Decision Tree (Part 2)

By James Jimenez

Back when I was a first-time voter, I had absolutely no idea how to go about picking a candidate. In the end, I simply went with the name I remembered when I was at the polling place. Needless to say, that’s a terrible way to vote. Here’s something better.

Step 1: Make sure you know what each elective position does

The absolute first step in arriving at a well-informed, values-driven vote is to make sure that you know what the roles and responsibilities of each position are. This is will be crucial in identifying the qualities that are important for each role. At the end of the day, you are simply hiring people to do a job. If you don’t know what the job entails, how can you match it to the right applicant?

Step 2: Identify key issues

Ask yourself which national and local issues matter most to you. This could be anything from poverty alleviation to education reform to human rights. However, since we are voting for both national and local positions, keep in mind the distinction between national roles and local one. The priorities might be different for each, but they might also overlap. Ultimately, the

key point is that you have a clear picture of where you stand on these issues, so that you can then see which candidates most closely match your positions.

Once you have these two firmly in mind – a solid grasp of what the positions entail and will require of their office holder; and which issues matter most to you, you can begin narrowing your choices down.

Step 3: Narrow your choices down by policy and track record

Review each candidate’s platform. Do they have clear and actionable plans for addressing the priorities that you identified in Step 2? And are those plans realistic? Do their solutions for national problems hinge on abstract and undefined concepts? Or are they premised on solid facts?

Do they promise free internet from aliens? Do they guarantee that they will eradicate multi-generational societal problems in six months? Do they promise prosperity without showing you the math?

You will also want to look at track records.

Do the candidates have a history of implementing or supporting successful policies? Have they passed laws that have resulted in tangible benefit to the people? And have they distinguished themselves in their professional lives? Candidates with poor performance records will not magically become super-competent if elected into office.

Step 4: Asses Integrity and Accountability 

Examine the candidates for any involvement in corruption or unethical behavior. Have they been involved in graft, plunder, or other corruption related cases? Separate baseless accusations from credible ones, and observe closely how candidates respond to these allegations. Do they hem and haw to divert attention to other issues? Do they play the victim card and protest unfair treatment only to pivot to attacks against their perceived persecutors? Or do they, by their actions, promote transparency and accountability in governance? Candidates with credible accusations of unresolved corruption issues should be given every opportunity to prove their innocence, but giving them the benefit of the doubt shouldn’t mean trusting them with power.

Step 5: Asses Leadership and Communication Skills

Now look at how you’re the candidates’ lead in times of crisis. Are they inclusive and collaborative in their quest for solutions? Or are they divisive? Can they bring diverse groups together and foster consensus? Or do they push a siege mentality?

Nor do you want candidates who cannot effectively communicate. Solving problems and crises requires that the leaders be able to articulate their ideas clearly; to defend their ideas in the face of opposition and to view dissent as a collaborative process rather than as a combative one.

Step 6: Character and Ethics

Character and Ethics may be subjective measures at best, but they are still relevant in determining whether, if elected, the people you voted for will mirror your own values in the halls of power. Are the candidates on your list known for honesty or integrity? And look at who supports them. Are they backed by groups that promote the public good? Or are they getting their support from groups that pursue their own narrow special – and possibly criminal – interests? Or worse, do they draw support from those with known or suspected ties to illegal activities like gambling.

Step 7: The friend test

After you’ve applied all these points of consideration, it’s time for the final test – the friend test. Try to see what your peers think of the candidates on your list. It is possible that they have insights that you do not have, based on experiences or knowledge simply not available to you.

I was once an ardent supporter of a certain candidate, seeing in the person the intelligence, the charisma, and the heart that I was hoping for in a person holding that office. But when I shared my choice with my colleagues, I was soon hearing feedback from the darker side of the candidate – the one hidden from public view. I heard stories of casual misogyny, callous insensitivity, and unresolved allegations of sexual assault. And it was enough to change my mind.

Decision tree

Going through this decision tree, you’ll gradually eliminate less qualified candidates and emerge with the one who best represents your values, priorities, and vision for the country. It is not a fool-proof system, by any means, but it is a systematic approach that is far better in its imperfection than reliance on fleeting trends, popularity or emotional reactions.