Follow-up on Dioceses and Guidelines

[[ Dear Sister, I liked the piece on Dioceses and Guidelines, particularly because you indicated mistakes made by both the diocese and by hermit candidates. You gave me the sense that moving from guidelines to a livable Rule took a lot of dialogue between the candidate and diocesan personnel. Is that common? Do dioceses balk at providing this kind of attention? How frequent should such conversations be? And who should take part? I'm concerned because in my diocese we only have a single person in the vocations office (not counting the secretary) and I wonder if he would be able to create the kind of guideline you are talking about. 

Beyond that, I wonder if he would have the time to meet with a candidate very often as part of ongoing discernment and formation. Hermits are not a big part of his job; priests (or baby priests) are! I can see how the process is supposed to lead to mutual education as well as discernment and formation of/for the candidate. Are dioceses usually open to this kind of learning? Aren't vocations people supposed to understand the various vocations?? How about candidates? Are they open to such an intense process? If I gave your article to my diocese would they be able to fill in the guidelines from the four main points you drew? And if they could not do that, would you be willing to help them?]]

WOW! Lots of very good questions!! Thank you! Yes, the process I envisioned in the last post and more generally, in the process of discernment and formation I have already described before, is meant to involve a lot of conversation and mutual education. One of the difficulties with c 603 is that it likely envisioned candidates with a history of religious life working with other religious who are all experienced with living a Rule and community constitutions and such. While it is unlikely that any of these folks would have ever written a Rule, they would have a strong sense of the importance of drawing from experience and would be able to recognize or distinguish promising from unsuitable candidates at little more than a glance. At the same time, they would be familiar with the need to give someone a really good shot at a fruitful process of discernment, growth, and maturation in eremitical life, understanding that such a process can bear fruit even if the candidate does not have or fails to persevere in a c 603 vocation. Finally, they would be pretty comfortable with the way the Holy Spirit tends to surprise us with a God who comes to us in the unexpected and even the unacceptable place!! But generally speaking, our diocesan offices are not staffed in this way today.

This means that most dioceses do not understand c 603 vocations (or eremitical vocations more generally) and may not be clear how to work with them. They may hold the same kinds of stereotypes and biases re hermits and hermit life prevalent in the general population. But in my experience, diocesan staff want to learn what they can, especially about vocations they have little experience with. When I was waiting for the bishop's acceptance of my petition, we met and talked and he said at the end of the conversation, [[Well, now I have a lot to learn!!]] It was a very promising statement and I have been grateful in all of these years since that he was open to learning! Before this I worked with a Sister serving in vocations and as Vicar for Religious. She came to my hermitage regularly and we talked. She also took a road trip with (I think) the Chancellor of the Diocese to meet with the Prior of the Camaldolese monks at New Camaldoli in Big Sur about what they looked for (and what she should look for) in a healthy hermit. That meant a several hour ride down the CA coast, and very likely, an overnight stay as well an equally long drive home!! I am still impressed by the care this indicated.

Sister Fiacra, OCSO, Glencairn

In the handful of dioceses and candidates I have worked with, there have been varying degrees of eagerness to work with the process, but my sense is still that these people want to do the best they can for candidates for c 603 profession and consecration. Yes, vocations personnel should have a working knowledge of the vocations they work with (or may work with !) but remember that most dioceses do not have c 603 hermits and of those that do, Vicars for Religious coming into office after the hermit has been consecrated may never even have met her! They certainly don't call her for advice or information without setting this up ahead of time! We want Vicars for Religious or Vocation directors to gain their knowledge of this vocation from conversations with real hermits who live the life and can speak to what it looks like from within the vocation itself. One way of securing this kind of education is with a process like the one I have discussed in the past that uses a c 603 hermit to mentor the candidate and help her in the writing of a Rule. In such an arrangement, everyone learns!! Not just the candidate!!

Some candidates are very focused on this process and give it their time, energy, prayer, study, and reflection. When this is the case, working with them is a complete joy, and ordinarily I have found their dioceses enthusiastic and very cooperative as well. Occasionally, someone is less enthusiastic or careful about the nature and quality of the vocation in front of them. You asked about frequency of meetings so let me address that here. There are a couple of different ways to do this but here is my preference: 1) as mentor I work with the person @ once a month and we talk about how they are doing with the life, the elements of the canon, the process of writing a liveable Rule, etc. 2) When the person has made progress on a section of the Rule a meeting is scheduled with the diocesan team so they can get to know the person better and hear how these last several months have gone. 

Ideally, the Rule and how it is coming along as one transitions from living guidelines to composing a vision of how one is called to embody c 603, is what drives the meetings. Some candidates will set up such meetings for themselves and the diocesan representatives and apprise them of their progress; I think this is by far preferable since it accents a candidate's initiative and confidence; it also allows her to develop relationships that may have lasting value within her diocese. The team might be composed of the Vicar for Religious, Director of Vocations, and perhaps a canonist along with a c 603 mentor. Meanwhile, in such a process, the diocesan team can contact me anytime with questions or concerns or an evaluation of how the process is coming along, and I will do the same with my own questions or concerns!! The process is not meant to be onerous for diocesan personnel, or for anyone else for that matter. It is meant to be authentically discerning and formative. As noted above, in such a process everyone is educated.

If you would like a copy of the last article (and this one as well), please email me. If your diocese wants to talk about it for any reason, I am happy to do that. We can talk about that more down the line if there is a need.