It is one thing for the officers to know the ritual. I also think they need to know what is expected of the man filling the role.
I am a member of two Lodges. One requires PiLM before you sit in the East. As this is a good practice, I think rather than watch the last minute scramble to "check the box", this should be something that is expected of the Sr. Deacon to complete and required for the WM. This would ensure the incoming WM has the time and intention to thoroughly learn more than just ritual prior to his Lodges' year with him at the helm.
Aside from PiLM, I think relying on the right PM to mentor the incoming WM is vitally important. Sometimes, I think we place too much emphasis on a man's time in the East. I know many PM's in both jurisdictions to which I have been a part of, who have no business mentoring anyone. Conversely, I know many great leaders who are excellent examples of Lodge Leaders, but have never served in the East.
Just like mentoring the newest Mason, we must put some thought into our selection.
I will remember our late VW Brother Karl E Warren for many reasons but one experience was him coaching me on the JW opening/closing in the Lodge that now bears his name. I was a new Master Mason and had been railroaded by the Skykomish Railroad Lodge into taking a principal chair before I believed I was ready.
I will always remember Brother Karl gently and patiently saying, “You’re adding words that aren’t there” and “we almost never hear that part given correctly and maybe you’ve never had the opportunity to hear it correctly, listen to me carefully.”
While I agree that the lodge should provide assistance for the brother going into a chair, it is incumbent on the brother to study on their own.
Take the postling lecture. I have mentored more than a few men through the degrees, and unless that brother spends the additional time outside of our dining room table meetings in self study, they aren't going anywhere fast. If that brother doesn't have the initiative and integrity to motivate themselves into learning their parts, then they shouldn't be in that chair.
And that expectation starts even before they are installed in that chair. You have to sit them down and say, ok, in XX amount of months, you will need to have learned this amount of the ritual for the chair you are assuming. You monitor their progress through practices (every lodge should hold at least weekly practice) not only to sharpen the veteran leaders skills, but to guide and prepare the new guys. And during that time, if you see the brother is struggling, you offer assistance, but at some point, you have to fish or cut bait. As I've mentioned before, more than once I had to have a serious discussion with the sitting JD about their progress, and they decided on their own that they had to stay in that chair an extra year to be given the added time to learn the SD role adequately. And that next year, they dropped out of the line completely, because they recognized that they just didn't have the time to dedicate to learning the work. You have to do that in order to protect the line. Don't just go and promote someone because they feel it's their right to take that chair. With that right comes responsibility.
Now, the more common excuse is, well, there's no one else to take that chair, or move up the line. That newly minted Master Mason is thrust into that chair, more than likely not of their own free will and accord, because the lodge is desperate for bodies. This is where it's obvious the lodge has more problems than just bad ritual, but the bad ritual is a good indication of a failing lodge.
And then, the next question is, where are all the past masters of the lodge? Why aren't they stepping up to help, if they cared so much about the fraternity?
In my working years I had the responsibility of keeping enough work to keep my customers happy and my employees informed what projects were in the pipeline. I didn’t have the time or energy to petition a lodge until I was 67. I don’t want to sound boastful but it came easy for me to learn ritual. I’m now 84 and try to mentor younger brothers that are interested in learning parts but, as many times I’ve offered the interest isn’t there.
Failure wasn’t an option and it took hard work and to be honest being at the right place at the right time on a couple occasions. In my mother lode I’ve had the opportunity to know three brothers who were active at 102 and I hope I have that in my future.
Where are going Brother Mercer? To demonstrate that age isn’t the end all or be all of life and nothing is impossible if you really believe you can do something.
If you’re a viewer of “The Working Tools “ brother Dunham believes we don’t put enough effort into developing officers as we do getting them to MM.
Very good, and proof that our best counsel comes from our older members. Some of the rocks of all our Lodges are well into their 80's and I listen to them. Thank you.
Masonry is getting to the point that you have to carefully explain to every officer what is expected from them well BEFORE you put them in the line, and you have to have some kind of hope or reassurance they will actually realize they have to review and practice the ritual. I came in this year as Master, my second time and had a SW who was new, experienced JW and newby JD, SD. We hold a second meeting in the month for Masonic education and after a horrible first month of ritual work, I wanted to concentrate on getting opening and closing on all three degrees down. Not a hard thing you would think.
I had the usual loyal old guard show up for ritual practice and none of those who needed it did.. I will also note that myself and our Secretary and DD have made multiple offers to all officers to personally work with them either in person, on the phone or via Zoom. We have texted them offering anytime to help out but none have been able to find the time. I despise bad ritual work as much as anybody else and I also feel that as Master it is my responsibility to improve ritual. How much more do I need to do ?
At the next stated I let them flounder as much as I hate that, but I had to make a point. It seemed to work a bit, but still no takers on my second meeting ritual practice even when I moved it to a Zoom for their ease. We dispose of most Lodge business in officer meetings so we have had a section in our stated for Masonic education. So I sent out my e mail stating that instead of Masonic "education" that we will go to refreshment and practice the opening and closing of the Lodge on the MM degree at least twice. You cannot be further "educated" in Masonic matters unless you can grasp the "education" that opening and closing your Lodge properly on all three degrees is in itself.
This stumbling around on ritual 4 months into the year is BS. If we do not do another thing this year in our stateds, we will damn sure get opening and closing on all three degrees down so we do not look like a bunch of rank amateurs. Pretty low goal, but one that has to happen.
I am owning this 100%. I thought I had some ideas in place, but ultimately if a Mason is OK with his own personal ritual then there is not a lot I can do. This is a problem around all jurisdictions I am sure. I don;t want to judge to harshly because we all have different learning, retention and delivery styles, But there is a basic amount that needs to be done.
As my dad used to say, "you can lead a horse to water, but you can't make them drink". Or his other favorite, "buy them books and all they do is eat the covers".
In my Lodge which I take pride in, other than my own personal interests to set my year on this pathway, those before and after until this year were unfortunately left to their own devices which reflected in a lack of leadership.
An issue for us was a disruption in our line … a SW moving as well as a SD a year or so apart.
The unfortunate efforts to regroup had more to do with “filling the slot” with on the job training.
Our Lodge has recovered and now has 5-6 motivated EA’s.
We are back on track.
Reading your message I will encourage our SW who has naturally moved up to take the PILM as well as our JW.
Does Washington have ritual books?
Jay
Yes.
All Master Masons have access to our full ritual in cyphered form. District Deputies and elected Grand Lodge Officers have it in plain text.
It is one thing for the officers to know the ritual. I also think they need to know what is expected of the man filling the role.
I am a member of two Lodges. One requires PiLM before you sit in the East. As this is a good practice, I think rather than watch the last minute scramble to "check the box", this should be something that is expected of the Sr. Deacon to complete and required for the WM. This would ensure the incoming WM has the time and intention to thoroughly learn more than just ritual prior to his Lodges' year with him at the helm.
Aside from PiLM, I think relying on the right PM to mentor the incoming WM is vitally important. Sometimes, I think we place too much emphasis on a man's time in the East. I know many PM's in both jurisdictions to which I have been a part of, who have no business mentoring anyone. Conversely, I know many great leaders who are excellent examples of Lodge Leaders, but have never served in the East.
Just like mentoring the newest Mason, we must put some thought into our selection.
I will remember our late VW Brother Karl E Warren for many reasons but one experience was him coaching me on the JW opening/closing in the Lodge that now bears his name. I was a new Master Mason and had been railroaded by the Skykomish Railroad Lodge into taking a principal chair before I believed I was ready.
I will always remember Brother Karl gently and patiently saying, “You’re adding words that aren’t there” and “we almost never hear that part given correctly and maybe you’ve never had the opportunity to hear it correctly, listen to me carefully.”
I will redouble my efforts.
While I agree that the lodge should provide assistance for the brother going into a chair, it is incumbent on the brother to study on their own.
Take the postling lecture. I have mentored more than a few men through the degrees, and unless that brother spends the additional time outside of our dining room table meetings in self study, they aren't going anywhere fast. If that brother doesn't have the initiative and integrity to motivate themselves into learning their parts, then they shouldn't be in that chair.
And that expectation starts even before they are installed in that chair. You have to sit them down and say, ok, in XX amount of months, you will need to have learned this amount of the ritual for the chair you are assuming. You monitor their progress through practices (every lodge should hold at least weekly practice) not only to sharpen the veteran leaders skills, but to guide and prepare the new guys. And during that time, if you see the brother is struggling, you offer assistance, but at some point, you have to fish or cut bait. As I've mentioned before, more than once I had to have a serious discussion with the sitting JD about their progress, and they decided on their own that they had to stay in that chair an extra year to be given the added time to learn the SD role adequately. And that next year, they dropped out of the line completely, because they recognized that they just didn't have the time to dedicate to learning the work. You have to do that in order to protect the line. Don't just go and promote someone because they feel it's their right to take that chair. With that right comes responsibility.
Now, the more common excuse is, well, there's no one else to take that chair, or move up the line. That newly minted Master Mason is thrust into that chair, more than likely not of their own free will and accord, because the lodge is desperate for bodies. This is where it's obvious the lodge has more problems than just bad ritual, but the bad ritual is a good indication of a failing lodge.
And then, the next question is, where are all the past masters of the lodge? Why aren't they stepping up to help, if they cared so much about the fraternity?
In my working years I had the responsibility of keeping enough work to keep my customers happy and my employees informed what projects were in the pipeline. I didn’t have the time or energy to petition a lodge until I was 67. I don’t want to sound boastful but it came easy for me to learn ritual. I’m now 84 and try to mentor younger brothers that are interested in learning parts but, as many times I’ve offered the interest isn’t there.
Failure wasn’t an option and it took hard work and to be honest being at the right place at the right time on a couple occasions. In my mother lode I’ve had the opportunity to know three brothers who were active at 102 and I hope I have that in my future.
Where are going Brother Mercer? To demonstrate that age isn’t the end all or be all of life and nothing is impossible if you really believe you can do something.
If you’re a viewer of “The Working Tools “ brother Dunham believes we don’t put enough effort into developing officers as we do getting them to MM.
Very good, and proof that our best counsel comes from our older members. Some of the rocks of all our Lodges are well into their 80's and I listen to them. Thank you.
Masonry is getting to the point that you have to carefully explain to every officer what is expected from them well BEFORE you put them in the line, and you have to have some kind of hope or reassurance they will actually realize they have to review and practice the ritual. I came in this year as Master, my second time and had a SW who was new, experienced JW and newby JD, SD. We hold a second meeting in the month for Masonic education and after a horrible first month of ritual work, I wanted to concentrate on getting opening and closing on all three degrees down. Not a hard thing you would think.
I had the usual loyal old guard show up for ritual practice and none of those who needed it did.. I will also note that myself and our Secretary and DD have made multiple offers to all officers to personally work with them either in person, on the phone or via Zoom. We have texted them offering anytime to help out but none have been able to find the time. I despise bad ritual work as much as anybody else and I also feel that as Master it is my responsibility to improve ritual. How much more do I need to do ?
At the next stated I let them flounder as much as I hate that, but I had to make a point. It seemed to work a bit, but still no takers on my second meeting ritual practice even when I moved it to a Zoom for their ease. We dispose of most Lodge business in officer meetings so we have had a section in our stated for Masonic education. So I sent out my e mail stating that instead of Masonic "education" that we will go to refreshment and practice the opening and closing of the Lodge on the MM degree at least twice. You cannot be further "educated" in Masonic matters unless you can grasp the "education" that opening and closing your Lodge properly on all three degrees is in itself.
This stumbling around on ritual 4 months into the year is BS. If we do not do another thing this year in our stateds, we will damn sure get opening and closing on all three degrees down so we do not look like a bunch of rank amateurs. Pretty low goal, but one that has to happen.
A sad, but all too common story in our jurisdiction.
I am owning this 100%. I thought I had some ideas in place, but ultimately if a Mason is OK with his own personal ritual then there is not a lot I can do. This is a problem around all jurisdictions I am sure. I don;t want to judge to harshly because we all have different learning, retention and delivery styles, But there is a basic amount that needs to be done.
As my dad used to say, "you can lead a horse to water, but you can't make them drink". Or his other favorite, "buy them books and all they do is eat the covers".
MWB
Good counsel.
In my Lodge which I take pride in, other than my own personal interests to set my year on this pathway, those before and after until this year were unfortunately left to their own devices which reflected in a lack of leadership.
An issue for us was a disruption in our line … a SW moving as well as a SD a year or so apart.
The unfortunate efforts to regroup had more to do with “filling the slot” with on the job training.
Our Lodge has recovered and now has 5-6 motivated EA’s.
We are back on track.
Reading your message I will encourage our SW who has naturally moved up to take the PILM as well as our JW.
WB Art