One of theaters that I work with is having problems with a new director, and as time goes on it is getting more serious. The director came with good, not great credentials and wrote an impressive proposal. Then things slowly started to fall apart. There was some problems at auditions, but they seemed to straighten themselves out. Then I was called in about a month ago to tech direct, because nothing was in place. No costumes, set, lights, sound nothing for a cast of over 30 people. (It highly unusual for this theater to have a tech director. Most directors, with the producer, will arrange there own tech from available staff. New directors often will bring in people that they used before from other theaters. This director knew this part of their reponsibilities.)  The director said they had everything under control, but when pushed for specifics they had to admit they had done nothing.

Now we have a new problem. Members of the cast are talking about quitting because the director is rude and condesending. We have called a meeting for tomorrow with the director. Anyone ever have to deal with something like this 3 weeks before opening? What do we do if the director falls apart and says they can't do it? How do we go about keeping the cast?

Any advice would be helpful.

Linda

We've had lousy directors before. Bad enough that the cast had to direct themselves, but not bad enough that cast members threatened to quit 3 weeks before opening. Yikes! You didn't mention if there was one, but what about the producer? Could he/she pick up the pieces? When you meet with the director, I would suggest having someone with experience ready to come in and AD the show.  Ready to do the things that are being left undone. Someone capable to take it over if the director gets falls apart and quits. If the cast knows that you are bringing someone in that they respect, maybe they will stick around?  From what I have seen, in my experience, the cast will pull it all together. 

At our ct we only use appoved directors.   What this means for us is using directors that have worked with us in other capacities and know how we work and opperate.   In some ways it's double edged sword in that it's a little more dificult for new directors to get to work with us.   The philosphy stems from long before I bcame a part of the group, wanting people (at least directors) who have a stake in the organtization rather than just breezing in to direct a show and never being heard from again until the next time they direct something.

We also have a program to groom new directors from within by having them AD a show, do a presentation piece with at least 3 people that's at least 30 min long and then if approved by our board to direct will have a mentor for their first main stage production.   It's a process that most experienced directors are not willing to subject themselves to.  We've made exceptions for people who are experienced, who's productions we've seen and have worked with us before in other capacities.   We've found that depending on a resume alone is no gaurantee of success.  For the most part it seems to have worked out fairly well.

Funny, we just had the SAME EXACT thing happen very recently - however no one approached the director.  Everyone was afraid to discuss the problems with him in a "formal" manner.  The cast, scared to the point of tears, invited me to "hold book" during an impromptu rehearsal they decided to have themselves when they realized the director was of no help.  They asked for my advice and help, but it was OPENING WEEK.  There was little I could do.  Consquently it ended up being the worst show that I've ever seen (and I've seen some real stinkers!)

I agree with suzecue1.  Get a back up person lined up now.  If the theatre decided to allow him to stay on with the production, I would require that there is a board appointed AD or liaision that is capable of directing the show in case he quits.  If he has been rude and condescending already, he will probably quit when all the cards are laid out on the table (either out of embarassment or being upset).  I think if the cast sees the theatre's administrative/organizational team is recognizing and coming up with a resolution to the problem they will probably be more willing to stay on board.  They've obviously already put in some work on this show - they probably won't be likely to throw that away if the problem is being addressed appropriately.

Remember - the cast and theatre's reputation are on the line here.  If the cast feels alienated, they may not want to do a show with your group again.  If the theatre presents a lousy show because of this director, you'll lose audiences.  Best wishes on a sticky, icky situation!

Do you have someone willing to step in and take over as book director (you maybe)? Perhaps that would be your best option. If this person is unprepared, and rude and condesending to your actors it is obviously not a good atmosphere. It may not be the easiest thing to do, but I would suggest kindly, but bluntly telling this person that they seem to be in over their head and they seem to be taking their frustration out on their cast members which is not helping the situation. Maybe give them the option of staying on as an assistant director, but put someone else in charge. There is a cast of thirty, a crew of however many, and an audience to consider (and perhaps some sponsors). They deserve a good show, and if the director is allowing things to fall apart it needs to stop.

Is there a person at this theatre that is a managing director or in a similar position? What is their stance on this?

Good luck!

Susan

The problem started when they had a hard time finding a director for this show. That process has little to do with me. I am for hire at this theater. I got called in to tech direct because I know the producer and I live around the corner. (Maybe I should move.) I personally think they have a problem with how they put together a season. They pick the shows then try to find a director who wants to do it. In my opinion it is the backwards way of doing things. Anyway, they had asked a few directors who declined to do this show, including me, before they settled on this director. Like I said she has some experience and had assistant directed. She had worked with this theater before, but not as a director  She was enthusiastic and laid out a plan that looked more then reasonable.

I have been called into this meeting because of my background, such as it is. She has to be told that she is being preceived as rude and that her show is in trouble, because I don't think she is aware. After reading the responses I like the idea of having a "board advisor" at rehearsals. I am also going to recommend that the stage manger take over as assistant director. The producer is more of a business person then a director. Actually, I think she would faint if she had to direct.

As for abandoning all of the tech to me, the third party. It couldn't have been better said. I feel abandoned. As I started putting together a crew, I tried to talk to the director about what she wanted. A week went by. I asked for any input. Another week went by. I got nothing, and continue to get nothing.  It has finally reached a point where it has to be done. I have all the people I need to make this happen. I have promised my friend that the cast won't be naked, on an empty stage in the dark.

Thanks for the input. Wish me luck.

Linda

Hi Susan, I am trying very hard for that person not to be me. We will explore ALL other options first. I am suppose to be on an 18 month break. If you don't count the show I did this summer and the one I am scheduled to do this spring, I have almost kept to that plan.

Thanks for the support.

Linda

I'm not sure what your "post-mortem" procedures are after a show closes, but I think I think you might want to be sure one takes place.  I agree that selecting a season line up and then looking for directors has many downfalls.  I have only worked with one theatre that has tried doing that and ultimately ran into the same problem the theatre you're working with is in.  One theatre I work with set up cooridinators (all volunteer) for each season to head up costumes, props, set, etc.  They don't necessarily do the work for each show, but they do check in with each production on a regular basis to offer support and make sure things are going smoothly.  I know it's been immense help to some directors by keeping them on track and making sure they are on a solid timeline.  Just my two cents.