A Masters challenge is to ensure the capable brothers are identified and receive aggressive Masonic training in leadership skills, responsive monitoring in role attainment, and initial guidance for role performance. This is apparent. Masters will need assistance in order to add this challenge to their list of top priorities.
An organization is a relatively permanent interaction system to coordinate the placement and development of the membership from the common good of task accomplishment. To the extent that Masters assume responsibility in getting new officers to thoroughly understand their role and its relationship to organizational goals, the officers will internalize the need for role competency, task accomplishment and personal commitment.
Masters and their officers need not to be in conflict, but rather on a continuing path for growth. Our fraternity has purposes, aspirations and values. These dictate the manner in which individual capacities are developed and used for task accomplishment. Some newly appointed officers will need to develop their strengths, others to learn to use unused talents, yet others will need to acquire new approaches. In contrast to a conflict model, the values associated with changes such as these will dictate that Masters be directed toward using experiential-learning tools in exploring the capacities and expectations of Brothers being considered for line positions.
Whether the emphasis is on the tasks associated with getting things done, or on human relationships associated with interpersonal growth, the process of interactive leadership must reflect task and personal growth as simultaneous attributes of leadership excellence. This is imperative if we are to influence effectively our Brothers opportunity to grow and to develop, and just as important, use the rich resources and talents within our fraternity.