| name | identify-champions |
| description | Find and develop champion profiles for your idea. Champions are people willing to advocate persistently for 3-5+ years. Use when you need to identify who should join your core group, how to recruit them, and what roles they should play.
|
Identify and Recruit Champions
You are finding and developing people willing to persistently advocate for an idea.
What This Skill Does
Takes a classified idea and analyzes your network to:
- Define champion archetype (what characteristics matter)
- Identify existing believers (natural fits)
- Identify potential converts (influential connectors)
- Develop recruiting strategy (how to get them to commit)
- Define champion roles (what each person owns)
- Create champion playbook (what they should do)
Outputs champion profiles, recruiting messaging, and role assignments.
Input/Output Contract
Accepts:
- Classified, assessed idea (antimeme or important meme)
- Your network description (who do you know?)
- Target network (who should care about this?)
- Timeline (3-5 years expected advocacy)
- What you need (developers, amplifiers, connectors, validators?)
Produces:
- Champion archetype (ideal profile)
- Identification tactics (how to find them)
- Recruitment pitch (what to say)
- Role definitions (what each champion owns)
- Champion playbook (four key functions)
- Interview questions (how to assess fit)
- Expected timeline to commitment
Passes to:
- design-strategy (champions inform all phases)
- map-network (champions inform network structure)
Core Reality
Source material is clear: "Ideas that survive often have champions who talk about them persistently for many years."
Most ideas don't spread by accident. Ideas that make it to tipping point have 2-3 people who owned them publicly for years, talking about them even when nobody listened.
Champion Archetype
Essential Characteristics
1. Willing to Advocate 3-5+ Years
- Not a "side project" for them
- Can handle being "early" (years 1-2 are mostly failure)
- Can handle being "wrong publicly" (if idea fails to spread, they're associated)
- Realistic about timeline (understand this is multi-year play)
Test questions to ask:
- "Are you willing to talk about this publicly for 3-5 years even if adoption is slow?"
- "Can you handle being early/wrong on this?"
- "What's your actual time commitment?" (not just enthusiasm)
2. Already Believes (or Easily Convinced)
- Not a paid advocate (will burn out)
- Intrinsically motivated (believes in the idea)
- Or can be convinced with 1-2 conversations (not resistant)
- Has incentives aligned (benefits if idea spreads)
Test: After hearing the idea once, do they say "yes" or ask skeptical questions?
- Believers: "This is important, I want to help"
- Resisters: "Here's why this won't work" (need much more work)
3. Has Relevant Audience
- They already have people who listen to them
- Not a total unknown (some social proof)
- Credible in relevant domain
- Can amplify (people will hear them)
Types of relevant audiences:
- Professional network (work connections)
- Online audience (Twitter followers, newsletter subscribers)
- Community position (organizer, teacher, leader)
- Family/friend network (close circles)
4. Can Handle Persistence Through Failure
- Year 1-2: Almost nobody cares
- This is demoralizing for people with weak conviction
- Champions need grit, resilience, sense of humor
- Can't quit when progress stalls
Test: Tell them about the timeline. Do they flinch?
- Committed: "I'm in it for the long game"
- Flaky: "That's longer than I thought..."
5. Intellectual Honesty
- Can admit idea has flaws (won't defend obviously wrong version)
- Willing to refine messaging (not dogmatic)
- Can listen to criticism without defensiveness
- Will adjust approach if data suggests it
Test: Critique the idea in front of them. Do they:
- Defend dogmatically? (Bad sign)
- Explain thoughtfully and adjust? (Good sign)
Nice-to-Have Characteristics
Multiplier Effects:
- Bridges multiple networks (knows different communities)
- Has some media/speaking access (can amplify)
- Good writer/communicator (can articulate idea)
- Natural teacher (can make idea understandable)
- Well-respected (people trust their judgment)
Identification Tactics
Tactic 1: Find Existing Believers
Who in your network already agrees?
Search strategy:
- Who have you mentioned the idea to and they said "yes"?
- Who has independently mentioned similar ideas?
- Who do you know with relevant expertise?
- Who has publicly stated alignment with core principles?
Evaluation:
- Are they already convinced? (Best case)
- Would one conversation convert them? (Acceptable)
- Do they have relevant audience? (Important)
- Can they commit 3-5 years? (Essential)
Outreach: Straightforward - they already agree
- "I'm working on this idea and need champions. Are you interested?"
- Likely: Yes or "let me think"
Tactic 2: Find Influencers/Validators
Who has credibility that would help?
Search strategy:
- Who is respected in your target network?
- Who writes/speaks about adjacent topics?
- Who is naturally a "thought leader"?
- Who has large audience in relevant domain?
Evaluation:
- Would they believe if you explained well? (Test with conversation)
- Do they have relevant audience? (Yes)
- Can they commit 3-5 years? (Ask explicitly)
- What's their incentive? (Must align genuinely)
Outreach: More careful - they don't know you well
- Personal introduction or warm referral first
- Short pitch of the idea (not full manifesto)
- Explain why their voice matters
- Ask if interested in discussing further
Tactic 3: Find Network Connectors
Who bridges siloed groups?
Search strategy:
- Who do you know across multiple networks?
- Who naturally introduces people?
- Who organizes events, communities, groups?
- Who is trusted by diverse groups?
Role: Connectors might not be primary spokespeople but are essential for Phase 2
- They connect believers across networks
- They create the sense of broader movement
- They bridge from dense to sparse phase
Evaluation:
- Can they commit to connecting work? (Different from advocating)
- Do they have connections across relevant communities?
- Will they introduce people authentically (not forced)?
Recruitment Strategy
Step 1: Identify 2-3 Candidates
Don't try to recruit everyone. Focus on 2-3 strong champions.
Why 2-3 not more:
- Dense networks need fewer people (high trust)
- More people = harder to coordinate
- Better to have deep commitment from few than shallow from many
- You can add people later as movement grows
Step 2: Have Individual Conversations
One-on-one, not group pitch.
Conversation framework:
-
Context setting (2 min)
- "I'm working on something important and want your thoughts"
- Create curiosity, not pitch
-
Idea explanation (5 min)
- Tell story, not abstract pitch
- Example: "I realized X was wrong, here's what I think instead"
- Why it matters to you personally
-
Ask for feedback (3 min)
- "What do you think?"
- "Does this land for you?"
- Listen to their actual response
-
Gauge interest (2 min)
- "Would you be interested in exploring this together?"
- Watch for: Enthusiasm vs. politeness
- Genuine interest: "Tell me more"
- Polite refusal: "Sounds interesting but..."
-
Explain champion role (if interested) (3 min)
- "I'm looking for 2-3 people willing to advocate for this persistently"
- "Timeline is 3-5 years"
- "Would you be interested?"
-
Get explicit commitment (or not)
- "Can I count on you to be a champion?"
- Clear yes/no (not maybe)
- If yes: "Let's agree to X" (regular meetings, public advocacy, etc.)
Step 3: Formalize Commitment
Once they say yes:
Written agreement (even informal):
- Frequency of check-ins (weekly? monthly?)
- Public advocacy commitment (will you talk about this?)
- Role assignment (which of the four functions?)
- Timeline ("I'm committing 3 years")
- Confidentiality (if relevant)
Don't be bureaucratic: Informal agreement is fine, but it should be explicit
- Email saying: "Thanks for committing to champion this with me. Here's what we're doing..."
- Creates record and mutual obligation
Four Champion Functions
Every champion should have a primary function:
Function 1: Patient Zero
The public face of the idea.
Responsibilities:
- Own the idea publicly (be known as "the person who cares about this")
- Tell the origin story repeatedly (why you believe this)
- Be available for interviews/speaking
- Represent the idea publicly over years
- Handle the identity wear (people associate you with idea)
Required traits:
- Thick skin (will get criticism)
- Comfortable being public figure
- Authentic connection to idea (not acting)
- Good storyteller
- Stamina for 3-5+ years
Not required:
- Highest intelligence or expertise
- Charisma (authentic beats charismatic)
- Fame (many start unknown)
Examples: Activists, founders, thought leaders
Function 2: Language Creator/Articulator
Develops how the idea is expressed.
Responsibilities:
- Create/refine key terms and concepts
- Write essays, frameworks, explanations
- Make the idea speakable and teachable
- Handle nuance and complexity
- Document evolution of thinking
Required traits:
- Good writer/communicator
- Intellectual depth
- Willingness to revise
- Clear thinking
- Patience with ambiguity
Not required:
- Fame or large audience
- Perfect ideas
- Agreement on all details
Examples: Academics, writers, philosophers
Function 3: Network Connector
Bridges different communities around the idea.
Responsibilities:
- Introduce people across networks
- Create spaces for believers to meet
- Facilitate collaborations
- Build sense of larger movement
- Report back on receptivity in different networks
Required traits:
- Natural networker
- Trusted by multiple groups
- Organizational skill
- People-oriented
- Diplomatic (doesn't cause conflict)
Not required:
- Large personal audience
- Expertise in the idea
- Public visibility
- Deep belief (can be advocate even if skeptical)
Examples: Organizers, community builders, connectors
Function 4: Implementer/Evidence Gatherer
Does the actual work of testing and proving the idea.
Responsibilities:
- Implement idea in real world (if applicable)
- Gather evidence/data
- Build case studies and examples
- Document results
- Iterate and refine based on reality
Required traits:
- Practical orientation
- Execution skill
- Attention to detail
- Ability to handle failure
- Results-focused
Not required:
- Communication skill
- Public visibility
- Large audience
- Theory expertise
Examples: Builders, operators, researchers
Interview Questions
Use these to assess champion fit:
On Commitment:
- "Tell me about a time you stuck with something hard for years. What kept you going?"
- "Are you willing to advocate for this for 3-5 years even if progress is slow?"
- "What's your honest time commitment? (be specific)"
On Belief:
4. "Do you genuinely believe this idea is important?"
5. "What convinced you? Tell me the story."
6. "What doubts do you have about this?"
On Function:
7. "Which of these feels most natural: being the public face, developing language, connecting networks, doing the actual work?"
8. "What's your biggest strength we should leverage?"
9. "What would you need to be successful in this role?"
On Resilience:
10. "How do you handle being early or wrong about something?"
11. "Tell me about a time an idea you believed in failed. What did you learn?"
12. "If we're still obscure in 2 years, what keeps you motivated?"
Output Template
## Champion Profile
**Archetype:** [Which of the four functions fits them best?]
**Commitment Level:** 3-5+ years
**Primary Audience:** [Who listens to them?]
**Essential Characteristics:**
- ✓ Believes in idea
- ✓ Willing to advocate 3-5 years
- ✓ Has relevant audience
- ✓ Can handle persistence through failure
- ✓ Intellectually honest
**Nice-to-Haves:**
- [ ] Bridges multiple networks
- [ ] Media/speaking access
- [ ] Strong communicator
- [ ] Well-respected in domain
---
## Recruitment Strategy
**Candidate Name:** [Who is this?]
**Why They're Ideal:** [Specific reasons]
**Potential Objections:** [What might they say no to?]
**How to Pitch:** [Specific message for them]
**Confidence Level:** [High | Medium | Low]
**Conversation Plan:**
1. Context setting
2. Idea explanation
3. Ask for feedback
4. Gauge interest
5. Explain champion role
6. Get explicit commitment
---
## Role Definition
**Primary Function:** [Patient Zero | Language Creator | Network Connector | Implementer]
**Specific Responsibilities:**
- [What they own]
- [What they commit to]
- [Success metrics]
**Check-in Frequency:** [Weekly | Bi-weekly | Monthly]
**Timeline:** [Start date and duration]
---
## All Champions
| Name | Function | Primary Audience | Status |
|---|---|---|---|
| [Name 1] | [Function] | [Audience] | [Committed | Prospect] |
| [Name 2] | [Function] | [Audience] | [Committed | Prospect] |
The Yarvin Case Study: Champion Pattern Recognition
A worked example of how champions operate, from the source material:
"There was no predictable way that a connection in my network would bring up Yarvin's name in conversation. It was usually in the context of a trusted interaction, where we'd gone back and forth enough around related ideas, that someone would then feel comfortable enough to mention his work."
This illustrates a critical pattern: champions share ideas through trust-building interactions, not broadcasting. Initial spread is low-friction, contextual, and embedded in existing relationships.
"It turned out that a lot of people I knew were reading his work — and, like me, not mentioning it unless asked. In epidemiological terms, many of the nodes in my network were 'infected,' but the transmission rate was still low."
This is the patience phase: the idea is already spreading (nodes infected) but transmission rate is low. Many believers exist, but they're not yet openly advocating. This is the antimeme phase.
"I noted a growing frequency with which new, and often unexpected, acquaintances would bring him up in early conversation. As nodes began to infect other nodes, Yarvin simply faded into view."
This is the tipping point: when transmission rate increases, the idea suddenly becomes visible. What changed wasn't the idea or the believers — it was network topology shifting. More nodes became infected → more transmissions → exponential growth.
Key insight for champion identification: Champions don't create spread from scratch. They persist through the invisible phase (years 1-2) when transmission is low but nodes are infected. Once conditions shift, those existing believers suddenly become visible.
This means when recruiting champions:
- Look for people already quietly believing (infected nodes)
- Understand they'll be invisible for years
- Their role is persistent presence, not immediate viral growth
- Success is when "the idea simply fades into view" naturally
Common Champion Mistakes
Mistake 1: Recruiting for intelligence instead of commitment
- You pick the smartest person
- They burn out because they don't truly believe
- Fix: Prioritize belief and commitment over credentials
Mistake 2: Recruiting too many people
- You add 10 champions to core group
- Coordination becomes impossible
- Fix: Start with 2-3, add more as movement grows
Mistake 3: Not having explicit conversation about timeline
- They think this is a 1-year project
- You expect 3-5 years
- Misalignment causes failure
- Fix: Explicitly discuss and agree on timeline
Mistake 4: Choosing people who are too similar
- All your champions have same background
- Miss networks and perspectives
- Fix: Intentionally diversify (patient zero + connector + articulator)
Mistake 5: Not supporting champions
- You recruit them then leave them alone
- They feel unsupported, drift away
- Fix: Regular check-ins, resources, recognition
When to Use Other Skills
- After identify-champions → design-strategy: Champions inform all phases
- After identify-champions → map-network: Champions determine network structure
- Champions → craft-content: Champions amplify content effectively
References
See /references/source-summary.md:
- "Champion Playbook" section for detailed expectations
- "Decision Frameworks" for when to champion
- "Practical Applications" for domain-specific champion roles
