute to the group in a way that uses their innate abilities.
Consider which unique characteristics a member offers to the team and how it might help with collaboration.
Sample Team Member Roles:
Campaign Manager
Marketing Director
Graphic Design Manager
Recruitment Chair
Events Coordinator
Business Development Lead
Finance Lead
It is a team leader's job to set the tone for the group and to model the behavior that you want your group to mimic.
A good manager leads through actions, as opposed to just giving orders and delegating tasks. If you want your team to act professionally and deliver great work, you should take a hands-on approach and set an example for what you want to see.
Team managers who work alongside their teams develop mutual respect and trust. When employees know their leaders work as hard as they do, it motivates them to succeed as well. Build trust in team members by filling gaps or offering support to complete a task.
This means helping with drafting outreach. connecting with their parent, reviewing their materials, joining meetings, and helping to strategize and plan outreach
Once your team has set goals, it's important that you keep them accountable! Utilize the motivation and reward structures in place to help remind them why they got involved in the first place.
At the end of the day, a successful team is a happy, cohesive team. Your team members should agree with the following statements:
I know what is expected of me
I have the opportunity to do what I do best in this role every day
I regularly receive recognition or praise of doing good work
I feel like my team (leader) cares about me as a person
I feel like my development and growth is encouraged
My opinions and ideas matter
My fellow team members are committed to doing quality work
Revisiting and addressing your SWOTs
Build a peer-to-peer communication plan with at least 30 people
Participate in a weekly email campaign - send an email to your list of 30 people each week of the competition (6 total)
Attend at least 1 team meeting (with a parent if in high school)
Brainstorm at least 3 prospective high-impact asks and share with candidate & Campaign Manager
*Completion of the minimum requirements earns team members 10 community service hours