Men As Learners and Elders (M.A.L.Es)
a  program offered by the Center for Action and Contemplation

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What we have learned       

What We Have Learned and Continue to Learn

The past few years has involved a great deal of prayer, planning and training. 

Year 2002

What we learned from May (2002) (Gathering of Initiated Men) (attendance 75)

  1. Men seem to come for various reasons (some to “relive” a Ghost Ranch MROP experience)
  2. A lack of clarity can cause great frustration
  3. Men tended to over estimate their own skills (especially in regard to teaching and ritual)
  4. Men want this work to continue/grow/expand
  5. Men tend to be more of followers while thinking they are more leaders
  6. The training of men as spiritual leaders is going to be a slower and more demanding than we initially thought
  7. How quickly men were to be generous when asked to financially support the work
  8. We must distinguish between “work” settings and “retreat” settings – they communicate two different things to attendees

What we learned from the Initial Questionnaire (Questionnaire sent to about 750)

  1. In comparison to other returns for questionnaires, our’s was strong (30%).  However, what is this saying when 70% of Initiated Men don’t answer?
  2. Many men identified themselves as Spiritual Elders than we would have expected.
  3. Such practical information about what men are doing in different areas.
  4. Men don’t tend to read closely and follow instructions very well.
  5. We have men ministering to other men in almost every area you can imagine.
  6. Men who did respond seem to be very good-willed about their intentions.
  7. About a third of the respondees said that would need to “wait” to become involved
  8. Those “not interested” at all was minimal.
  9. The amount of work it took to draft the questionnaire, process and mail it – countless hours

Year 2003

What we learned from the January Support Elders (attendance 11)

  1. The interest level has remained strong from this group.
  2. Staying in communication with them is challenging
  3. Many of them are very busy
  4. Too grandiose in defining our first parameters
  5. Not enough workers
  6. Not able to keep up with some of the men – our infrastructure is not well enough defined
  7. Men are generous with their time and money

What we learned from the February Elder Training  (attendance 30)

  1. Our goals were not clear to the men (and to us, although we thought they were)
  2. Most men do not think ritually or understand how to do ritual
  3. A lack of clarity can cause great frustration (the ritual exercise)
  4. Meaning of and rarity of Servant Elder role was discovered
  5. The location seemed to work (communicated work and some recreation space)
  6. Some release/recreation is needed on a work experience
  7. Men are eager to bring the MROP to geographic areas
  8. Men are willing to receive extensive training to do this geographic work, however, they want it clear and defined
  9. A venue needs sufficient substructure in place so that we don’t have spend all of our time with “housekeeping” issues
  10. The men decided on the term and helped define the role of Servant Elder

What we learned from the “Contact Project”

  1. Many men are difficult to locate or relocate
  2. Men are extremely busy
  3. Men tend to procrastinate
  4. Men have a difficulty admitting need or incapacity to do a task
  5. Some men are natural networkers
  6. The video(s) is a useful tool for promoting the message
  7. Small group works best when communicating the message
  8. Don’t give too many tasks to be covered at one time (break things into components)
  9. Many men are eager to reconnect to the work/mission

What we are learned from the July 2003 Conference (attendance 350)

  1. That we were too ambitious with our attendance expectations
  2. That most men coming from a faith-based connection to men’s work are not very familiar with the work/message of Robert Moore
  3. That the role of registering for a conference is held by the wife or mother; therefore men tend to procrastinate and put off the task.  Also, unless you attach a substantial financial penalty, men still don’t respond in a timely manner
  4. Men have an ambivalent attitude toward leadership; did the word “leader” in the title scare some off
  5. Men seem to respond to “low risk” events; not much is asked of them – come and attend
  6. We need to do more research/checking before moving on an event – is the support there
  7. If we are going to offer a hefty stipend to a speaker, do we need to establish clearer expectations about how they might help with details like promotion, etc?
  8. Men might be more attracted to natural settings than urban/convention/hotel settings.
  9. There is a wisdom in setting numbers lower (than higher) with details like hotel accommodations, conference space, etc. {we were lucky}
  10. Men are ready/hungry for a conference of this message
  11. Support Elders/Volunteers are so essential
  12. Don’t over pack the schedule – give room for breathing, reflecting, mingling
  13. The Marketplace was a great idea, however, could have been a little more organized

What we learned at the MROP in the UK (60 men initiated)

  1. We don’t do “tea time” during an MROP
  2. A preparation team is essential in having all the preliminary pieces assembled
  3. The team had no problem deferring to Richard or Stephen’s presence/authority
  4. The crowd was older – thank goodness for the presence of the Austrians
  5. A “tent” works well for the meeting/ritual space
  6. Separating the book store and other aspects from the main space is a good thing
  7. A follow-up plan needs to be defined before a geographic MROP takes off
  8. You can almost make any space work, however, certain locations are better for MROP

What we learned in the Czech Republic (gatherings of different size audiences)

  1. The Czech men do follow-up well
  2. Small group work has been going on for a while and it helps w/critical mass
  3. Language does not have to be a barrier, however, there have to be some strong English speakers in the group
  4. Boundaries have to be kept with Richard’s time and presence
  5. The manual is very important

What we learned at the MROP at Ghost Ranch (October) (72 men initiated)

  1. October (the Fall) is a beautiful time for a MROP
  2. The team concept worked very well (no one person had to do everything)
  3. You can’t get much better than the setting of Ghost Ranch
  4. The “Initiation Rites” and especially the “Initiation Night” can be tightened
  5. Ending with a feast around the fire is a great addition
  6. Filling one without Richard’s name is more difficult

Summer Conference and MROP Follow-Up

  1. Takes lots of time and thought
  2. Sending Video #3 and personalizing the card is a nice touch
  3. Essential for keeping men connected
  4. Difficult to figure out when you ask for financial support
  5. When does it shift to geographic areas?
  6. Work the follow-up expenses into the program fee

Minnesota, Arizona, Southern California, and New York Logistical Elder Training (Nov 2003, Jan, Feb, May 2004) (attendance approximately 15 Elders at each training)

  1. Beginning with a clear layout of the logistics and creation of a team is a good thing
  2. Going to a specific area that has demonstrated a readiness makes good sense
  3. A geographic area must have a natural convener and a natural logistical leader
  4. Timelines are very important
  5. Visiting the projected site eliminates surprises (at least big ones)

Other Areas

  1. Production of 3 new men’s videos
  2. Development of web site
  3. Creation of Mission Statement
  4. Creation of logo, letterhead, envelope
  5. Start of study guide (Wild Man’s Journey)
  6. Naming geographic coordinators
  7. Continuation of the creation of the MROP manual

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Last modified: April 13, 2008