Membership Articles

SAVE MY GRANGE - VT

This guest column was written by Brenda Rousselleof Vermont on her experiences in presenting the “Save My Grange” program to three Granges in Vermont.

I’ve presented the program three times. Grange Number 1 is a small Grange. They do not own a hall but meet in an area Church. Their Grange is located in a small but fast growing bedroom community. They have always been very active in the community. As a matter of fact, they have made a conscience decision to put most, if not all, of their energies back into their community and participate in State activities only on a limited basis. They were on the brink of starting the process of closing their Grange.

We spent the evening—after a while—in some very frank discussions. I tried to pull out of them exactly what they thought had or was going wrong and what they might do to reverse the process. The first suggestions that came from the members were that they should go home and think about possible projects. I would not let them do this. It was time for some action.

We settle on a project that would involve other community organizations; a plan was devised and parts assigned. They were also set home with homework---to come back to the next meeting (one that I would attend) with at least one new Associate Member. Any you know what? It worked.

When I went back, there was a new Associate Member and at least two others that had either joined or were “thinking” about it. Their project did not work out, but the ball was once again in their court and rolling.

I paid a third visit to them and found more prospects for new members. They even put up a poster display at our Legislative Day in the State Capitol. They are a unique Grange with their own way of doing things, but the talk of closing down seems to have been put on the back burner.

Grange Number 2 is larger then the previous one mentioned. They own their own hall. They invited me to come and do the Program—actually, the Lecturer asked me. He introduced me at the start of his Lecturer’s program. I think they thought this could be done in 20 or 30 minutes. Not possible!

In all honesty, the members that were present for the meeting were not the bulk of the members that usually show. I’ll call them the movers and shakers. For some reason, most were not able to attend. I went through the program. The self-examination was very revealing.

Again, I talked them into a project with the idea that it was not to be a money-raiser, but a member-raiser. Several were suggested and one settled on. It was not a project that I would have done, but it was their decision. A plan was set and I told them that I would be back.

Visit number 2 was completely different. Sitting there listening to reports of events and activities, I wondered why I was there. They were busy and accomplishing good things. The members had grown with people that saw the value of the Grange and wanted to be a part of it to accomplish more. They now run a Farmer’s Market, a Home and Garden Day with displays and demonstrations is being planned, they have put in two new furnaces, worked on the insulation, painted inside and are working with the Fire Department and Boy Scouts to paint the outside of the building.

When I was presented to continue the Save My Grange discussions, I actually got up and told them I didn’t know why I was there. They were doing just fine without me. From talking with a member of that Grange this past week, they are continuing to move forward.

Grange Number 3 is a difference story. This is an old Grange. They no longer own their hall. It was sold—to a Grange member—however, they continue to meet there. I and two other members of my own Grange joined their Grange as Affiliate Members. We did this because most of the time they were not able to hold a legal meeting because not enough members would show up. Now, if the three of us attend, there are usually enough people there to hold the meeting.

Going through the Save My Grange program was very painful. They were meeting, but were not really being a Grange. Drawing out of them what was or was not happening was hard (for me and them). It was a very honest discussion. Their major difficulty is that there is no loyalty to the town where they meet. I asked each member present where they lived and no one lived in the town. All came from outside the area. They could not tell me the names of the town officials or where they thought they could be of help in the community with possible projects. Basically, they did not care.

This was the only time out of the three experiences that I actually said maybe it was time to consider closing. To their credit, they did not start the process, but continued to meet. The new owner of the hall has started coming to the meetings. It’s only one more person, but he really seems to want the Grange to stay. He is putting in time and helping to make plans.

The Grange has decided to continue for a time and has set a meeting calendar through the summer. Some work has begun on trying to attract new members. An article has been submitted and printed in a local newspaper. We’ll see how it goes. It’s going to take a lot of work and some strong leadership.

I’ve learned a lot doing this program. It can be very difficult to do. This program requires that actions be taken. It is important that at the end of the first session, the Grange members have devised some sort of plan. One of the important things that I need to tell a Grange is that I don’t by any means have all (or any of) the answers on how to save their Grange. I tell them that if their Grange is to be saved, they have to do it.

If you are interested in learning more about the “Save My Grange” program or other membership tools contact your State Membership Director or Master or Ed Luttrell, Leadership/Membership Development Director at membership@nationalgrange.org or 503-622-0343.

WHAT'S AGE GOT TO DO WITH IT?

Have you ever thought, “When I get to be that age, I’ll do this instead?” Have you ever been told, “Your turn will come.” Has anyone ever said that wisdom comes with age?

In the Grange, age discrimination in any form has no place. When a member joins at age 14, 40, or 80, they have given an equal opportunity to be a part of this great organization. Many members at age 40 have 25 active years of experience within the Order, while others are just joining with no preconceptions or limits on what they view as the possibilities.

When we look into the past, we find that those “old guys” who founded the Grange, weren’t so old after all. Kelley, Saunders, Thompson, Ireland, Trimble, and McDowell were each in their early thirties to early forties. Grosh was the only founder who was truly an older man.

As we look around our community, we often find that age does not bring wisdom by itself. The ceaseless accumulation of knowledge along with the application of that knowledge into practical experience seems to be the beginning of wisdom. It has little to do with age, but more with what the individual has learned, experienced, and tried.

Youth often has little patience, while many older people lose some of their enthusiasm for trying new things. Each year of life and each new experience changes us, sometimes for the better and occasionally not. A few young people are already stuck in a rut, while some older people are constantly challenging those around them with new ideas.

As we work to renew the vitality of our Community Grange, it is important to reflect on what age brings to our Grange. Each generation brings something unique and different to our organization.

Those who lived through the depression often bring a strong sense of providing for the future. Teenagers normally bring an acceptance of a rapidly changing world. Each member brings a bit of what they have experienced to the mix of membership.

It is through this mixing of knowledge and experience that the Grange has an opportunity to develop strong leaders to move us forward as a group. We can harness the drive of the young professional while maintaining the curiosity and joy of the child within the experience of a senior citizen. Few other organizations give this opportunity to their members.

Young or old, our leadership must approach the challenges facing us with more than just their knowledge and experience. Young members must look at older members as resources, advisors, and mentors. Older members must look at the younger ones as sources for enthusiasm, energy, and ideas. As leaders, we must each reach into our diverse membership and draw the best of each into the actions of the whole.

The future prosperity of the Grange requires that we involve members of all ages and experiences into our programs and activities. Each member and potential member has tremendous value to your Community Grange. We can never become one dimensional in regard to age as each person brings their own unique perspective to the Grange family.

DUTY OF A MEMBERSHIP CHAIRMAN

The duty of a Community Grange Membership Chairman or Director is to encourage and motivate their fellow members to bring in new members on a regular basis. While it is important for you to set the example and show others how to do it, it is not your duty to bring in all the new members for your Grange.

In order to be successful in this task, it is necessary that the members of your Grange develop certain characteristics. The three most important are:

1. A Positive Attitude. A positive attitude consists many different things but the aspects you need to focus on, measure, and improve in your Grange are the following.

Your Grange having a welcoming attitude. Everyone from members to visiting Grangers to nonmembers are greeted and made to feel part of your Grange family. How do your members react when someone with children comes? Which of your members will introduce themselves to someone new? Do we allow anyone to sit by themselves at dinner or refreshments or do we find ourselves always sitting with the same people?

Your Grange having an open attitude. Are cliques minimized in your Grange or does a handful of members run the show? Are nonmembers invited to sit in your meeting to see what goes on? Are new members encouraged to voice their opinion and ideas?

Your Grange has a “Can do” attitude. Do your members believe that they can do anything? Is their initial response to a new idea a “let’s find a way” attitude rather than a “why we can’t do it” response?

Attitude in a Grange is the foundation on which everything else is built. Attitude is also always created by the Grange leadership. In this case, leadership is not necessarily the elected leaders, but the members who are looked to for their advice, counsel, and example. The members will adopt the attitude of their leaders.

2. Getting Attention. Granges must be doing things that involve and impact people. Your members should be so filled with pride that they brag about their Grange. This is only accomplished by members getting out and doing things.

When you catch peoples attention in your community it means that your Grange is being noticed. When you hear comments about what the Grange is doing or see articles in your local paper, you are getting attention.

Your Grange’s goal should be to not only get their attention but to capture people’s imagination. When you accomplish this you will find they often come to you to become a part of what you’re doing. They develop an emotional connection to your Grange and it’s projects.

3. Action. Your Grange is doing things that fill the needs of your members. Everyone has needs (fun, fellowship, satisfaction, interests) and we must remember that what we do, as a Grange, must reflect the needs of our members. The emotional connection between members and their Grange is based upon how we meet their needs. Many members take for granted the friendships and fellowship they experience through your Grange, while others have the need to give back to others through your Grange. If our members are not having some of their needs being met, why would anyone outside your Grange want to join?

When we start to meet the needs of nonmembers, “the community”, we begin the process of recruiting new members. It is when we meet the needs of others through fun activities, community service, education opportunities, or legislative efforts that we become relevant to them. It is only when people see how the Grange can benefit them or their need that they become potential members.

The greatest membership recruitment program will not have lasting results unless your Grange remembers to take care of the basics that I’ve outlined above. Most Granges need to focus on attitude, attention, and action today so that they can bring in new members tomorrow.

When your Grange has chosen to move forward on the path toward success, the next challenge is to understand how to recruit new members. Successful recruitment of new members is a simple four step process.

1. Set the Stage. Create the opportunity for a nonmember to ask “What is the Grange?” You follow this with your Grange elevator speech and move to step two.
2. Listen. Ask leading questions and find out what they are looking for or are interested in.
3. Fill Their Need. Share how your Grange can fill the need or needs that they have shared with you.
4. Ask Them To Join. Be direct and give them the opportunity to say yes or no.

Order copies of the “Successful Recruitment of New Members” brochure from the National Grange.

In order to accomplish any of this, you as the membership chairman will need to form partnerships with officers and members. Build a team that is focused on membership. Use incentives and fun to get members learning and changing. Recognize members who are doing, or do the things that are contributing to success. Ask for help or advice from your Pomona, State, or National counterparts. Find resources that you can use from the State or National Grange websites. See what other Granges are doing or what other organizations in your community are doing. Do what seems right for your Grange and community.

When every member of the Grange is focused on attitude, attention, action, and recruiting your Grange almost doesn’t need a membership team. But even in the most successful Grange you have the opportunity to encourage your members to excel in more ways. Being creative and innovative is not a duty, but an opportunity to influence your fellow members. Your position as membership chair or director is one of the most important when you encourage and motivate your fellow members to do the little things that make a big difference in every Grange.

GUIDELINES ON FEEDING, WATERING, AND CARE OF YOUR MEMBERS

Successful Granges, while sharing several crucial items, each have unique identities. One of the most important things that successful Granges share is the knowledge that their members are the Grange. Just as we water, feed and care for the plants in our garden, successful Granges do the same for their members.

Watering Our Members

Watering our plants is similar to making sure that we fill the basic needs of our members. Ensuring that each member feels accepted into the group is a basic requirement. Some Granges assign buddies to all new members, while others work together informally to make new members welcome. The path into active membership should be easy, where each new member is made to feel they are a valuable addition to the Grange. The end result of making people welcome is that enduring friendships are created and fostered.

Communication is another basic need for members. Some Granges send out regular newsletters to keep members informed. Others have telephone trees that make sure important information is passed along to members. Members, who feel that they know what is going on, also feel ownership toward their Grange. This translates into members who will invest their time in Grange projects.

Having fun is considered a priority for successful Granges. Members who are enjoying what they are doing are members who keep coming back. Many Granges use the Lecturer’s programs to make sure members are having fun at each meeting. Some fortunate Granges have a member or members who make sure that everyone is enjoying themselves at all Grange functions.

Feeding Our Members

Feeding our plants is a good analogy for giving our members the opportunity to grow. When we empower our fellow members, they develop the pride of ownership in their Grange. Teaching members how to make a difference in Grange meetings is essential. Teaching how to make motions, or write resolutions to create action, is a trademark of a successful Grange.

Members keep their eyes open for new opportunities for their Grange. They listen to each other and to nonmembers in their community. When something is suggested to the Grange they try to find a way to make it happen, rather than thinking of all the possible difficulties.

Many Granges institute either formal or informal term limits for their officers. They understand that only by trying new tasks do we grow as individuals and leaders. Officers who understand that they must occasionally step down from a position realize that they will grow in a new task. The member taking their position will also improve and grow. It is far easier to find a new leader when the members know that it is a temporary job and not a life sentence.

Care of Our Members

Care of our members is essential. Cards are sent and visits are made to members who are ill or are unable to come to Grange by all members, not just the Chaplain. A family atmosphere is an important part of successful Granges. Each member is regarded as valuable, and members work together to let each know of their importance.

Successful Granges have members who network among themselves. Members often patronize each other’s businesses and will recommend services to each other. As friends they look out for each other, they offer help and advice to their fellow members. They encourage each other to try new things and offer assistance whenever possible.

Due to their concern for their fellow members successful Grange members are always looking for additional members to create opportunities for them, as well as for their current membership. They understand the importance of bringing new blood and ideas into their Grange. In this manner they try to meet the needs of their members and expand the Grange circle.

No member is allowed to disappear from membership without efforts being taken to retain them. Some Granges make members in nursing homes or shut-ins honorary members to retain them. Other Granges give honorary membership to college students or members in the armed services.

Watering, feeding, are caring for our Grange is really making sure that each and every member feels that they are an important part of a circle of friends. Each is encouraged to take the opportunity to grow as a leader through the Grange. Each knows that others care about them and in return they care for their fellow members.

INSTANT GRATIFICATION

On a fairly regular basis the major media puts out a story commenting on how Americans live in an instant gratification society. When we want something, we want it now. This attitude affects young and old alike.

This attitude even exists in the Grange. I have been asked on a number of occasions to give easy answers to local Granges so that they can get new members, and to do it briefly. Yet I cannot remember ever seeing a Grange go out and do what I suggested. The reason is that in spite of wanting a quick answer, few Grangers want to be told what to do or even how to do it.

It is time to realize that most changes take time. For most of people, that time between getting married and having your children leave home, is full of challenges of how to pay bills, how to balance time, and how to get ahead. At times you wanted things, but couldn’t have them. Other items took years of effort or sacrifice to achieve.

The same principle applies to our Grange. A lot of little decisions have been made over the years, many habits have developed among your members, and dozens of members have come and gone to bring your Grange to where it is today.

When you and your fellow members decide you want or need new members, new leaders, new ideas, or new revenue to pay the bills, don’t expect an instant solution. A quick answer may exist, but don’t bet the farm on it. Build for the future, not for instant gratification.

Take the time to initiate a discussion in your Grange. Start with why. Why are we doing this? What are the principles and values that are important to us? Why do we love the Grange? Who are we serving? When you answer the why question, you have your mission.

The second question to talk about is where. Where are we going? What do we want our Grange to look like? Who would add value to our Grange as a member? What could a positive future look like? When you answer the where question, you have your vision for the future.

The third question is to debate how. How are we going to create the future we envision? Who can help us? What activities, events, or projects will move us toward that future? What would be a good first step? This how question will never have a final answer, but each time you address it, you will be creating a new goal that moves your Grange toward a great future.

It is far more productive to build long-term plans for the future and have something good happen quickly, than to expect something quick and never see it. When you have a plan for the big stuff then all the little things become contributors to that goal of success. It becomes much easier to stay motivated, enthusiastic, and optimistic when positive little things are happening.

Make the instant gratification stuff the little things you can do now, like treat new people like friends, have some fun, and open the Grange door to the community. Make the big stuff a long-term building process.

Remember that the Grange is 139 years old and we’ve had our ups and downs. Start building for the long-term and the future will be bright for your Grange.

A LITTLE CHANGE TO MAKE A BIG DIFFERENCE

It doesn’t take a huge change to make your Grange stronger. It often only takes a small step to have a large impact in your Grange.

In 2005 I went to Iowa to conduct a 2-day program that would expose the participating members to a possible new direction for their Granges. They spent a lot of time looking at all the things they liked about their Grange. They talked about what were and are great reasons to be an active member.

The next step for them was to start looking at what they might or could do. As they began this second part of the process, they knew what they wanted to take into the future. Each Grange wrote a number of propositions telling where they were going. These statements were bold in that they stated what that Grange was going to look like or be doing in the future.

The Granges then wrote down several goals that would move them toward their proposition statement. After talking about the different goals, each Grange chose one goal and started to develop a plan to achieve their goal.

At the close of the 2 nd day, each Grange had a series of proposition statements that outlined a brighter future. Each had several goals that would move the Grange toward achieving at least one of their propositions. The members of each Grange had also developed a plan to implement, at least, one goal.

The State Master, Dwight Baldwin, had committed to follow up and share the reports that each Grange would file with him. He also made a commitment to report to the delegates of the National Grange on what happened with the goals set by Iowa Granges.

In July 2006, a one-day follow up seminar was held. A review of the process we had started was conducted. Several Granges made reports that they had achieved their initial goals and were working on new ones.

Following the seminar, I had the opportunity to visit the meetings of four of the Granges that had participated. These Granges were all in different areas in Iowa.

The first Grange that I went to was Chester Royal. It was a great experience as the family atmosphere was quite evident. From great-grandparents to little children, everyone was having a good time and all were very welcoming. The members were quick to point out the improvements to their hall to me and to brag about the upgrades they were planning. The members said that they had been just going along until the previous year. When they set their first goal, it inspired everyone. They talked about how the attitude was better, and meetings and events were fun, and what they were going to do. For this Grange, knowing where they are going made all the difference.

The next Grange met in members homes. They have one member who ensures that their Grange is doing the projects that they set as goals. The members were proud of their efforts to make the community a better place to live.

The third Grange met in a city building. It was great to walk into the room and see their propositions and goals on the walls. Anyone using that room would know there was a Grange in town and that they were doing things. They had a great meeting and talked about the progress they were making on their proposition and goals. Once again, attitude was a key component to their successes.

Bloomington Grange was the 4th Grange I had the chance to visit. Their hall was full even though the summer heat made the room a little warm. They had a great meeting, filled with laughs and planning. The members bragged about what their Grange was doing and talked about what they were going to be doing.

After I had left Iowa and had time to reflect on what I’d seen, it is obvious that positive change in each of the Granges came from their own members. Those changes were not huge or earthshattering, but small and significant.

Individual members chose to buy into a bright future and start the process of creating that future. They shared with their fellow members what could be, and together decided what the future was going to look like. They found that when they started down this new path, their attitude improved. Those with a good attitude found a great one, those who needed a good attitude found one.

One factor that each Grange also shared was that the direction and activities of each Grange were set by their membership. They chose what their Grange was going to look like and how they were going to get there. “Grassroots” is not just a word to these Granges, and it is how they operate. They know that they can get help and assistance from their State Grange and from their National Grange, but they have to ask for what they need.

Each Grange realized that there would be challenges and unexpected events along the way, but they knew that they were going to be successful in achieving their goals. It is inspiring to me when I see members and Granges take control of their future like some of the Granges in Iowa are doing.

The lesson for each Grange is that we as members are responsible for being part of the team that drafts the future we are going to be a part of. No one can do it for us, and each of us must do our part in making little changes. What is most important, everyone has an important part to play in creating a bright Grange future in your community!

THE ETERNAL OPTIMIST

As I sat at the table for the third day and looked into the hopeful eyes of the dog, I realized that he was truly an eternal optimist. Even though I had never dropped a morsel of food onto the floor or offered him a tasty bite, he had hope that it might happen. Until the dishes were cleared he quietly waited near the table, just in case someone dropped some of the food he could smell.

How often are we accused of being the eternal optimist in our Grange? Do we always look on the bright side and think of the opportunities that challenge us or do we occasionally only see the negative part of life's challenges?

As leaders, we need to become optimists in our Grange. As the old saying goes, "When you get lemons, make lemonade." Use every challenge as an opportunity to grow both yourself and your Grange.

Optimism is just as contagious to your fellow members as negativity. Whichever attitude you adopt, your fellow members will also catch. When you approach the task of building your Grange with a smile and a positive attitude, you infect others with optimism.

I had the opportunity to attend a Grange meeting in an unfinished Grange hall. A little over a year ago that Grange hall had burned, but while their hall was destroyed, the member's attitude wasn't harmed. They immediately began plans to rebuild. The city slowed the process down and tried to frustrate the efforts of the members, the insurance company had problems, and several of the members had serious medical difficulties.

However on a cold January evening, their meeting was held in a building that was approaching completion and the members were smiling and making plans for the future. In spite of all the challenges, they never lost their enthusiasm or hope for the future.

A few of the Granges that I have visited would have given up the day after the fire. No effort would have been made for the future, and the Grange would have consolidated or just given up. This new building is a great symbol of hope and optimism.

Nothing can stop a Grange which is filled with optimism. If your Grange isn't filled with this optimism, the only thing stopping it from being filled with optimism is you. Take the lead and become an eternal optimist looking for the good in every challenge that life places in front of you.

PUBLIC PERCEPTION

How does your community perceive your Grange? If you want new members and it seems difficult to get people interested in your Grange, look at how people in your community perceive your Grange. Their perception may or may not match the realities of what your Grange is today.

Public perception of your Grange will become reality if you don’t change it. Every Grange can alter how the public views it. For example a Grange that is viewed as a senior’s organization will become that if it’s members do not change the public perception in their community. If your Grange decides to sponsor a Junior Grange, you may not currently be perceived as an organization that involves children. Every Grange must assess public perception of themselves occasionally.

Often the small Grange can change their public image more quickly than the large Grange. Small can be mighty. With fewer members it is can be easier to exhibit a unified front of what your new public image is.

To change public perception two items have tremendous power.

1. Action! Its what your Grange is doing that makes a difference. Getting involved with the issues that are relevant to your community is crucial to creating action in your Grange. Legislation that affects people, service projects that make the community a better place to live, or educational efforts to raise awareness or knowledge of your fellow citizens are all ways to make a difference.

No project is too large or too small as long as it gets your members involved in doing something. The more media coverage and the more people who see what you are doing, the faster public perception changes. When the media notices positive action, they can greatly influence how the community views your Grange.

To create action start by teaching your members how to make a motion or write a resolution. Then help them understand that what they see as important problems should be the starting point for potential action or solutions.

2. Attitude! This is crucial as much of public perception starts with how we view ourselves. Members who are proud of their involvement and membership in your Grange are a powerful tool for change. Wearing the Grange emblem and talking about the positive things happening and being planned in the Grange have a ripple effect in the community.

People notice when something changes in the attitude of our members. Excitement and enthusiasm are contagious and will change how people view your Grange. It is hard for someone to maintain a negative perception in the face of a positive attitude.

Your Grange leaders can create a positive attitude among your members. All they need to do is adopt the attitude they want to exhibit and the rest of the members will adopt it over time. Leadership must have a consistent and constant positive attitude for this to happen.

Change public perception of your Grange by creating action and adopting a positive attitude in your Grange. If you want new members, your leadership team must view how the public perceives the Grange and then use this as a tool to create growth.

SOLDIERS PRIDE

I recently had the privilege of attending the graduation of a company of young men from their training to be tank crewmen in the army. It was an inspiring and sobering ceremony. The young men were filled with pride in their achievement of successfully completing their 16 weeks of basic and advanced training. Their friends and families were proud of their soldiers, yet aware that the majority of these young men were headed for Iraq.

Each platoon marched on stage with their own unique cadence and the room vibrated with the force and enthusiasm they exhibited. Each soldier, in turn, stepped forward and loudly stated their name and post they were assigned to. Each then marched to their seat and as a unit sat together.

During the ceremony the parents and friends of these new soldiers were shown highlights of the history of the armor division and the training that was received. The army didn’t hide the fact that some truly “give all” in service to their country. Even the speaker spoke of the dangers that the young soldiers might be facing.

Yet the over whelming emotion felt in that auditorium was pride, pride in our country, pride in our flag, and especially, pride in our soldiers. Each of these young men chose to enlist and serve our county even though they know they may be called to battle in a distant place. They showed their pride in being soldiers and in completing their training.

The speaker stressed the importance of the soldiers spending time with their families while on leave as well as the importance of their duty to their country. Family values are American values and these young men understood that.

I saw was that the future of our country is bright as long as our young people have pride in their nation and their American values. The future does not depend upon the media’s representation, or politician’s statements, but the actions of Americans such as these young soldiers.

The lesson for us, as Grangers, is that we must support our men and women in the service by advocating our values here at home. We must show our pride in our country and organization by our actions. Family values, patriotism, and faith are all taught by action. These are not learned from a book, but taught by example. We must not hide our pride in our shared values because of perceived political correctness.

If we exhibit but a fraction of the pride that our American soldiers do, our Grange will truly become noted as an advocate of American values. Membership will not be a problem at that point, as our actions will open the door to our individual communities. America needs organizations like ours and our fellow citizens will support and join with us when our actions match our words.

THE VALUE OF FUN

Are we too serious in the Grange? Should we focus on fun in the Grange? If you want to start a debate in your Grange, ask these two questions. Then try and define “fun” as a Grange.

I’m going to list a few reasons that show fun has value in your Grange:

1. First it is healthy. Studies have shown that people who laugh and have fun, statistically, have longer and healthier lives. Who doesn’t want to have a longer and healthier life? Laughter and friendship are potent parts of a healthy life.

2. People want to have fun. There are many things in life that are not fun, so those things that are fun often draw people. They may be looking for something of value, but if they can have fun at the same time, it becomes a big plus.

3. It is easier to get a task done when the participants are having fun. No matter how tedious or dirty a job is, if you’re doing it with others and having some fun, it isn’t so bad. Any task can be done with an element of fun. And remember, when we are having fun the job goes faster.

4. Having fun draws a group together. If you want to have a “family” atmosphere in your Grange, your members need to identify closely with each other. Having fun together will bring them together into a tighter group. When people view each other as extended family, it empowers them to encourage each other without fear. This becomes a real benefit in welcoming new members into your Grange family.

5. Fun is a draw. Do you want members to come to meetings? Then you need to have something to draw them there. Fun is an effective way to get members to attend meetings. If members are having fun, they don’t mind an occasional long report or a lengthy discussion on a controversial topic. After all, they are going to have fun along with accomplishing something when they come to your Grange.

6. Fun is interactive. Fun is not necessarily entertainment, but it occurs when your members are interacting. When members kid each other or everyone is “sharing in the joke,” fun is involving everyone. It is not just watching, it is part of participation. Every member needs to be part of the fun. Exclusion takes the fun out of whatever you are doing.

7. Fun is attitude. If you are going to enjoy something, it will become fun. You can’t have fun if you’re looking at things from a negative point of view. It is only with a positive attitude that you can have fun. It becomes a choice of if you want to have fun or not. You can laugh at a mistake and correct it together, or you can point it out as an error and punish the offender with a negative attitude.

8. Fun is action. It is hard to have fun without something happening. Something new might have to happen, or maybe a small action can give the opportunity for fun to happen. Just toss a piece of candy across the room and see if someone smiles.

Try a little fun in your Grange and see where it goes.