In last week’s column on The Difference Between Agents and Managers, there was one particular paragraph (under the heading “In the Middle”) that rubbed a few people (managers, mainly) the wrong way. Certainly, out of context, just about any few sentences can be twisted to mean something other than what was intended upon their creation. (Heck, some brilliant recut movie trailers prove that anything can become twisted to mean something other than what was intended!) Just the same, I’d like to give audience to those who wrote to me with concern over loyalty and gratitude in the industry, and take this opportunity to be certain my position is clear.

If an actor has been lucky enough to attract a manager — and they have done all the things that you have said about what managers do for a beginner when they are not being paid at all, not one penny — they work for free, because they believe in the actor. Many times the manager believes in the actor more than the actor believes in themselves. Then when a manager has built an actor’s career, after they have created the image the actor fires them for a publicist? EEK. This is when the rewards start coming in. This is a time when an actor has a lifelong friend in that manager. The actor became that “known commodity” because someone believed in them and the actor turns around and dumps them? I would call that a really stupid career move. When would be the point when an actor decides they don’t need someone in the trenches pulling for them?

Let’s be clear: I never once advised actors to “dump their managers.” In fact, I several times throughout the article stressed the importance of taking very good care of these people who worked so hard at the beginning of an actor’s career, when it wasn’t profitable or popular for them to do so.

I am a big fan of the “dance with the one that brung ya” mentality and believe that loyalty is hugely important, in ALL relationships — but particularly in those where someone has done the often thankless task of working as a manager, for very little commission for many years based on an actor’s “potential as a working actor long before [he or she has] a track record of booking consistently.” (A quote from last week’s column.)

Managers who know me know that I LOVE MANAGERS. And I am always very vocal about how much it pisses me off when I see an actor drop a manager right after that manager has gotten that actor that “dream agent.” It shows me lack of character on the part of that actor and it very definitely influences how I feel about casting him in the future.

That said, absolutely, I do believe that 80% of all actors on the planet will never reach the “In the Middle” or “At the Top” stages as described in my article. And for those 20% who reach that level someday, you betcha, I believe they MAY choose to no longer have a manager. And, as I noted in my article, that would be the only time that decision (NOT “dumping” a manager, NOT “cutting a manager out of commissions”) MAY be appropriate.

I will be forwarding your column and comments to a client who terminated his contract with us today. We took this person on when the actor had only one good credit and worked together for nearly two years, MANY hours of coaching and hand holding and career developing. We helped this actor get with an agent who only signed upon our recommendation, and to book numerous roles in films and TV. This actor recently got a major guest star (which will most likely turn into a recurring if the show is picked up) in a two-hour pilot, and now “needs a bigger manager”! So much for loyalty! I think your article was great.

Y’know what? I’ve had a few manager friends who’ve been dumped (and in really lowdown ways) recently. I think next week’s column shall be one about loyalty, integrity, relationships AND how to deal with being dumped (because it is a reality of the business — and life itself — that you will, at some point, be dumped, whether you’re an agent, manager, or actor). Thanks for inspiring that direction for my next column!

In terms of your opinion on managers, I had a comment. What do you think someone like Jason Weinberg would have to say about this? He is a manager to Naomi Watts, Hilary Swank, and many others, and his company Untitled Entertainment manages many great actors at all levels. However, just a few years ago, Jason did not represent stars. He contributed to helping some of his clients become stars. This example proves to show that having a manager is important no matter what level you are at in this business. From actor clients with no credits who need development to people like Naomi Watts, a manager can make a tremendous difference. This business is so erratic, that even if an actor “makes it,” five years from now, his or her career could start going downhill. A great manager can prevent this from happening, or help their career get better, regardless of the circumstance or number of credits. I think this is something to take into consideration.

I hear you. MOST of the managers that I deal with every day, in casting, are of the level of Untitled Entertainment, Anonymous Content, Brillstein-Grey Entertainment, 3 Arts Entertainment, Handprint Entertainment, etc. Those are NOT the types of managers who MOST actors will ever deal with. Those are management companies that are also PRODUCTION and development companies. The folks at these companies have series and films in development and in production. These managers earn money as PRODUCERS on their clients’ projects. That is not the type of manager I was speaking about in last week’s column.

Absolutely, I understand fully the relationship the actors at the level of those you mention have with their managers. But, I stand by my statement that actors at that level and beyond have very little need for the image-crafting, hand-holding, headshot-choosing, emotional-support level managers that MOST actors will encounter over the course of their career.

Bonnie Gillespie is living her dreams by helping others figure out how to live theirs. Wanna work with Bon? Start here. Thanks!

Originally published by Actors Access at http://more.showfax.com/columns/avoice/archives/000376.html. Please support the many wonderful resources provided by the Breakdown Services family. This posting is the author’s personal archive.