And Now for Something Completely Different….

So two weeks ago was the 40th anniversary of Monty Python’s Flying Circus first broadcast hence the title, but I have also been thinking  about the way orchestras typically go about searching for a Music Director and if this process needs to be done in a very different and more forward thinking way.  I believe it does, but it will involve the challenge of getting current MD’s to buy in (me included) whilst setting our egos aside.  Charleston who is about to go through this  is a perfect example …….

So reading the article about David Stahl’s departure from the Charleston Symphony after 25 seasons (an extraordinary tenure!), I noticed the usual statements about his contribution and tremendous advocacy, plus the hopes for the upcoming search are all there,  but also this about David’s role as laureate conductor – (David) is my addition:

….and likely (David) will play a part in selecting the new music director, orchestra officials said at a Tuesday press conference.

I have heard this many times where the initial thought is to seek input from the outgoing MD about the next one.  It’s not a good idea, simply because if the outgoing MD is in those meetings, the search committee will have a hard time speaking to what they want from the next person without potentially causing hard feelings.  How many times do we hear  we want someone to get us to the next level.  Well it would be hard to articulate what that level is with the person who got them to the last level sitting there!

Bottom line, the thought process starts as the succession from the previous MD to the next one, but almost always it inevitably turns into a secession from the previous MD to the next one, and the orchestra essentially is rudderless for a period of 3 years.  Here’s that formula:

• Year 1 – MD announces he/she is leaving and from then is no longer involved in any long term planning process, long term development, sometimes even auditions
• Year 2 – Search year i.e parade of candidates no developmental artistic planning and an appointment when it’s too late to do anything significantly different for the following season (budget approved, brochure is probably ready for print and guest artists booked)
• Year 3 – 1st Year of the new MD with a predetermined program and slate of artists, a whole “getting to know you” year and since the appointment was so late the previous season, potentially very limited availability to be present that first season

So for 3 years pretty much everything stands still.  Two suggestions with this.  One would be to hire an interim Artistic/Music director (not adviser) that can help continue the orchestra’s development in every sense of the word with some presence on the podium (the person could for instance also be there to introduce the candidates to the audience and the community), but with the charge of truly searching for talent (seeing people in performance and interviewing them as potential candidates) whilst continuing to develop long range plans for outreach, education and audience development, so that there isn’t a huge mountain to climb for the new person i.e let them arrive on the mountain top rather than atop a  pile of rubble! One day I would love to help orchestras in this way.   They hire interim Executive Directors so why not interim Atistic/Music Directors who have experience in orchestra and audience building and are willing to spend significant time with an orchestra to that end whilst a search takes place?

My other suggestion (actually I need to credit Drew McManus with this idea) is that if a Music Director truly cares about the future of their current orchestra, then they can get involved in a succession plan by recommending (during their tenure) guest conductors that might be well suited to one day being possible candidates to take the reins.  That way when in town to guest, there needs to opportunities created to feel the person out by having them spend time with the management, the leaders on the board, the orchestra committee as well as being thoroughly evaluated by the orchestra to determine if they are a suitable as a future candidate.  Let’s face it, every resume, photo, press clip and reference sent is designed to make us look good, so why not let the musicians and the stake holders become part of that process by having an evaluation done for every guest conductor so that there is more than just a vetting of the random resumes when the time comes.  Furthermore, it’s a non pressured way to look into the future and if one or more guest conductors really seems to click, then why have a true search at all?  Just consider them and bring only them back.  What’s that I hear…but what if we miss out on somebody that could be even better. Hey this isn’t dating, it’s marriage, it’s not time to Dream the Impossible Dream!  Normally an Orchestra only gives and gets a week with a person to decide which is like speed dating.  Turning that idea around: What if you have the perfect pre-sifted candidate ready and willing but you go into a year long search instead to search for NEO (the one in Matrix speak) and at the end after realizing you wanted that first person after all, you come to find out he/she is no longer available?  I remember some years back now getting a call from an Orchestra for which I was a candidate to inform me that they were ending the search before I even got there but they still needed me to do the date.  Suffice to say I heard that some of the other candidates who received the same call were not happy.  I was actually impressed that they made such a bold move to go for what they wanted, and I had a great time with them none the less, and now a number of seasons later they are still with their MD and doing well!

Here is where the money where the mouth part is and to be totally candid and upfront, I am not planning on leaving my post at Springfield any time soon, however at our last artistic advisory committee meeting we discussed the possibility of guest conductors.  There is sometimes a I want to work reflex amongst Music Directors which is cool so I hire a conductor, then they hire me back or vice versa. However I have decided that I want the orchestra to consider conductors that might potentially be a good fit for the future (NB please no calls or solicitations, I already have a list!). I have articulated this to them and I feel that I owe it to the Orchestra and to the community to keep what we started going and growing because that is what they want.  I want to focus on a legacy I can leave ahead, not behind if or when that time comes!  I am curious if anyone else is doing this?…….And now…..

…….my favorite 2 Monty Python music clips: Arthur “Two Sheds” Jackson followed by Tchaikovsky’s 1st Piano Concerto!