Author Topic: PROFESSIONALISM: What SMs Should/Should Not Say During Casting Process?  (Read 10199 times)

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missliz

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This topic was split from the thread  "PROFESSIONALISM:  Have I overstepped the mark?" http://smnetwork.org/forum/index.php/topic,5185.0.html  -Rebbe

Another (hypothetical) situation I thought of today: Let's say I'm in the audition room for a show I'll be working on. One of the people auditioning is a person I've worked with before and had difficulty with...late to rehearsals, disrespect for cast and crew, etc. During the casting process, is it appropriate to bring up my past experience with the actor? In my opinion, yes, because this is someone I would potentially have to work with again and do not want to. However, it's ultimately the director's decision. What say you folks?
« Last Edit: Jan 29, 2010, 03:57 pm by Rebbe »
I personally would like to bring a tortoise onto the stage, turn it into a racehorse, then into a hat, a song, a dragon and a fountain of water. One can dare anything in the theatre and it is the place where one dares the least. -Ionesco

dallas10086

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Re: PROFESSIONALISM: Have I overstepped the mark?
« Reply #1 on: Jan 28, 2010, 06:45 pm »
@missliz: If it were me, and I was in the room sitting next to the director and he asks me specifically how I would like to work with him again or how my experience was, then I would give a generalized answer like I mentioned before. But I have to drive the fact home that it would have to take the actor/actress from Hades who continually proved themselves to be unwilling to change before I would tell my director I will not work with someone. Difficult people are different from impossible people.

MatthewShiner

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Re: PROFESSIONALISM: Have I overstepped the mark?
« Reply #2 on: Jan 29, 2010, 09:11 am »
Okay, here's the 1000 pound gorilla in the room . . .

if an actor is difficult to work, has bad habits, etc . . . doesn't part of the blame fall of how that actor was MANAGED.  Isn't it fundamentally part of our job to decrease the bad behavior and increase the good behavior?  (Now, we have a limited arsenal in fighting bad behavior since we ultimately middle management, and if the producer doesn't back us up, we are often scrambling to figure out how to work around it.)  So, aren't we really saying, when we  bad mouth an actor's behavior is "I couldn't figure out a way to manage them?" or "I fail to manage them correctly".  I have had actors who "have been a terror to work with" in previous shows, and then ended up having no problem with them (same with directors), and the other way around.  It seems rather juvenile to past this all off on the actor.

Granted, there are limited things we can do to modify a bad actors behavior (indirect, passive aggressive, direct, etc . . . ) especially in the AEA LORT theater model - but you typically can elevate a problem to the next level up - and how upper management chooses to deal with it is up them - if they choose to ignore the issue, then you need to figure out to (let's quote Tim Gunn) "make it work".  (I find the magic bullet is to have my producer contact the actor's agent - and all seems to become amazingly better).

The real reason I would not pass on a "bad recommendation" to someone about their behavior is because ultimately, it would reflect negatively on me.  "I let this actor get out of control."  

My theory about stage management is you have to tailor your management style to each actor - figure out WHY an actor is doing a particular project, you can can figure out HOW to manege them.  Are they are a star doing it to spread their wings?  Are they desperate for the work?  Are they trying to get into a new theatre?  Is this their first job?  Are the desperate for the health care weeks?  There are some actors that were shafted in the contract negotiations.  WHAT EVER - but you can adjust the style around it.  I worked with "difficult" actor, that just plain had a different style then I had ever worked with before, and I found it taxing on the entire cast - but the realit of the situation was he didn't know any other way to work - so it was a bit of education for the cast and myself, but we got into a groove on how to all work together through some leadership.  Basically I think bad behavior is a symptom for another problem, and not always the disease itself.  By getting to know the actor, you get to know what is the real reason for the bad behavior and how to note it, and get it to stop.   Sometimes separate the issue from the actor can help as well.

Ultimately, the job of stage manager is about 10% technical theater, and 90% managing people (the good, the bad, the ugly, the difficult).  I think this is a prime example of that.

[Sorry about bad grammar - tech, let's use tech as the excuse today!]


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Anything posted here as in my own personal opinion, and does not necessarily reflect the opinion of my employer - whomever they be at a given moment in time.

vsm315

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Re: PROFESSIONALISM: Have I overstepped the mark?
« Reply #3 on: Jan 29, 2010, 11:29 am »
I have to agree with Matthew on this. I think while there are actors and directors and even other stage managers that can be difficult to deal with we have to look at what we are doing (or not doing) to help or exacerbate the problem. I have recently been in a situation where behavior was a big problem. And I have to say looking back I have probably told people more than I should about work experiences. Hopefully now I will censor myself a little bit more.

I just got done with a tour where I was the ASM and it was just a SM and 12 actors on the road with me for 3 months. We had some behavioral problems that just got worse over the length of the tour. I have to say I spent just about everyday listening to the SM complain about the actors' behavior and listen to him complain to actors about other actors (which I felt was inappropriate). It actually got to the point where I had to have a one hour venting session with the actors (about their issues with the SM) because the SM walked out after 5 minutes of the meeting.

While I had my own issues with some of the actors, I spent time after the tour really evaluating what had happened in order for me to learn for next time. This was ultimately a situation where if the SM had been better at managing and creating structure from the beginning we would have had a great time and the problems wouldn't been as big as they were. Instead he would just call the theatre's office and complain about the actors (he even wrote about it in the performance reports) and threaten to quit. And anytime myself or an actor would try to talk about the problems that were occurring we just got the line that he was the Stage Manager and we had to do what he said.

I have to say though that after everything that happened I wouldn't say that any of the people I was on tour with are people I would work with again because I understand that we were in a unique situation.

missliz

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Re: PROFESSIONALISM: Have I overstepped the mark?
« Reply #4 on: Jan 29, 2010, 12:57 pm »
While I agree that sometimes the SM is the problem, I don't think that it's the job of the SM to cater to everyone. Ultimately, you can't please all people all the time, so you can do your best to create a strong, healthy work environment that is the most efficient. It is ALSO the responsibility of the actors, crew, etc to meet you halfway and be cooperative with the structure that is set down.
I personally would like to bring a tortoise onto the stage, turn it into a racehorse, then into a hat, a song, a dragon and a fountain of water. One can dare anything in the theatre and it is the place where one dares the least. -Ionesco

loebtmc

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Re: PROFESSIONALISM: Have I overstepped the mark?
« Reply #5 on: Jan 29, 2010, 01:11 pm »
missliz, I think it is NEVER appropriate to volunteer that info. They want the person they want for whatever reason. And it isn't always the actor who is problematic - it cd be a designer, house staff, box office, whatever. Our job is to keep the show up and, when necessary, do what we need to keep folks from killing themselves or each other.

And Matthew is right - we adjust style to circumstance. While I know I still have a lot to learn about our profession, much of my career is based on the fact that (with a few exceptions) I work well with "difficult" actors/directors/designers/producers. In other words, folks call me when they want certain talent but know they are in for some serious behavior/attitude. The result is 1) I find I am often able to get along with/get results from high-maintenance folks (granted w a handful of exceptions) 2) those folks are often not "difficult" for me because I have cultivated a relationship with them and 3) I get work! Not to mention, many of those high-maintenance folks are "names" (on both sides of the table) who refer me for higher-end things cuz they know I will keep my cool and keep them happy.

Discretion at every turn. Always. (and, well, it applies here too - loose lips sink ships)

MatthewShiner

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Re: PROFESSIONALISM: Have I overstepped the mark?
« Reply #6 on: Jan 29, 2010, 01:42 pm »
Side bar . . .

Quote
I work well with "difficult" actors/directors/designers/producers.

I want to find a word in the English language - that is demanding, perfectionist, particular, etc . . . but without the negative connotation - it would be so helpful in this biz.
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Anything posted here as in my own personal opinion, and does not necessarily reflect the opinion of my employer - whomever they be at a given moment in time.

RuthNY

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Side bar..
« Reply #7 on: Jan 29, 2010, 04:29 pm »
Hmmm, not easy, Matthew.  How about...

accurate, detailed, distinct, especial, individual, meticulous, precise, scrupulous, selective, singular, special, thorough, notable, exceptional, unique, unusual, stickler, formalist, idealist, purist, challenging, ambitious

as opposed to:
   
backbreaker, bothersome, clamorous, critical, dictatorial, difficult, exacting, exhausting, exigent, fussy, grievous, hard, imperious, importunate, insistent, nagging, onerous, oppressive, pressing, querulous, strict, stringent, taxing, tough, troublesome, trying, wearing, weighty,



Side bar . . .

Quote
I work well with "difficult" actors/directors/designers/producers.

I want to find a word in the English language - that is demanding, perfectionist, particular, etc . . . but without the negative connotation - it would be so helpful in this biz.
"Be fair with others, but then keep after them until they're fair with you."
--Alan Alda

loebtmc

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or even high-maintenance. or totally anal. <g>

the challenge is, some of them really are nasty evil folks....but yes, finding a word that doesn't always imply BAD would be a good thing

ScooterSM

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We use a couple of different categories.  There is special, which usually means typical actor challenged but not a mean or bad person, and an adventure, which means special plus a bad attitude or difficult to work with. 
“I've never been paid a lot, but the theatre has kept me, and for that I shall be eternally grateful.” Tony Church

SMrose

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Challenging comes to my mind and you know how we SM's "love" a challenge.

As to the question on the topic:  I might say to the director, "I've worked with so and so before".  Now I've got it out on the table and the director can pursue it further...or not.

loebtmc

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again, I only volunteer if asked.

LCSM

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if an actor is difficult to work, has bad habits, etc . . . doesn't part of the blame fall of how that actor was MANAGED.  Isn't it fundamentally part of our job to decrease the bad behavior and increase the good behavior? 

[...]

The real reason I would not pass on a "bad recommendation" to someone about their behavior is because ultimately, it would reflect negatively on me.  "I let this actor get out of control." 


SMs are just another member of the company and do indeed have a vital role to play in keeping things together; however, I would hesitate to place the blame for an irresponsible/rude/etc actor on the stage manager. Theatre is a team sport, and while it is important to find ways to work with difficult people, I would feel very offended if someone blamed an actor's poor behaviour on my inability to keep them in line. I will go as far as I can, but it is important to me that they do the same.

If it's a case of the actor having a different style of working, that's another matter and would be a great learning experience. But I don't think "this actor was diffficult to work with and the director and I had troubble keeping him in line" should reflect badly on me. Why should the actor not be held to the same standards as the SM? Even if I am doing a horrible job, should the actor not still be expected to turn out their best possible work? And in a situation where I am doing my share, I would like to see the people I am working with doing their share as well.

MatthewShiner

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Why should the actor not be held to the same standards as the SM?

I guess it really comes down to how you view the job.  SM is just another job in the company?  That's not how I view my job - I am the day to day manager of the this group, and responsible for their work, their safety and how they interact with each other.  I don’t have the legal definition of manager, in that I hire/fire, but I do have many of the supervisory responsibilities of the cast and the crew

LCSM, I don’t disagree that the actor has a responsibility to bring a certain amount of professionalism to the table  [THAT IS PART OF THEIR JOB – AND I DON’T WANT TO EVER SAY AN ACTOR IS RESPONSIBLE FOR THAT] , but we are talking about creative, unique individuals that are not always on the best behavior – and as much as we want them to play nice together, there is almost always going to be some sort of friction – any group of people of working together – creative or not  - tend to have some issues. 

My style of stage management does take on those responsibilities – and although as a LORT Stage Manager, I am limited in my arsenal of weapons to help deal with some bad behavior.  I tend to deal with negative behavior in a variety of ways depending on the type of behavior.  I will make a casual conversation about the behavior, then make a more formal conversation about the issue.  Usually, in my conversation I will try to figure out the real cause of the behavior – sometimes it is quite frankly and simple the behavior and nothing else – but most of the time, to be honest, the behavior is acting out  because of something else – and my conversations can start us dealing with those issues.  Now, if my management can’t change the behavior, then I have to bump it up to HR or the Producer for us to come up with a plan of attack.  I have been in situations when the producers have backed me up, and have stepped in (sometimes to the point of letting that person go . . . ), and sadly, there have been times where the issue, indeed being bad and they agree with me, for a variety of reasons, upper management chose not to take additional steps.  At this point, my management style sort of goes into “make it work” mode – and depending on the situation, sort of goes into overdrive.

In my experience, one bad egg does can ruin a cast’s moral, and affects the final product.  Since I am charged with maintaining the product to a level the rest of the company is not, I am held to much higher standards.  I am not just another a member of the company, I am the leader, in many ways, of the group.
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Anything posted here as in my own personal opinion, and does not necessarily reflect the opinion of my employer - whomever they be at a given moment in time.

KMC

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Stage Manager, not Stage Manager.

The bulk of our jobs as Stage Managers is bringing people together.  A monkey can call cues; it takes a gifted manager of people to execute the duties of a Stage Manager with grace, and covertly managing the group dynamic and understanding how peoples' minds work are essential responsibilities of a successful Stage Manager.

So in my opinion, yes part of behavior does fall on how a production is managed by the SM.
Get action. Do things; be sane; don’t fritter away your time; create, act, take a place wherever you are and be somebody; get action. -T. Roosevelt