Like many marae throughout Aotearoa, the whānau of Te Aroha Pā, Kai Iwi, faced the challenge of passing pahake and a lack of marae whānau to carry out normal cultural practices without seeking support and mentorship from neighbouring whānau and marae.

Te Aroha Pā is a small marae on the southern most borders of Ngā Rauru Kïtahi and Whanganui. The whānau of this marae decided it was time to take action and with the help of Te Puni Kōkiri, they assigned the job to one of their own.

In stepped Teraania Ormsby-Teki (Ngāi Te Rangi, Ngāti Ranginui) and Marama Taiwhati (Ngā Rauru Kītahi, Ngāti Ruanui).

“The report we produced was developed from a combination of research methods including interviews, focus groups and literature sources. We looked at paepae kōrero, karanga, te kaauta, trustee governance, advancing business opportunities and marae administration. It set the foundation for us – we knew what we were aiming for.”

Mentoring was constructed around these kaupapa. In an effort to seek out key mentors and potential participants, marae focus groups and individual interviews were held to identify past and current leaders who could be guided into these roles that have now become essential to ‘marae life’.

Teraania revealed, “This was very special: Listening to elders speak about the leadership of old; understanding the role of whakapapa in succession planning; watching succession planning in action, from those who have held such roles through the generations was truly inspiring.”

Increasing the whānau Te Reo capabilities was also identified as essential to succession planning for paepae kōrero and karanga. “The fact that there were only two mentorees in the area of whaikōrero shows how big a challenge we had,” says Teraania.

A Marae Succession Planning Toolkit was also designed as a practical guide for others. “The highlight? I’d say it was the sharing of personal strengths between Ngā Rauru Marae and Hapū”.