« on: Jul 12, 2014, 03:56 pm »
So, a recent situation has arisen . . . I am at a weird junction is that I know both sides of the story.
A PSM, let's call him Jake, was hired to do a new musical at a regional theater . . . and Jake has been with the show from workshop phases, for many years - long before a theater or the level at which the show was going to be producer. Jake had put a lot of work into the show, and it was, in everyone's opinion, the right thing to let Jake continue with the show.
Very quickly the physical production grew - size and scope of the show - and Jake was very excited to be working on such a dynamic show. Then the show hit tech, and it became very apparent that Jake was out of his element, and was in way over his head.
I know both Jake, the director and the production manager . . .
Jake felt like e could eventually handle it, but was just not picking it up and working as quickly (and thoroughly as the Production Manager would like) - and he was not able to call the show as precisely as the director would like. Many options came up - do they let the SM go, bring in an more experienced SM to come over Jake, do they dumb down the show (make it easier to call)?
There was a lot of pride in Jake's handling of the situation . . . he didn't ask for more help as the show grew, he was perhaps too stubborn in his dealings with people trying to help. The production manager could also be at fault for knowing where the show was going production wise and allow Jake to continue on with the show.
How would you handle it if you where in this situation?
(Jake's situation played out okay . . . the show was simplified a bit, and a lot of the tech time was eaten up by "calling rehearsal" - and a lot more dry tect time , and everyone is walking away a bit smarter . . . perhaps . . . )