Mentoring

By now most of the Lodges within the Group have, or, will be appointing a Lodge Mentor.

What kind of person should that person be?

It is vitally important that the right sort of person becomes the Lodge Mentor. This person should be suitably qualified. Key attributes are seen as follows:
• A sincere and burning desire to help recruit, retain and retrieve Lodge members.
• Knowledgeable with respect to Freemasonry, its rituals and protocols.
• Fully committed to the role as Mentor with the ability to give his time.
• Be able to act as a coach and role-model and be non-judgemental.
• Having patience and the ability to listen.
• An understanding and empathy of the Candidate’s position.
• Relaxed and encouraging approach.
• Loyalty and confidentiality.
• Open to change and criticism.
• The ability to boost morale and encourage confidence.

• Quietly persuasive.
• A friend.
• He does not necessarily have to be of Provincial or Grand Rank.

Whilst it is the primary responsibility for a Candidate’s proposer and seconder to ensure that his Masonic journey is as smooth and enjoyable as possible, there is an overriding need for the Lodge Mentor to ensure that this is indeed happening and that the Candidates are receiving the same level of assistance.
The role of Lodge Mentor could be widened by liaising with the Group Mentors and Group Membership Officer. The Group Membership Officer will give assistance to the Lodge Mentor when introducing Brethren from other regions.

MENTOR’S JOB DESCRIPTION

The role of the Mentor is complimentary to that of the Proposer and Seconder. He should work with the Group Mentors, reporting on findings and issues in the Lodge, liaise with other Lodge Mentors and look to improve continually the programme. Key tasks would include:

• To advise, help and support the Lodge to take initiatives to attract new members and to retain the existing membership base;
• To work with the Lodge social secretary to facilitate social functions such as Gentlemen to Dine and Open Evenings;
• To work with the Group on placing speculative Candidates and integrating joining members;
• To work with Proposers when Candidates to not have access to Seconders;
• To implement and manage through the Candidate “Mentoring Programme Record”.
• To support Masters once they have been though the Chair and to ensure that they maintain an active interest in the Lodge.

Nigel Walker

SUPPORT STRUCTURE

It is recognised that such a scheme will require support from the Group. The Group will appoint two Mentors, one to cover the Palace and one to cover Poulton. The structure will be administratively light and its target market is the Lodge Mentors. The role of the Group Mentor can be summarised thus:

• To introduce and champion the scheme in the local hall / area;
• To identify suitable candidates to act as Lodge Mentors and to encourage their participation;
• To facilitate and host quarterly Lodge Mentor evenings to focus on the objectives of Mentoring and to assist into achieving them and share best practice.
• To be available on an ad hoc basis to provide support to individual Lodge Mentors;

Peter Weller

• To collate a list of Candidates across the Group who may require a Mentor and to maintain such a database;
• To ensure that the Lodge Mentors are equipped with the information necessary to carry out their duties which may mean the preparation of a handbook;
• To identify others who can assist with the scheme;
To ensure that the Mentoring Programme is being implemented appropriately and with consistent standards.