Royal Arch Masons secretly control Gmail!

For those of you who haven't seen the Gmail logo, I suggest you take a look. It appears that the Masonic World Conspiracy has once again taken control and has now invaded our email. Soon a majority vote in lodge will be required to send an email and all messages will be three weeks late because the secretary couldn't find his e-stamps. What a wicked web we weave!

In all seriousness, for those brothers or lodges out there that don't have an email address, get a gmail account!!! There are countless benefits to getting a gmail account. Here are a few of them:

1. It's Free! No bill to give your lodge and no 25 minute discussion to pay that bill!
   
2. 6.5 gigabytes of storage. Scan lodge documents and send them out to your heart's content. It will take a lot of minutes and semi-harassment letters by PMs to fill your mailbox.
   
3. Keeping your brothers contact information in your contacts lists. No more Treastleboards and call trees to loose. Just keep them all online.
   
4. Gmail application for your cell phone. Now you can check your lodge email while your ear is getting chewed off by a Past DD on the proper way to carry your deacon's staff.
5. IMAP and POP3 support. This means that you can receive your email on your favorite mail client. I pipe my gmail directly into my Mac Mail app, along with my other addresses.
6. Attachments are scanned for viruses automatically. Now you can safely open that email filled with kitten photos that your Senior Warden's wife had sent you.
7. Advanced spam fitler. You can differentiate between Dr. Odo Boodoo from Chad selling you Viagra and Bro. Odo Boodoo RSVPing for the next Blue Lodge Council Meeting.
8. Create multiple accounts. Each officer in your lodge can have email now. You can also create email addresses for the Fellowcraft Club or Temple Building Association.
9. Getting a gmail account instantly gets you a blogger account. Now you can become a Masonic blogger and post really annoying top ten lists about what other Masons should be doing. Man, I hate those guys.
   
10. Email is fast, easy, prevalent and josh darn it, people like it!
    

Now that I know that my New World Order secrets are safe with Gmail, I can finally email my list of UFO landing sites, Presidential Puppetmasters and local lodge fish-fries. A big thanks to the Royal Arch and Gmail!

The bloggers are coming, the bloggers are coming!!!

I'm writing this post from the Farmington-Hartford Marriott hotel in anticipation of the upcoming Grand Lodge Annual Communication. Earlier this evening , I had the distinct pleasure of meeting with three of the four other Masonic bloggers in Connecticut. We have been planning to get together for several months now, but our schedules never seemed to coincide. We finally decided to meet for dinner and drinks prior to the Grand Lodge session.

M.M.M. from the North Eastern Corner, Traveling Man from the Movable Jewel, Tom Accuosti from the Tao of Masonry, my Worshipful Master, my Senior Deacon and myself met for dinner at the Marriott Hotel Restaurant. Afterwards, we shared drinks and fellowship in my lodge's hospitality room. The night was very enjoyable and I was very pleased to meet the other bloggers from the area. I hope that we will be able to do this again soon.

One thing that surprised me was how different each of our Masonic viewpoints were. Each of us had a truly distinct opinion on all things Masonic. However, we were able to discuss several topics throughly and thoughtfully. I believe that this was one of the truest forms of Masonic Communication. We were able to discuss topics that would probably divide most groups of Masons and lead to argument, but like gentlemen, we respected each other's opinions and listened attentively to each other's perspective. Displaying this open-mindedness while keeping our own opinions is at the heart of Masonry. To paraphrase Brother Traveling Man, Harmony is not everyone sounding the same together, that is monotony. Harmony is everyone producing different notes that when sounded together produce a beautiful chord.

Thank you my brothers for a great evening!

Best of Both Worlds

Editorial Note: This is the final part of the Masonic Renaissance's four part series on Masonic recruitment. I must apologize for the long period of time between the third and forth parts of this series. My usual vocation has greatly needed my attention, which has not allowed me to properly apply the lesson of the 24 inch gauge. I hope to rededicate myself to this blog in the coming months and continue my mission of proposing ideas to strengthen our great fraternity for the future.

In the previous three posts of this blog, the topic of Masonic Recruitment was discussed and analyzed. General definitions for different forms of recruitment were proposed in the first post. In the second post, an analysis of the "quality vs. quantity" debate was performed. The third article focused on reconciling a position that supported both quality and quantity. In this post, an application of various programs will be proposed that will support a healthy growth in our fraternity, both in terms of membership numbers and in the substance of its character.

Let us not put the horse before the cart. Focusing on quality must come before focusing on quantity. We can not expect to strengthen the craft, while over-inflating it with poor quality members. First and foremost, we must protect the West Gate. Quite simply, we have men joining our Fraternity that should never have been made Masons. We must enact a fair amount of quality control. To do this, we must discover that which has been lost, the blackball. If you don't feel that someone is ready to join your lodge, blackball them! We do not need to let in everyone who knocks at our door. Many American Masons believe that this view point is horrible. They believe this because we have spent years being afraid of losing members and we have shied away from using quality control. If you don't believe someone is ready, then they are not ready. Plain and simple.

In my experiences with Prince Hall lodges, I have seen that they use the blackball quite liberally, because they do not want to degrade the fraternity. However, they balance this with informing their rejected applicants that although they have been denied now, they can reapply later, once they are more mature. Typically, these applicants do reapply and many become Masons eventually. Mainstream Masonry has become so afraid that a rejected candidate will not only be turned away forever, but also they will discourage other men from joining the fraternity. If a rejection is handled properly, it can be turned into a positive experience.

If a man approaches you about Masonry, do not sign his petition unless you feel he is ready. We commonly accept so many substandard members because many of us lack the backbone to look a man in the eyes and tell him that he needs to improve himself. It is our duty as Masons to keep the foundation of our Fraternity strong, not to let in poor quality men because we were afraid of how it would make us look. Men want to join Masonry because it is special and our hallowed halls are filled with men of substance and morality. By guarding the West Gate and only accepting men of quality, we make the fraternity more attractive. This attractive appearance will reap untold benefits in the future.

This proposed view requires that the investigation committee become vastly more important and their responsibilities correspondingly increase. No longer can the committee meet the candidate for a half hour and simply say, "he seems like an ok guy." In my lodge, we have instituted a sweeping change for the investigation committee. The committee must contact the references that the candidate lists and talk to them about the candidate's moral character. Our committee now also runs a police background check with the permission of the candidate. If this permission is not granted, then the investigation committee must report negatively. Meeting the candidate at home and in the presence of his significant other is critically important. Large amounts of information about a man can be gleaned by viewing his home environment. Finally, my lodge now requires the candidate to write a one to two page essay on why he wants to become a Mason. This essay is read aloud in lodge prior to the vote and allows the membership to get a glimpse of his motivations, thoughts and feelings.

The next step to achieve quality and quantity is increasing the standards of Masonic Education. Ritual will only tell us what our principles are. Brothers teach us how to apply these principles to our lives. More is learned about being a Mason in a brother's living room talking about what Masonry means to him, than can be learned during ritual. Being an apprentice means that you are learning from a master. We must focus on learning through an apprenticeship system. There should be more lodges of instruction, mentors, one-on-one nights and study. Entered Apprentices should not be passed to Fellowcraft until he can act like a man among equals. He must be able to show that he knows his craft inside and out. To be raised to the Sublime Degree of a Master Mason, he must show that he can be a Master of his craft. Advancement must be a time consuming process. It can't happen in a day or a week or a month. We must extend this process, so that we're creating true Masters of the craft, not just Master Masons in name only.

Once these safeguards for our quality are in place, we can then work on getting men to join. Masonry is a personal organization. Recruitment should therefore be approached in a personal manner. TV commercials and billboards to attract members is not a positive approach. I propose that Grand Lodges should not spend time, money and energy on large scale advertising campaigns. Instead they should promote teaching our brothers how to talk about the fraternity with their friends and family. Men join Masonry because it offers them a different experience then the typical 21st century organization. Men join Masonry because the romantic view of the warrior monk or the enlightened scholar is attractive. Men join Masonry because of the stories they hear from a brother's lips or the excitement they see in a brother's eye. Our brothers need to know how to talk about the lodge. Programs should be instituted on the local level that instructs our members on how to talk about Masonry and personally spread our message. Every member of our craft is a recruitment billboard. Make sure they are billboards you want people to see.

Our brothers should also have events that they can invite prospective members to, so they can introduce them to other brothers in the lodge. Masonry should be an active organization, that allows non-members to participate. Prospective candidates can be invited to our picnics, day trips, dinners, etc. Masons meet non-masons at more than "Mason/non-Mason Nights." Make sure that your events display the character of your lodge and of your members. Actions speak far greater than words.

In contrast to the standard Grand Lodge sponsored recruitment, I do support Grand Lodge sponsored public education. I believe that we need to make an effort to publicize our existence and our principles. Grand Lodge sponsored open house programs are extremely positive. These events allow the public to meet our brothers and see our buildings. These types of events turn public perception away from images of darkly dressed cronies doing secret rituals and turns the perception into "these are the guys we can count on to help build and guide our community." Furthermore, we should not feel shame in producing historical and informational material for the public to view. We have a long and illustrious history, which is intertwined with our communities and our country. Masonic history is the history of the world and the history of America. It should be shared, studied and celebrated.

However, I do not believe that we need to swing the doors of our lodges open and share our secrets. Part of the enticement to becoming a Mason is our secrets. Putting those out in the open wouldn't solve anything. Some brothers promote a general openness when it comes to our ritualistic teachings. I must advise against this path. Men knock on the door of Masonry because we have something special to teach them. If these lessons are exposed in a non-ceremonial fashion, then the gravity of these moral lessons will be diminished.

Although volumes can be written on how best to implement a system of Masonic Recruitment that would maximize both quality and quantity, I have offered a fairly general solution that I have witnessed operating in my lodge and in others. To summarize, here is an outline of the general process I have proposed:

1. Protect the West Gate
1. Do not accept candidates that are unprepared or unworthy
2. Strengthen the investigation committee
2. Focus on Masonic Education
1. Form a mentorship program
2. Demand proficiency before advancement
3. Teach our members how to talk about Masonry
1. Become an individual spokesman for Masonry
   
4. Have events that introduce your lodge to the community

Although this outline seems short and simple. It is not. This process will take time, dedication, flexibility, creativity and thoroughness. The membership problem within Masonry cannot be solved with an edict, a program, an event or the voice of a lone brother. It can only be solved through teamwork and cooperation.

Finally, enjoy yourself! If it's not fun then why do it? Enjoyment and excitement are contagious. Find that niche within Masonry that you love and communicate that love. Masonry is and always will be about people. People want to be part of something that is meaningful to them, so show the world why Masonry is meaningful to you. In the words of MW Brother Charles Fowler, Past GM of CT 2006, "Make Masonry Meaningful." If all of our members could follow this maxim, we'll never have to worry about quality or quantity.

Masonic Tech: Jott.com

Editorial Note: In the hopes of getting back on track with writing this blog, I will attempt to post a few "short" articles that have neither the breadth or depth of my last few posts. Hopefully, I can stray away from the "dissertations" (as some of my lodge brothers have described them) and focus on a few helpful hints.

Have you ever been in a lodge meeting and wished that you had the ability to send an email reminder to all the officers of the lodge, but didn't have an internet connection? There is a new service at jott.com that can be a great solution to this problem and many more.

The service works like this. First, call an 800 number supplied to you by jott.com with your cell phone. Speak the name or pre-created list of names into your phone. Then simply speak the message you wish to send as an email. Jott.com will then translate your message into plain text and send it out as an email. It's that easy and it's free!

This is a great communication tool that I have begun using in my lodge. I also use it to send myself quick notes or reminders. I have used it to send individual messages to people. For the Masonic bloggers out there, there is a jott.com service that will allow you to post blogs via a recorded cell phone message on jott. There is also a Google calendar service, that allows you to add events to your google calendar in the same manner.

I'm sure that there are countless applications of this technology to a Masonic lodge. If you think of some, please post a comment. I'd love to hear it!

The Recruitment Results are in!

Well the votes are in from Much Ado about Recruitment and it appears that most brothers who frequent my blog support Passive Strong Recruitment with 68% of the vote. Active Strong Recruitment came in second with 18%, Passive Weak with 9% and Active Weak with 4%. Unfortunately with a sample size of 22 votes, its impossible to make a direct correlation with the opinions of Masonry as a whole. We would need a much larger sample size to make any statements about how Masons feel in general. However, I was pleased to see that many brothers who read the Masonic Renaissance share the same point of view as myself. I didn't want to basis my questionnaire with my own view point, so I didn't state it at the time. I am a supporter of Passive Strong recruitment.

I believe that we as Masons should not actively ask non-Masons to join the fraternity. Men who are willing to seek out Masonry are more likely to be seekers of truth, the true profession of a Freemason. However, it is important to talk with non-Masons about who we are and what we do. The Masonic Service Association of North America performed a study a few years ago that showed that the majority of Americans (approx 80%) have no idea what Masonry is. Public awareness of Masonry is at an all-time low and it's important that we rectify this problem.

I have never asked a man to join the lodge, however I have signed nearly a dozen petitions in my eight years of being a Master Mason. I take the time to talk about my lodge, my brothers and our good works with my friends and family. I let my excitement show and this makes my acquaintances wish to know more. We don't need booths at fairs, billboards or TV commercials asking people to join. We need brothers who can talk about our brotherhood.

I try to remember this simple axiom when it comes to Masonic Recruitment, "Small is beautiful." I take this idea from economist E. F. Schumacher, who wrote against the idea of globalization in the 70's. Schumacher railed against the concentration of resources and proposed a system of decentralized economics that focused on the human aspects of production instead of an evaluation based solely on efficiency. Freemasonry should take the same approach. We need to focus on decentralized recruitment that focuses on the human aspects of Masonry instead of centralized recruitment. Quite simply, Masonry is about people and that should be the focus. The message of Masonry should be spread in a personal manner. More members can be gained through a supportive handshake, a shoulder to lean on when times are tough or advice to help guide a friend.

What I propose is no easy task. It requires two of the most difficult virtues to embody, patience and trust. First, we must be patient. The Temple of King Solomon took decades to build and the second Temple took decades to rebuild. Masonry is also in the process of being rebuilt. Many of our brothers are not knowledgeable about the craft and they must be taught. Many Grand Lodges wish to take a centralized approach to recruitment, because they fear that our brothers' ignorance will disgrace the dignity of our profession. The answer to this problem isn't to get a new set of brothers, it is to teach the brothers we have already to become true Master Masons. Second, we must trust in these brothers that we have taught. Once they have the tools that they need, let them do the work that they were trained to do. In short, we must patiently train our brothers to talk about the fraternity and then trust that they will help our craft grow.

In my next post "The Best of Both Worlds", I will conclude my four part series on Masonic recruitment. This post will focus on the specifics of creating a fraternity that has both quality and quantity.

Quality vs Quanity - A False Choice

In part, the following post will discuss the subject of Masonic Recruitment. For many brothers, this is a touchy subject, but I would like all readers to approach this post with an open mind. Although I won't go fully into depth on the subject of recruitment during this post, I will say that I am in favor of a limited form of Masonic recruitment. As defined in my previous post "Much Ado About Recruitment", I support passive strong recruitment. Personally, I don't believe that McMasonry is a good idea. We as Masons should not be jamming petitions into people's hands or asking every Bob, Joe and Harry to become Masons. However, I do believe that a Mason who knows of a man that he feels would make a good Mason, should talk to him about the lodge. Talking is not the same thing as asking and recruiting is not the same thing as pandering. However, even before we can begin a limited form of recruitment we need to increase our standards, our investigation processes and our methods of Masonic Education. I believe that more men should know who we are, but it needs to be more difficult to join.

I have made several attempts to broach the subject of Masonic recruitment with the members of my lodge. These talks have focused on learning how to talk with non-Masons about Masonry and inviting non-Masons to public lodge events. For the most part, these discussions are very positive and I believe that some of my brothers have taken my advice to heart. However, I do occasionally hear the argument that we don't need quantity, we need quality. Although I completely agree that the fraternity needs quality far more then it needs quantity, this response still really makes me upset. My reaction is not based upon a disagreement with the brother over the validity of actively recruiting (even in the reduced method that I promote). My reaction is towards a rebuttal that I feel is unjustified, continually repeated without thought, potentially dangerous for the future of Masonry and an obvious deference of responsibility for the dismal state of modern Masonry. "We need quality, not quantity" is a sure fire way to get me pink in the face.

So, why does this anger me so much? I am upset that brothers will rely on this poor argument to justify stagnation. I have found that the brothers who use this argument have typically done nothing to increase the level of quality we want in prospective members. Furthermore, this argument is an example of a logical fallacy. A logical fallacy is method used in debate that is dependent upon flawed logic. A false choice, otherwise known as a false dilemma, is a specific logical fallacy, whereby an argument is made that forces a decision to be made between one choice or another. Typically, the two choices are presented as being mutually exclusive, while in reality, there may be a middle ground or compromise that breaks this dichotomy. An example of a false choice is "either you're with us or against us."

When a brother cites "We need quality not quantity," they are really saying that these two states are mutually exclusive. In other words, if we choose to have quantity, we will not have quality. Furthermore, the converse is proposed to be true. If we choose to have quality, we can not have quantity. To me, this is utter hogwash!

To gain quality members, we need to display the positive attributes of our fraternity. The most positive attribute of our fraternity is the character and actions of our brother. If we don't have many Masons in this world, then we can't display our fine attributes and therefore it becomes difficult to gain quality members. Quite simply, to gain quality we need to be shown as a quality organization. But, to be shown as a quality organization, we need active members to show off this quality. It's a catch-22. To gain quality, we need a quantity of active quality brothers.

Another argument for a direct correlation between quality and quantity is that quality members are typically pulled from a pool of diverse members. This is otherwise known as the shotgun effect. This theory proposes that out of a certain population of new members, you will naturally get active members and non-active members. To clarify, I would prefer that all men who join the fraternity are of the highest quality and will become highly active, but that is not always the case. No matter how hard we try, we will always suffer from a shotgun effect. Some brothers find something they enjoy in Masonry and become active, while some brothers do not. However, the more members that we get in general, the more quality members we will receive. Unfortunately, the converse is also true, the more members that we get in general, the more poor quality members we will receive. To control this effect, quality control must be implemented, which would limit the number of poor quality members. However, to support a growth in the fraternity, the pool of prospective members must correspondingly increase. Therefore, once again, to increase quality, quantity must also increase. In this case, the quantity of prospective members must grow.

My educational background is in physics and mathematics, so please bare with me a moment while I use a graphical representation of our membership to summarize the situation our membership is in. In the following graph, the x axis represents the quality of our membership. Quality in this representation can range from 0 (the worst possible quality Mason) to 1 (the best possible quality Mason). The y axis represents the number of brothers in the fraternity. This graph represents the quality vs quantity distribution of our current membership.

In this model, we have very few truly high quality members and very few truly low quality members. The largest portion of our brothers are of medium quality. In our current situation, we practice little to no quality control and little to no quantity control. This evaluation is simplistic at best and is open to interpretation. However, I am using this representation of our current membership as a baseline for future possibilities, where the comparison to the baseline is more important than the baseline itself. (Note to the Math buffs out there. This is a standard Gaussian Distribution with a height of .25, a center peak position of .5 and a standard deviation of .17)

Now, one possible recruitment method is the shotgun effect. In this approach, the fraternity would simply instate quantity control and no further quality control. Here, I define quantity control as knowingly implementing processes to control the level of the membership. In this case, the fraternity is attempting to increase its membership. This approach is characterized by one day classes, large scale advertisements and openly asking potential members to join the fraternity. In my previous article "Much Ado about Recruitment", this would be defined as Active Strong Recruitment.

In this model, the hope is that more quality members will be gained by simply increasing the pool of brothers. This may be true, but the adverse is also true. We will gain more poor quality brothers as well. Overall, the median quality level stays the same. This model is represented in the following graph by the red function with the blue function as our original baseline. (Note to the Math buffs out there. This is a standard Gaussian Distribution with a height of .5, a center peak position of .5 and a standard deviation of .17)


The next possible recruitment method is implementing quality control, but not seeking to increase the membership. This is the method that is proposed when brothers state that we need quality, not quantity. In this model, the standards of membership are raised and poor quality candidates are denied membership. The effect of this model is that we will have less members, but the members we do have will be of high quality. (Note to the Math buffs out there. This is a standard Gaussian Distribution with a height of .25, a center peak position of .75 and a standard deviation of .1)

Heretofore, we have reviewed three possible recruitment models for the Masonic Fraternity. The first model is our current state, where neither the quality nor quantity of our membership is increased. The first model is obviously flawed because this model has failed for the past fifty years. There are very few brothers that feel that this is a good solution.

The second model is promoted by several Grand Lodges in the United States. This model proposes that the membership difficulties will be solved by making it easier to become a Mason. I have often referred to this model as the "Field of Dreams" model, because it promotes a "build it and they will come" mentality. However, it is also flawed, because it will bump our numbers in the short run, but the Fraternity will lack in overall quality members. In essence, this would return us to our post-WWII membership situation, which would correspondingly suffer the same fate. This model would only prolong the inevitable demise of the fraternity. The success of the "Field of Dreams" model is only a dream.

The third model is typically promoted by Traditional Observance Organizations and European Style Masonry. This model proposes that the membership difficulties will be solved by making it more difficult to become a Mason. Commonly, this school of thought supports that all men must seek to join without any interference by the Craft. They interpret the "free will and accord" clause as meaning that Masonry isn't allowed to promote itself to potential members in any form. Although I believe that this is a better option than the previous two models, it is also flawed. The Masonic Service Association of North America recently conducted a survey that showed that the majority of Americans are completely oblivious to the existence of Masonry. This means that there are good men out there that do not know that Masonry exists. How can we expect good men to knock on our door, when they don't know there is a door to knock on? This model will eventually suffer from a lack of critical mass to support making new men interested about the fraternity.

I will now hypothesize a forth option. This model proposes that Masonry can have both quality and quantity at the same time. This means that we can have more members, who are of a high quality. This can be accomplished by limited recruitment, while implementing strong quality control. The following graph represents this model of the fraternity. (Note to the Math buffs out there. This is a standard Gaussian Distribution with a height of .5, a center peak position of .75 and a standard deviation of .1)

This "best of both worlds" model is possible. It will take hard work, dedication and creativity from the fraternity to achieve it, but it can be done. In my next post, I will give my proposal on how Masonry can achieve both an increase in active membership and an increase in the quality of its members. In the meantime, please give me feedback on the models that I have proposed in the comments section.

Much ado about recruitment

Recruitment! This is one of those words that lead to argument and disagreement in almost all lodges. There are many camps and many schools of thought regarding Masonic recruitment. The spectrum begins with "absolutely all forms of recruitment are prohibited" to "no forms of recruitment are prohibited."

The pragmatist in me believes that the longer we fight about what should be done, we miss what could be done. However, to progress we must reach a common ground. I believe that most of our brothers argue over recruitment not because they disagree with what should and should not be done. They argue because they perceive the definition of recruitment differently. So, what is recruitment? What does it entail? How is it done? Where is it done? With whom is it done? If we asked these questions instead of "Should we recruit?", we'd get more brothers agreeing and less brothers fighting. So, let's try to delve into these questions and find the multitude of answers we can find.

Merriam-Webster defines recruitment as "the process of adding new individuals to a population or subpopulation (as of breeding or legally catchable individuals) by growth, reproduction, immigration, and stocking." By this definition, we're recruiting no matter what we do. Masonry has a process in place to add new individuals to its population. This process is called initiation. However, this is not what most Masons think of when they think of recruitment. Many brothers hear recruitment and they think about handing out flyers and pushing petitions into people's hands. As a minimum, many Masons define recruitment as the "act of asking a person to join the fraternity".

Now we can see two different meanings of recruitment arising. To differentiate between these meanings I would like to define recruitment in two separate terms, passive recruitment and active recruitment. Simply stated, passive recruitment is "the process of adding new individuals to the fraternity without asking" and active recruitment is "the process of adding new individuals to the fraternity by asking." With these two definitions, we can progress forward without alienating any of our brothers. Now we can talk about recruitment as a craft.

I would like to now propose two additional definitions that can be added to these ideas of recruitment, weak recruitment and strong recruitment. My definition of these terms refer to the amount of information that is disseminated amongst the non-Mason population. For instance, a brother in favor of weak recruitment would believe that Masonry does not need to disseminate information about itself to gain future members, while a brother in favor of strong recruitment would believe that Masonry needs to disseminate information about itself to gain future members. This delineation does not refer to propositioning non-Masons, only informing non-Masons.

With these new definitions of recruitment; passive and active, strong and weak, we can now define four definitive schools of thought regarding recruitment. Here are my definitions for these schools of thought:

• Passive Weak Recruitment - No one should be asked to become a Mason and Masons should not inform non-Masons about the fraternity. These brothers typically never speak about Masonry to the point that their families do not even know what they do with the lodge. These brothers expect candidates to ask to join the lodge without prior knowledge of what occurs in the lodge.
• Passive Strong Recruitment - No one should be asked to become a Mason, but Masons should inform non-Masons about the fraternity. These brothers typically talk about Masonry frequently with their family and friends, but rarely discuss it with people they are not close to. These brothers expect candidates to ask to join the lodge with prior knowledge of what occurs in lodge.
• Active Weak Recruitment - Individuals are allowed to be asked to become a Mason, but Masons should not inform non-Masons about the fraternity. These brothers typically ask people to join Masonry directly, but inform the candidate that he can only learn about the fraternity once he is part of it. These brothers are willing to ask a candidate to join the lodge without prior knowledge of what occurs in lodge.
• Active Strong Recruitment - Individuals are allowed to be asked to become a Mason and Masons should inform non-Masons about the fraternity. These brothers typically talk about Masonry frequently and are willing to ask non-Masons to join. These brothers are willing to ask a candidate to join the lodge with prior knowledge of what occurs in lodge.

I know that these four categories are a simplistic categorization of how our brothers feel about recruitment. However, I feel that it is important to understand what our members currently believe about the subject and to establish a vocabulary about the subject before a dialog can begin. After reading this article, please vote on the right hand side of the blog with what kind of Masonic recruitment do you support. I would be interested in hearing what my readers think about the subject.

This is part one of a series of posts I plan on writing about recruitment. Please tune in for the next installment entitled "Quality vs Quantity - A False Choice." This will be published once I finish the article, hopefully over the weekend. Thanks for reading :)