How do we encourage directors not to be wankers?

Convener(s): Tom Wright

Participants: Lots of people

Summary of discussion, conclusions and/or recommendations:

 

• INTERESTING POINT: More directors than actors turned up.
• Distinction between being ‘wanky’ ie pretentious and a ‘wanker’ ie abusive.
• Difficulty of drawing a distinction between ‘wanker’ behaviour which genuinely pushes performers to be better and abuse.
• KEY QUESTION: Does the end justify the means?
• REASONS FOR WANKER BEHAVIOUR
• Fear of the actors as people
• Fear of the production failing and taking responsibility for that.
• Love of power for power’s sake.
• Difficulty of being a different kind of director according to each performers’ needs.
• The more in control a person feels the less they feel the need to be a wanker.
• There are certain situations in which being authoritarian is perfectly acceptable and definitely not wankerish. The problem is who decides this? Where and how is the line drawn?
• The importance of good dialogue between cast and director, starts at audition (Do they really want to work on the project? Do they really want to work with/know about the director?) Be clear at audition. Director training courses spend one afternoon on casting technique.
• KEY POINT: Difficulty of honest dialogue because of imbalance of status between most directors and their cast.
• Directors may be less wankerish if they received more emotional support from outside the rehearsal room.
• Is there a system of supervision/mentoring/feedback that would pick up abusive behaviour? Could assistant directors or artistic directors take on this role?
• Directors (and actors) need to accept that they are engaged in a process of life-long learning.
• It requires great conscious effort to make actors feel that they can be honest with directors in rehearsals.
• KEY POINT: The onus is on the person with the status to ensure that there is good communication.
• Ego gets in the way of art.
• Don’t assume actors know how well they are doing – praise.
• What is more important – doing great work or being a director people want to work with?
• Always keep back some anger (don’t go to emotional extremes as it leaves you no place for negotiation.)
• Post production feedback – discussions? Forms? Actually it’s ongoing and instant feedback (of the kind that actors receive) that’s important

• FUTURE ACTIONS
• A name and shame system were abuses are publicised.
• KEY POINT: A code of conduct or good practise for directors – if you have an idea on how to take this further please contact [email protected]
• As director, acknowledge your fear to the group.