Tenacious Talent Management in TV, Film & Literary

​As a female skilled in nurturing, motivating and elevating talent through the years, there will always be those clients who will never advance forward. For some, it's the fear of failure; for others, it's the absence of patience and commitment. And still for others, the lack of intestinal fortitude. (Actually, it's the shortage of intestinal fortitude that causes enormous career consequences.)  

​While there are tens of thousands of men and women on radio and in television, the fact is that there are only a handful of personalities really worth their weight in gold (regardless of whether or not they are in high visibility). For many, it's simply a matter of boosting low ratings and building up and expanding a dedicated and loyal audience.

For those who are not well known (but probably should be), they need to seek out a sturdy repackaging shot of B-12. Because nurtured talent is generally multi-hyphenated, with a creative band of elasticity that can be stretched across multiple genres. (As an example, he who is a talking head on television should be able to segue to writing books. The trick is, how to do it successfully - and with whom.)

Last week, a recently added client of mine lost his footing as a screenwriter and impetuously quit, stating that I was "too tenacious" (an oxymoron, to be sure) and that I was steering him beyond his comfort zones. For me, it was another life lesson learned: with every good intention, I can lead an old horse to the water, but I certainly can't make him drink.

Every worthwhile accomplishment - big or small - has its stages of drudgery and triumph. A beginning, a struggle, and a victory. This particular writer wanted little work with little effort that would afford him a FAT paycheck. Of course, that's not exactly how life works.

A dedicated veteran talent manager doesn't deliver instant gratification (generally gained by more impulsive behaviors). Instead, the talent manager believes that the skill of giving preference to long-term goals over immediate ones (known as deferred gratification or "patience") is usually considered a virtue. That's because as the manager, I am (among other things), the Think Tank for the entire team, with the strategic know-how to connect the dots (dot-by-dot-by-dot) for a client's career development. From where I sit, the manager really is the single most important professional who will invest in you with their time, energy, ethics, creativity, integrity, tenacity, experience, and negotiating power. 

Keeping in mind that no two clients (and no two projects) are ever alike, a talent manager is the strategic leader, the one who oversees people and their projects. The talent manager cultivates the soil and chooses which seeds to plant for success. Oftentimes, a talent manager will open doors for talent that a talent agent cannot do, for it is the manager who dives into unchartered waters and rides out the storms to bring exceptional TV, film and literary projects to fruition. 

Mapping out the client's career course, a seasoned talent manager is the behind-the-scenes go-to source and project backbone (otherwise sometimes known as the energizing life force. And that circles around to my original point: one absolutely CAN elevate over-the-top talent to new avenues of exposure without the talent feeling pushed and pulled - but only when that talent lets go of past anger and resentment - that false sense of "entitlement" - in order to see the BIG picture. Because not every radio podcast, not every television show, and certainly not every screenplay will be a winner (regardless of how much effort was put forth). Rather, it is the responsibility of the talent manager to pick and choose which projects will have longevity, as the manager should NEVER - not ever - be emotionally attached to any project: passionate, yes; emotional - absolutely not.     

​And so that client last week threw in the towel, and walked away from a sure-to-be Oscar-nominated script. Actually he ran, fearful of criticism from the film critics. Listening to his so-called friends, he sponged up their jealous wisecracks that he was not worthy of five-star representation. After all, they pointed out, why would I, the manager, take on someone who hadn't earned a substantial living as a screenwriter. That I BELIEVED in him - BELIEVED in his writing talent - fell on deaf ears: he heard only that which he wanted to hear from envious colleagues.    

All too often, in order to maximize a client's worth and future potential (with shelf life), a talent manager needs to aggressively market not only the talent, but sometimes repackage, redirect, revamp, and reinvent the talent forward through the maze called entertainment. Talent managers also need to insulate their clients from being exploited, handle the client's marketing and promotion and itinerary, along with reviewing booking submissions, radio, magazine, TV and film offerings and contracts. Managers also should be positioned to hire and fire agents and bookers, market to (and meet with) potential investors, all while diligently shielding the client from the day-to-day stress of celebrity that is encountered as they go about their private business. A dedicated talent manager should be loyal, consistent, always inspiring, emotionally positive, a strong motivator, and a technically cross-trained negotiator. Rather than criticizing the client, they should be consistently constructively critiquing the client and EMPOWERING that individual. At every turn, the manager should have the client's back, NEVER "rubber stamping" agreements that need to be fine-tuned (although sadly that generally is not the case).

A talent manager need to be principled and passionate with analytical abilities (especially problem-defining and strategy development) - an indefatigable adviser who is disciplined and persistent and loyal and trustworthy and focused. Someone who IS tenacious and driven and who WILL passionately fight to move you forward and overcome obstacles. Someone who really gives a damn - not about his or her commissions - but someone who BELIEVES in YOU, the client.  

- Sam David