Mentoring in Hertfordshire
I asked James Sharpley AProvGM, David Ferris ProvGDC and Peter Willson PPAGReg to consider this matter. They examined systems operating elsewhere and much accompanying documentation; they looked too at some very good practices already operating in many of our own Lodges.
Finally they reported to the DepProvGM and me: our united view is that we must encourage each Lodge to adopt and refine a set of good practices appropriate to its circumstances. One way forward would be to set up a bureaucracy with its inevitable paperwork and demands on time and resources. We judge that a better approach at this stage is to set out simply and clearly what has been found to be successful elsewhere.
The problem
Lodges do lose members. Statistically, the most likely times for a brother to quit are soon after taking his third degree or soon after going through the chair. Of course each brother who leaves has his own reasons for dropping out: our task is to ensure that he does not do so because he feels uninvolved. Interest in many fields of human endeavour flows from investment; in Freemasonry, investment means involvement. If a brother feels that his talents and enthusiasms are used and appreciated, he is much more likely to stay.
Six strategies which succeed
· Ensure that at least one brother (proposer, seconder perhaps) takes a continuing active interest in a new recruit. Some Lodges may wish to identify a Lodge Mentor; others will prefer a more ad hoc approach. All involved should be sources of support, information and advice.
· After an Initiation, let the Master take a new brother out of the Lodge with him and see that everyone present shakes his hand as they leave the temple.
· Make arrangements for a new brother to see an Initiation as soon as possible; similarly perhaps after other degrees. This will normally involve visiting which always helps to cement interest.
· See that a brother is not left alone outside the Lodge while a ceremony is performed which he cannot yet witness.
· LOI provides lots of support for those attending but time is the enemy for many: attendance of any brother is more likely if he has some part to play at the next meeting. To this end, consider sharing the Master’s work so that past masters recently out of the chair who may not have a Lodge office can take part. And do ask newer brethren to present the working tools – an EA can present 1st degree tools to any candidate or new Master, for instance.
· Consider the feasibility of making the office of Tyler “progressive” - perhaps in the year or two after a brother was IPM. In our secure centres, it is not necessary for the Tyler to be always outside the door. Some Lodges also make the role of Assistant Secretary “progressive” too.
The way forward
I ask Lodges to take note and to implement appropriately. Any queries or suggestions please to James Sharpley, who will be maintaining an active brief in this area and who will of course be visiting Lodges in the course of his other duties. My thanks to those on the steering group and to those Lodges whose example has validated these strategies.