Every Lodge has a designated Mentor, but one person can’t possibly mentor every member of his Lodge, so his role has become one of administration, assistance and guidance. We are ALL responsible for looking after our Brethren. If you have Proposed someone into your Lodge, then it’s probably natural for YOU to be his personal mentor, but there might be members who don’t have anyone ‘logical’ to mentor them and this is where th Lodge Mentor is responsible for pairing up Mentor’s and Mentees to best effect.

Mentees aren’t just ‘light blues’. So established Provincial or Grand Officers might also benefit from a little Mentoring especially from someone more junior who may not be so set in their ways and who might have a more modern and therefore realistic outlook on life. Bear all this in mind as you read on. . .

The Lodge or Chapter Mentor should be an experienced Mason and be the person who responsible for ensuring that structured mentoring takes place within the Lodge or Chapter. He is the “organiser” and is not necessarily required to act as a Personal Mentor. The Mentor is responsible for coordinating and selecting suitable Brethren to be the Personal Mentors. It is most certainly not the intention that the Mentor should carry out the task himself. The role of the Mentor is therefore to organise and coordinate the mentoring of everyone in the Lodge or Chapter, no matter how junior or senior, no matter how young or old.

The Personal Mentor is a suitably experienced and appropriate person who is assigned to a Brother or Companion as his Personal Mentor. As a Personal Mentor, he is responsible for the day-to-day, one-on-one personal mentoring of their charge(s). The most important part of his role as the candidate’s Personal Mentor is to be a friend and guide to him. He helps the candidate to become involved in the Lodge/Chapter and to understand and enjoy his Freemasonry.

The skills required of the Personal Mentor are many. But may be summarised as follows:-

  • Be a good listener;
  • Have the ability to inspire the learner;
  • Have the ability to suspend judgement and prejudice;
  • Be able to give constructive feedback without being patronising;
  • Know how and where to get information or skills he does not have;
  • Understand that each relationship is unique.

The Provincial Executive have created the role of Provincial Mentor who heads up the Provincial Mentoring Team who provide advice, guidance and support to the candidate via the Lodge/Chapter Mentor and the Personal Mentor. The following points outline some of the topics that need to be considered at the various stages of the candidate’s Masonic career.

It cannot be overstressed that the way in which a candidate is recruited is the first step in ensuring that he will remain a productive member of the lodge/chapter for many years. While there is a tendency to tell the candidate as little as possible before his Initiation, this does not allow the candidate to examine his reasons for becoming a mason or to make an informed decision that he will be happy to stand by.

Before a formal interview is arranged, it is very good practice for members of the lodge to get to know the candidate during informal social occasions. Thus when the interview takes place, not only is the candidate already amongst friends and therefore hopefully more relaxed, but he and his character will already be known to those members of the lodge conducting the interview.

It is worth including in the Formal Interview team the brother whose on-going responsibility will be to act as a friend and guide or Personal Mentor to the new member, to show him the ropes and to ensure that his questions are answered. This will often be his proposer or seconder, but will not necessarily be one of these dependent on circumstances.

Examples of the points which should be covered by the interview team include:

  • What are his motives for wanting to become a Freemason?
  • Are his moral and mental standards satisfactory?
  • Having advised him of the subscription and other costs, will his acceptance create any financial or domestic problems? Advise him of the potential call on him for charitable contributions.
  • Will he have the support of his wife or partner in his decision to become a Freemason? Such support will be essential if he is to enjoy a full participation in his lodge.
  • Explain the procedure and reasons for balloting for new members and why he needs to be interviewed.
  • Explain the start times, dates and frequency of the meetings and general format of them. It is worth mentioning the need to attend Lodge of Instruction meetings in addition to the Regular meetings of the lodge.
  • Inform him of the additional time commitment expected if he takes office in the lodge and the advantage of visiting other lodges in the coming years.
  • Advise him of the social activities of the lodge.

It should already have been established that he has a belief in a Supreme Being and copies of the explanatory booklets explaining Freemasonry should also have been provided to him previously.

Following his election, the lodge Secretary should write a congratulatory letter to the candidate, which will tell him of the proposed date of his initiation and confirm the fees he will be expected to pay on the night. He should also be told of the correct dress for the evening.

During the intervening period whilst waiting for the meeting at which the initiation will take place, the lodge Mentor should be working with his Personal Mentor in the background to ensure that all matters pertaining to his initiation have been covered and not left to the assumption that someone else will have dealt with them.

Before the initiation of the candidate, the Lodge Mentor should:

  • Meet the candidate socially as many times as possible with other lodge members (especially the JD), ideally in a relaxed social environment; Assign him a suitable and appropriate Personal Mentor.
  • Involve the candidate’s partner where possible in lodge social functions;
  • Give the candidate pertinent information and facts about Freemasonry;
  • Fully explain the financial and time commitments;
  • Encourage and answer questions and dispel myths and legends!
  • Ensure the candidate is fully prepared for the ceremony, aware of what he will be asked to do and why, what he must wear and what he must bring with him; Be open and honest and do not let him have any unpleasant surprises!
  • Contact him the day before or on the day of his initiation.

This should ensure that the candidate arrives at his initiation as prepared as he can be. Immediately before the Ceremony, it is good practice for the Proposer, or Personal Mentor, to introduce the Candidate to the Tyler and the Junior Deacon, who can both reassure him and make sure that he does not feel isolated.

Whilst not directly connected with the Mentoring Programme, a note of the importance of the Tyler’s role is appropriate. The Candidate relies heavily on the Tyler whilst he is outside the door of the lodge and it is most important that the Tyler is aware of the significance of his role in the proceedings – such as:

Before the Ceremony:

  • Ensure the Candidate is properly prepared.
  • Reassure him. Remind him that all Freemasons have been prepared and Initiated in exactly the same manner and give him confidence.

After / during the Ceremony:

  • Check that the Candidate knows how to give the appropriate sign(s) correctly according to the custom and ritual of the lodge.
  • Make sure he is fully ready before being re-admitted to the lodge.

Dependant on his environment, the role of Brother Initiate can be very lonely. There are lots of strange sights, strange language and strange people. As Mentors we must dispel this strangeness as soon as possible after the Initiation Ceremony is completed.

Ideally, the Personal Mentor should be positioned so that he is sitting next to the candidate, once the candidate has been seated in the Lodge. From this position, the Personal Mentor can explain what is going on and more importantly how the candidate needs to react.

Specific activities that need to be undertaken by the Personal Mentor after the candidate is initiated are as follows.

In the short term:

  • Ensure that the candidate has all the available information and literature including the Initiates Guide – the Lodge Mentor should ensure that the Secretary has a copy well before the Initiation Meeting.
  • Conduct a review of the ceremony with him.
  • Ensure that he understands the reasons for what happened.
  • Encourage him to ask questions and provide answers.
  • Provide him with the Hymn Card for the Closing Ode.

In the longer term:

  • Arrange a visit to another First Degree Ceremony as soon as possible.
  • Advise him on techniques for memorising the ritual.
  • Fully prepare him for his Second Degree.
  • Keep in frequent touch with him.
  • If the next meeting is in a higher Degree, ensure that he is accompanied, when he leaves the lodge, by his Personal Mentor or other suitable brother.
  • Use this absence from the lodge to give him some structured Masonic education.

The meeting between the Personal Mentor and the new member should take place following initiation and prior to the next lodge meeting. The new member may be loaned, or given, a copy of the ritual of the ceremony he has just undergone and be encouraged to read it through with his Personal Mentor. This will enable him to raise any questions as to the ceremony itself. He should also be given a copy of the “test questions” in preparation for his next Degree ceremony.

Following his initiation, the new brother should have been given a copy of the Initiate’s Guide. The Personal Mentor should take the opportunity to review this with him to ascertain whether it raises any questions upon which the brother might require further guidance.

As soon as practical after the Ceremony of Initiation, the Personal Mentor should cover the following topics with his charge:

  • The Ceremony of Initiation, its form and significance;
  • The Obligation, Entrusting and the Apron;
  • The teachings of the Degree, particularly charity and benevolence within Freemasonry;
  • The Signs, Token and Word and the method of giving the Sign in accordance with the ritual and customs of the lodge;
  • Explain the Sign of Reverence (i.e. thumb hidden) and its use during Prayers.

The Personal Mentor should cover the following topics regarding the organisation of the lodge:

  • Brief description of the way the seating is arranged in the lodge, showing the location of the principal officers.
  • Explain the function of various officers of the lodge during meetings and otherwise; e.g
  1. The Almoner’s pastoral duties; the Secretary’s duties as well as those of the Director of Ceremonies, Treasurer, Charity Steward, etc
  2. How to recognise officers by their collar jewels.
  3. The structure of Freemasonry under the English Constitution.

The Mentor should discuss the following topics of Masonic etiquette and protocol with the candidate.

What may be discussed under the various Risings:

  • First Rising: communications from Grand Lodge;
  • Second Rising: communications from Metropolitan or Provincial Grand Lodge and certain propositions;
  • Third Rising: other communications in general, other propositions, letters and information for the benefit of the brethren and in some cases, greetings from visiting brethren.
  • The procedure for conducting Ballots within the lodge by:
    • Show of hands;
    • Ballot slips;
    • Ballot box.
  • Instruct the new member on the circumstances when they are used and what he should do in each event when asked to vote.

Now is also a good time to reinforce to the new member some of the charitable work done by Freemasons in and for the outside community. In particular, it is important to explain the various ways in which the new member can make contributions to the lodge’s charities and how (and perhaps how much) to pay into an Alms collection.

The first Festive Board attended by a new member can be a daunting experience. Not only is he seated at the top table at the right of the WM but he is also expected to make a speech. Some advice and guidance is therefore appropriate:

  • How to conduct Masonic Fire properly and its origins – it is not amusing to let the candidate struggle with this – instruction or guidance should therefore be given before the Festive Board.
  • What toasts are given and the order in which they are honoured;
  • How to address the members of the lodge at the start of a speech and what should and should not be included or said in a speech. Unless the Initiate wishes to put together his own form of words, the Lodge Mentor should ensure the Initiate has available to him prior to his Initiation a draft speech that he can tailor to suit what he would like to say.

Specific activities that need to be undertaken prior to the candidate taking subsequent degrees are as follows:

  • Prepare the candidate for the next step in his Masonic career.
  • Rehearse him in his actions for the Opening & Closing Ceremony in each Degree; Ensure that he has learnt the answers of the questions leading to the next Degree.
  • Contact him the day before or on the day of his ceremonies to make sure that he is all right and does not have any questions requiring an answer.
  • Ensure that his Personal Mentor rehearses him in the test questions and answers.
  • Make sure that the JD or SD meets him before the ceremonies.

After each Degree, the following activities should be undertaken:

  • Conduct a review of the ceremony with him.
  • Ensure that he understands the reasons for what happened.
  • Continue to encourage and answer questions.
  • Arrange a visit to witness the Degree he has completed as soon as possible.
  • Fully prepare him for his next Degree.
  • Keep in frequent touch with him.

After his Passing, it should be explained that in this Degree he was not hoodwinked because he was already a Freemason and a member of the lodge, a point that he had proved by answering the test questions correctly. Other salient points can be discussed including the derivation of the various words used and what we mean by the “Liberal Arts and Sciences” and how they can be applied in our everyday lives, in the modern world.

Other subjects for discussion include:

  • The correct method of giving the Sign, Token and Word of a Fellow Craft Freemason, according to the lodge ritual and custom. It may be appropriate to mention that in some lodges the signs may be given in a slightly different manner.
  • The various aprons with which he is, or will be invested, after each Degree. It would be appropriate to ensure that he will have a Master Masons apron available for when he is to be Raised.
  • Aprons of an Installed Master, Provincial Officers and Grand Officers and their respective emblems of rank and collar jewels. Explain the difference between “office” and “rank”.
  • Further information on Masonic Charities, Provincial Grand Lodge charities, the Master’s List and guidance as to how he can contribute.

Having heard how the candidate answered the questions before Passing, the Personal Mentor will be better able to judge how much extra help, if any, may be needed. It is important that the candidate continues to receive support in learning and understanding the answers so that he feels confident during the ceremony. The Mentor may also need to ask the other brethren such as his original sponsors to assist the new brother with his learning

Subjects for discussion after Raising may include:

  • The essence of the Degree. Since the main teaching of the Degree is the preparation for the closing hour of our existence, it may at first seem a macabre subject. In fact, it is the way in which we conduct ourselves through life that is the important point to be realised and emphasised.
  • The correct method of giving the grip of a Master Mason, the communication of the Five Points of Fellowship as taught and practised in the lodge. The correct pronunciation of the words of a Master Mason and their meaning as explained in the ceremony.
  • How to sign in properly when visiting another lodge. Explain the caution required when visiting lodges under a different constitution.
  • Explain that there are different workings and some lodges may appear to do things very differently from what he has been taught.
  • Explain the correct sign to give during the Obligation; that is to say the one given in his Mother Lodge, which may be different to the one given in the lodge being visited. For example, some lodges hold the sign of the Degree and some the Sign of Fidelity (whilst lodges of other constitutions in amity, may give a Due Guard Sign).
  • Never to pass critical comment on how a working is done in another lodge.
  • Never to prompt when visiting, despite his confidence in his knowledge.
  • The etiquette of responding to the Visitors’ Toast with emphasis on not telling crude stories or stories critical of another brother. It is worth remembering that the use of “funny” stories should be reserved for those occasions when a particular lesson may be taught by the story.
  • Always to thank his host promptly for the invitation to the evening, preferably in writing.
  • Check that he knows the structure of Grand Lodge, Provincial Grand Lodge and the identity of the principal Rulers of each.

Specific activities that need to be undertaken after the candidate has taken the Third Degree are as follows:

  • Encourage his participation at Lodge of Instruction.
  • Ensure that he understands about Masonic etiquette.
  • Explain about taking office in the lodge.
  • Encourage regular visiting of other lodges.
  • Encourage attendance at Provincial Grand Lodge.
  • Explain eligibility to attend Grand Lodge.
  • Explain the Masonic honours system.

Encourage regular participation in ceremonies and ritual according to his ability and his wish to do so

Subjects for discussion may include:

  • Make sure that he receives his Grand Lodge certificate in a timely manner and that he understands its purpose, use and symbology.
  • Remind him that the Grand Lodge Certificate is a form of Masonic Passport and that it should not be framed or displayed but kept with his regalia in case proof of membership is required.
  • Attendance at Lodge of Instruction meetings will assist in his understanding of the ritual. He should be encouraged to start learning as soon as possible so as to be ready to accept office. His Mentor should guide him on which parts should be learned first. Ensure that he now has an up to date copy of the lodge ritual and any local changes.
  • Explain how the Master appoints his officers and the meaning of “progressive” office. He should be encouraged to consider, and prepare himself for, progressing through the offices with the eventual goal of achieving the “Chair”. Every effort should be made not to present this as a daunting task.
  • A deeper explanation of each of the offices and the roles they have to play during the period of their appointment.
  • Review what has been discussed in previous meetings and expand where necessary. Discuss the Royal Arch as the completion of his Craft Masonic journey.

These are quite often referred to as “rehearsals” and whilst an element of rehearsal and practice takes place, the primary reason is to provide attendees, including those in office or about to take office, with an explanation of various parts of the ritual. Too much care cannot be taken to ensure that each attendee understands the “why” as well as the “how”. Other points worth noting at Instruction meetings:

  • Get newer brethren to occupy different offices so they get a feel for them.
  • Give newer brethren the opportunity of practising those parts they have been learning.
  • Consider rehearsing the formal parts of the dinner or Festive Board.
  • An established brother might discuss with the newer brethren how to “train the memory” in order to learn the ritual. The key to this is in understanding its meaning and the lesson it seeks to convey.
  • It is always worth seeking the views of the newer brethren on how the meetings might be enhanced and what subjects, if any, might be developed or discussed at the regular meeting when no Degree work is scheduled.

A lodge or chapter with an active Lodge of Instruction (LOI) or Chapter of Instruction (COI), if properly conducted, is the perfect environment at which active mentoring techniques can be applied to great effect.

Experience has shown that the period after a brother vacates the Chair can be a great “let down” where he can begin to feel unwanted. The key, as with much of mentoring, is to reinforce the “three I’s”. The Past Master should remain Included, Involved and Interested if he is to be encouraged to participate and remain in the lodge.

A brother who has served as Worshipful Master and as IPM ought to be an experienced member of the Craft but, all too often these days, this is not always the case. Although some of the items mentioned below may have been discussed with him previously, this discussion may have been a few years ago and are again worth reiterating.

The ideal way of maintain a Past Master’s interest is for him to take some office within the Lodge. The variety of offices available to a Past Master covers a broad range of skills and interests. A ritualist can be guided towards the ADC or DC roles or a position in the lodge’s LoI. Those with a bureaucratic bent can act as (Assistant) Secretary or Treasurer, whilst those with stronger interpersonal skills may be better suited as Almoner or Charity Steward.

Mentoring is another role that should not be overlooked. Remember that the Lodge Mentor should be coordinating the mentoring so that each Candidate has the most suitable Personal Mentor allocated to them. This vital role of Personal Mentor can often be adopted by a recent Past Master and if carried out with thought and enthusiasm, can be extremely rewarding to the Mentor and Mentee alike.

Where circumstances do not allow an individual to take office, he can remain involved by assisting the appointed officers. Positions such as that of Almoner can carry a particular burden, especially in terms of time, and assistance by an enthusiastic Past Master would invariably be gratefully received.

Even if an office is not immediately available there is nothing to stop brethren attending the various workshops, Mentor, Almoner, DC, etc., to develop their knowledge and be of more use to the current holders of those offices. This not only better qualifies them to be of use but makes them obvious candidates as a lodge undertakes succession planning.

There are other roles which, whilst not official offices, may interest some brethren. These include lodge musical director (when an Organist is unavailable), historian, dining secretary and festival secretary.

There is nothing wrong with a Past Master sitting back and enjoying the ceremonies from the back benches, but care must be taken to ensure that he is not neglected. If he seems to be becoming restless or dissatisfied, or starts missing meetings, get him involved again. There is plenty of work to share around, including the Charges, Tracing Boards, Addresses and other parts of the ceremonies. Why not give him a piece of ritual to make his own “party piece”? How about pieces of ritual not in the ritual book, such as the Mode of Preparation, the Presentation of the White Gloves, Ecclesiastes verse 12 or the Walking Charge?

A Past Master will normally have visited a number of lodges and be well aware of Freemasonry beyond his own unit. He will, hopefully, be aware of the existence of Installed Masters’ lodges, but may not be aware of the role they play in developing Masonic experience, fellowship and understanding beyond the Degree-oriented practice of an ordinary private lodge.

Similarly, if he is not already a member, he should be aware of the Royal Arch and hopefully of its importance in Pure and Ancient Freemasonry. If the Past Master is not already involved in other orders, and he is so minded, his Mentor may wish to discuss the existence of these with him. Involvement in Freemasonry is not only limited to work in the lodge or lodges. There are also a number of other Masonic bodies, which may be of interest and maintain the Past Master’s involvement. These include research lodges or circles, Masonic Study Groups, ritual associations such as the Emulation Lodge of Improvement. In addition, a number of charities all provide further opportunities for involvement. Finally, Provincial Grand Lodge is always looking for intelligent and enthusiastic volunteers to help with a variety of projects.

The question of honours is a subject that is often controversial and hotly debated and is an area in which there is much misunderstanding. It almost goes without saying, that discussions on this subject should be handled carefully, and if there is any doubt as to the accuracy of your information, then advice should be sought from your unit’s Secretary.

Honours are awarded strictly on a merit basis and are bestowed in recognition of service to Freemasonry. They are most definitely not awarded merely on a time-served basis. The Past Master should be encouraged to do the things he enjoys and does well. This will keep him actively involved and ultimately increase his chances of receiving recognition.

For those brethren who already hold Provincial Rank, the question of promotion may be an even more difficult one to tackle. Whilst a first appointment recognises efforts within the lodge, Promotions are awarded to those who have actively and continuously demonstrated a wider support for Provincial Freemasonry, including an active membership of the Royal Arch, a willingness to become further involved in Provincial Masonry and take an active involvement in the wider, non-Masonic community.

Honours should not be assumed to be a given right, however an understanding of the system and its application can be a useful tool for the Mentor when working out how best to keep a Past Master involved.

A Master Mason of 4 weeks and upwards can join the Royal Arch. We have already seen that experienced Masons require mentoring and this is also the case in the Royal Arch, up to and beyond the Chairs.

It is also vital that the meanings of the Royal Arch are explained so that a new Companion can understand the significance of the ceremony and enjoy the Order.

As you may expect, many aspects of mentoring in the Royal Arch are exactly similar to those in the Craft.

Ideally a Lodge Mentor should introduce a brother to a Royal Arch Mentor, and both work together to the benefit of the brother, as he becomes a Companion! It is important that they:

  • Ensure that he fully understands what he is joining.
  • Give him all pertinent information and facts.
  • Fully explain the financial and time commitments.
  • Encourage him to ask questions and then answer questions; be open and honest with him.
  • Ensure he is fully prepared for the ceremony, aware of what he will be asked to do and why, what he must wear & what he must bring with him.
  • Make sure that he has the full regalia.
  • Contact him the day before or on the day of his Exaltation.
  • Introduce him to the Principal Sojourner before the ceremony.
  • Rehearse him in the signs in the three Degrees, words of a Master Mason and the Five Points of Fellowship.

As with the Tyler in Craft, a note of the importance of the Janitor’s role is appropriate. The Candidate relies heavily on the Janitor whilst he is outside the door of the chapter to prepare him properly and remind him of the signs and passwords.

After Exaltation, the following topics should be addressed as soon as practicable:

  • Ensure that he has all the available information and literature, especially the Exaltee’s Guide.
  • Conduct a review of the ceremony with him.
  • Explain the meanings behind the ceremony and the lectures.
  • Encourage him to ask questions.
  • Arrange a visit to another Exaltation as soon as possible.
  • Make sure that he receives his Supreme Grand Chapter certificate in a timely manner and that he understands its purpose, use and symbology.
  • Explain about taking office and progression in the RA.
  • Encourage attendance at Metropolitan Grand Chapter.
  • Encourage attendance at Supreme Grand Chapter.
  • Explain the Royal Arch honours system.
  • Mentor him as necessary up to and beyond the Chairs.

Again, whilst he will be familiar with Dinners and Festive Boards, it is again appropriate to provide advice on:

  • How to conduct Royal Arch Fire properly and its origins;
  • What toasts are given and the order in which they are honoured;
  • How to address the members of the chapter at the start of a speech.

Try to encourage the new Companion to a regular participation in ceremonies and ritual according to his ability and his wish so to do. This is particularly important in the Royal Arch as the role of Principal Sojourner can appear very daunting and can occur very quickly after a Companion is exalted. Fortunately, the ritual may now be split up, if preferred, to make it less onerous.

The path to the Third Principals Chair is short which means that strong Mentoring may be required.

Focus has been afforded to the importance of Advice, Guidance and Support in the Mentoring process. However, this can only be offered if the Brethren asked to perform the Mentoring role have the knowledge to perform the job properly. Likewise, there will be instances where the information required of the Mentor is just too great or complex for him to handle. It is in these cases where the Provincial Mentoring Team will provide the required Tuition and Education to satisfy these demands.

It has been shown that Workshops provide an effective way of communicating facts and techniques across a whole range of Masonic activities. The Provincial Mentoring Team has therefore developed Mentoring Workshops tailored to meet the needs of the Mentor.

Since the launch of the Mentoring training programme, the Mentoring Team have been running Mentoring Workshops for the benefit of appointed Mentors and those seeking to gain knowledge of Mentoring.

At these Workshops, the Provincial Grand Mentor with the Mentoring Team, provide the resources and training for every Lodge to appoint a Lodge Mentor and every Chapter to appoint a Chapter Mentoring Coordinator to oversee and ensure that Mentoring is successful in every Masonic unit.

The Provincial Mentoring Team have a policy of continuous process improvement and are always looking for and assessing Best Practice. Workshops will therefore be arranged on an “as required” basis to instruct incumbent Mentors in those techniques deemed to be Best Practice for Mentoring in Lodges and Chapters.

During a candidate’s progression through each Degree ceremony, there is a requirement that the Mentor will arrange for the candidate to see that ceremony as soon as possible afterwards.

The Provincial Mentoring Team will arrange for demonstrations of the ceremonies to be performed by selected Lodges and Ritual Demonstration Teams as appropriate to meet this need.

A demonstration of the Initiation, Passing, Raising and Installation Ceremonies will be held one or more times a year depending upon demand. The aim of the demonstration is to give the attendee a chance to see a good quality performance of the Initiation Ceremony; afterwards, he will be able to discuss what he has seen with more senior masons and to ask questions as required.

If there is sufficient demand, a demonstration of the Degree Tracing Boards may also be organised.

A demonstration of the Royal Arch Exaltation Ceremony may also be held according to demand.

Mentoring Workshops are available for all Senior Officers including; the Worshipful Master and his Wardens, Past Masters and Provincial Grand Officers.

These are Provincial Officers who have been granted Active Rank. This frequently gives much exposure to the individual during their year in office and they may even have represented the Provincial Grand Master at meetings. Experience is that many outgoing ProvG Officers experience a sense of anti-climax after their active year has finished. The objects of this workshop is:

  • To give outgoing officers the ability to continue to contribute to and feel a sense of belonging to the Provincial family.
  • To allow them to discover and make an informed decision about the options available to them to contribute their skills and available time.
  • To overcome the feeling of disappointment and anti-climax after coming to the end of a busy and exciting year.
  • To allow PGL/PGC to identify and recruit motivated people at a time when they are most likely to be able to commit.

To fit volunteers to the roles most closely matched to their skills and wishes. To expand and develop the skill set of future leaders of PGL/PGC

Many Past Masters experience a sense of anti-climax after they leave the Chair and have served their year as Immediate Past Master (IPM). The objects of this workshop are:

  • To give Past Masters the feeling that they can continue to contribute and feel a sense of belonging to the Lodge.
  • To allow them to understand and then make informed decisions about the options available to them, to contribute their skills and available time to the benefit of the Lodge and of the PGL.
  • To overcome any feeling of anti-climax after coming to the end of a busy and exciting period as WM and then IPM.
  • To allow PGL/PGC to identify and recruit motivated people at a time when they are most likely to want to commit and then to fit volunteers to the roles most closely matched to their skills and wishes. To expand and develop their skill set of future leaders of PGL/PGC.

The progression through the Wardens Chairs to the Masters Chair can for some be a daunting experience. Whilst the Ritual Book paints an excellent picture of the ritual that has to be learned, there are many things that are outside of its remit and are usually picked up piecemeal.

The aim of this workshop is to cover the duties of the Wardens and the Worshipful Master that do not appear in the Ritual Book but are none the less essential to a happy and productive year in Office. These include the Festive Board, visits to other Lodges and to Provincial Grand Lodge.

Retention, if not addressed, can be a major issue for the Province. There are many reasons why members leave the Craft and these need to be reviewed and addressed.

It is possible that some brethren may be discouraged by the “non-progressive” offices being held by the same brethren for too long. The recommendation of the Board of General Purposes (BGP) of Grand Lodge is that no one should hold office for more than five years, seven at the outside. Not only does holding an office for longer discourage others by letting them think there is no opportunity for them to aspire to an office, but it also places the lodge at risk when one of these long-standing officers suddenly becomes incapable of carrying out the duties of his office for a given reason.

If there are enthusiastic members coming through, offices should ideally have deputies and those deputies should be allowed (and indeed expected) to carry out the duties of that office.

Too often resignations are accepted without question. There is a need for a “cooling off” period during which a member may be visited to discuss his reasons for his decision. Who knows, we may all learn something that might prevent others from taking similar action? It is not unknown for such consideration to reverse a decision to resign and re-kindle a brother’s interest in Freemasonry.

Nevertheless, it is true that advancing years are very often the reason for resignation and in such cases, it is courteous to respect the wishes of the brother concerned.

All resignations MUST be notified immediately to the Provincial Grand Lodge Retentions Team.

The bane of the treasurer’s life is the continued need to chase brethren for their annual dues. Guidelines are such that these are always due in advance and are payable on the first day of the new financial year of the lodge’s accounts. Use of standing order systems can help with prompt payment but may cause difficulties when the annual subscription changes, as it invariably will, from time to time.

On the other hand, lodges are under extreme pressure to meet their financial commitments and settle their accounts as they fall due, in order to keep costs and thereby subscriptions at an acceptable level. For this reason, it may mean that the lodge is quick to move to the exclusion process. This matter does need careful consideration as it is quite likely that we could lose members who might not otherwise leave if a more pro-active approach were to be adopted to simplify subscription payments.

Whilst a lodge may not pay a member’s subscriptions directly, nevertheless where extreme hardship prevents a member from meeting his financial obligations to the lodge, it may be worth considering imaginative ways to assist this brother in distressed circumstances, rather than lose a member of many years’ standing through reasons of hardship.

It is essential that potential candidates are made fully aware of the time they must attend meetings. These include not only the Regular meetings of the lodge but also meetings of Lodge of Instruction and committee meetings.

There may be a good case for varying the times of committee and Lodge of Instruction meetings to fit in with a brother’s private or public avocations. There may be a number of acceptable reasons why a brother may not attend at certain times and the brethren ought to be able to accommodate him so that he may take office within his lodge. It is, of course, difficult but not impossible, to change the times of the Regular meetings.

The dates and times of other relevant meetings, such as those of Provincial Grand Lodge, should also be communicated to the brethren at an early opportunity. When a brother is appointed a Warden in his lodge, his attendance at Provincial Grand Lodge will be required, by virtue of his Office, dressed in his collar of office. He is also eligible and should be encouraged to attend the Quarterly Communications of Grand Lodge, similarly attired.

It is essential for each lodge and all its members to do everything possible to address issues that lead to non-attendance and ultimately resignations. It is not uncommon for a Master Mason to leave the Craft on the completion of his Third Degree. First and foremost, it is essential that Master Masons enjoy their Freemasonry and are properly encouraged to play an active part in the workings of the lodge by assisting in some way at the Festive Board and attending Lodge of Instruction meetings.

Similarly, the Worshipful brother who, having experienced the “high” of his year in the Chair of his lodge, often experiences the “low” that sometimes follows and he may, if he is not involved further, drift away. Missing meetings can be habit forming and all brethren should play their part in making enquiries as to why a member is not attending. Sometimes a little encouragement is needed to maintain a brother’s attention and attendance.

There are a number of things they can do to assist the management of the lodge. The task of the Almoner is occasionally not fulfilled adequately, especially with regard to Brethren not attending on a regular basis who should be the targets of some form of regular communication, other than simply being sent the lodge summons. Brethren could be assigned to one or more “missing” brother with a view to befriending him and maintaining personal contact with him. Brethren who are unable to attend the lodge through health reasons would especially appreciate this personal contact. In other cases, such contact may encourage the return to the lodge of some, whose non-attendance might otherwise lead to resignation. The subject of retaining and caring for our brethren is complex and each lodge must be prepared to adapt to the changing circumstances of the world around it and the needs of its members.

A Retention process, incorporating Recovery and Support, has been developed to address membership issues with the aim of understanding the real reason(s) for resignation and aims to assist a brother to withdraw his resignation or seek assistance in joining a new unit if he desires. The result of the contact will be to either assist the brother or offer the gratitude of Provincial Grand Lodge for the service he has rendered. The Secretary should notify the Provincial Office of any notice of resignation within 72 hours of receipt and should notify the lodge in the Second Rising at the next meeting. This procedure must be followed in order to enable the real, often unstated, reasons for a Brother’s resignation to be established.

The Retention Team will make contact with every member who resigns and conduct a sympathetic and completely confidential exit interview. A resignation may well be a somewhat emotional event for the brother concerned and experience has shown that any avoidable delay will almost certainly render him irretrievable and an unnecessary loss to the Craft.

The Retention initiative has achieved remarkable success – around one in three cases have been resolved with a positive result for Freemasonry and for the member concerned. Brethren have, for example, withdrawn resignations and/or joined another lodge.

Clearly, there will be occasions when the brother concerned feels that he must resign due to age or infirmity, but such cases must not be ignored or classed as inevitable. It may often be that a brother who has not attended his lodge for some time will really appreciate a friendly call to thank him for his contribution over the years and of course, to assure him that the benefits of membership (plus those accessible through the Almoner Service) will always remain available to him.

If financial difficulties have given rise to his resignation, this needs to be handled extremely delicately and the Retention Team will make sure that the brother knows that the door is always open for him to return to active Freemasonry as and when circumstances permit.

Several key issues have been noted by the Retention Team over the last 5 years of operation, namely:-

  • Many Brethren have not attended the Lodge for several years before the resignation but have not been contacted by any member of the Lodge to see if there is anything wrong.
  • Members have taken offence by the tone of some written communications from the Lodge in relation to fees owing or non-attendance.
  • A Secretary may have very limited information about members including home address or telephone numbers.

A Resignation must be notified by the Secretary/Scribe E using the formal Exit Form and submitted to the Provincial Office, within 72 hours of the receipt of the resignation.

There are several key areas where the Mentor can be of immense value to the Retention process both before and after a resignation is received:-

  • Ensure that the Secretary is aware of the references/time scales and the necessity of completing the form as correctly and completely as possible;
  • Ensure that lodge records/membership details are held and accurate;
  • Ensure the Secretary/Almoner/Proposer or some other nominated person in the lodge is contacting brethren who are not attending meetings. Non-attendance is generally the first sign of dissatisfaction.
  • Once a matter of dissatisfaction has been raised, ensure that it is dealt with in an open/honest and caring manner. “Least said – soonest mended” does not generally tend to work.
  • Be aware that some members could be facing enormous difficulties in their own lives in either employment, health or relationships. Some resigning members have found it much easier to talk to someone outside of the Lodge about the personal issues they are facing.
  • Ensure that key members of the lodge are aware that written communications to brethren can still be “personal and caring” whilst including “bad news” (fee’s outstanding, etc.).

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