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Let me ask you, something

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who's in your corner.

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And I don't mean your agent.

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I don't mean your manager.

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And I don't necessarily mean your

family or your closest friends.

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I'm talking about someone who sees

something in you that perhaps you

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haven't completely recognized

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in yourself.

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Someone who believes

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in your potential,

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someone who tells you the truth,

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someone who encourages you to grow.

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And occasionally

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someone who opens a door you might

never have known existed.

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I had someone like that in my acting

career.

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She was a casting director.

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And one day she brought me in for my

first film audition.

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And the director was Ron Howard.

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The film was splash, starring Tom Hanks

and John candy,

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not exactly a modest introduction to

the film business.

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I booked the roll.

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And here's the interesting part, the

casting director never told Ron Howard

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about our personal relationship.

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She gave me the opportunity

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I had to earn the job.

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And that experience taught me something

I've carried throughout my career.

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You may be the one who walks into the

audition room,

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but you don't have to build your career

alone.

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Today we're talking about the

extraordinary value of having someone

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in your corner

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so who's in your corner?

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It's a question I think every actor

should consider.

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Because we spend an enormous amount of

time talking about training, auditions,

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agents, managers, headshots, resumes

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and professional opportunities

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all are important, but we don't always

talk about the people who help us

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become the actors we're capable of

becoming.

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And I'm not talking about finding

someone who will simply tell you how

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wonderful you are,

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although let's face it, a little

encouragement now and then, doesn't

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hurt.

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I'm talking about something much more

valuable,

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a relationship built on trust,

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experience

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and genuine investment in your growth.

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Welcome to casting actress cast.

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I'm Jeff dries back.

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Casting director, teacher, author,

former actor and somebody who has

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benefited enormously

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from having the right people believe in

my potential.

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If you're joining us for the first

time, welcome.

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And if you've been listening for a

while, I'm delighted you're back.

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You can find everything we're doing at

casting actors cast dot com

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that's werill.

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Well, you're going to find the podcast

and information about the podcast, also

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about my book, bookdit, the actor's

play book for getting cast, and my

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online course.

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Next level auditions prepare smarter,

perform, better, book more.

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And while you're visiting, be sure to

fill out the form and jump into the

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talent pool.

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You'll receive access to free

resources, including my voice over book

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and a video

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called

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casting directors, what they don't tell

you.

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Ok, so now let's talk about the people

who can make an extraordinary

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difference in an actor's life,

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the people who see our potential

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that's what's important.

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In my years as an actor and casting

director, I've had the privilege of

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working with some extraordinarily

talented people, actors with wonderful technique,

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actors with tremendous imagination,

actors with exceptional discipline and

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actors whose careers have taken them

places they never could have anticipated.

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But something I've noticed over the

years is that successful actors

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rarely seem to have accomplished

everything entirely on their own

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somewhere along the way, some one

encouraged them,

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someone recognized their talent,

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someone offered guidance,

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someone challenged them,

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some one gave them an opportunity.

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Now I'm not suggesting there's a

mathematical formula that guarantees

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success if you have a mentor.

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There isn't.

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And I'm certainly not suggesting that

every successful actor has had the same

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kind of support.

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But in my experience, having some one

genuinely interested in your

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development can make an enormous

difference.

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Because acting is a peculiar

profession.

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In case you had noticed,

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we're expected to have confidence in

ourselves, and yet we're constantly

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being evaluated by other people.

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We're expected to make strong choices.

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And yet we don't always know whether

those choices are working.

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We're expected to develop our careers,

and yet we may not know which

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opportunities are worth pursuing.

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We're expected to be independent.

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And yet the profession itself runs on

collaboration.

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So why should we imagine that

developing an acting career must be an entirely

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solitary

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experience?

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It doesn't have to be.

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That's the truth.

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So let's begin a conversation and talk

about the word mentor.

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It's a perfectly good word, but I think

we sometimes use it too narrowly.

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A mentor is usually someone who

provides guidance, perspective and

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advice based on experience.

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Perhaps it's a teacher, perhaps it's a

director, perhaps it's a more

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experienced actor.

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Perhaps it's someone who understands

the business and can help you navigate it.

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But there's another word I particularly

like.

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Can you figure it out?

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Probably not.

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A champion.

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A champion doesn't simply offer advice.

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A champion believes in your potential.

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They recognize your strength,

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they encourage your development.

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They may advocate for you

professionally.

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There's also something called a sponsor.

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Now I'm not talking about somebody who

pays for your acting classes.

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although if you happen to find one, do

let me know how that works.

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But I'm talking about someone who uses

their professional credibility or

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influence to help create opportunities

for another person.

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A mentor advises.

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A champion believes

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and advocates.

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A sponsor may actively help open

professional Doors.

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And sometimes one person does all three.

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But here's what matters.

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The relationship simply isn't about

what somebody can do for you.

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It's about how that relationship

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helps you grow.

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Because a good mentor doesn't replace

your judgment.

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They help you develop it.

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And a good champion doesn't manufacture

your success.

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They help you recognize and pursue

opportunities where your abilities can

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be demonstrated.

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Let's imagine an actor who's been

auditioning for several months.

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They've been prepping carefully they've

been submitting self tapes, they've

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been attending classes,

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but they're not booking jobs.

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And gradually

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they begin to question everything.

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Maybe they're not talented enough,

maybe their training isn't working,

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maybe their agent isn't doing enough,

maybe they're pursuing the wrong kinds

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of roles.

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Maybe they should change their entire

approach.

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Now some of those concerns might

deserve attention,

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but here's the problem,

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the actors trying to evaluate their

career from inside their own disappointment.

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And that's not always the most reliable

vantage point.

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A trusted mentor might say, your work

is strong, but I think you're

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auditioning for roles that don't take

advantage of your particular qualities.

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Or

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I've noticed that you're making the

same choices in every scene.

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Let's explore, that

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or

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you're improving, but your expecting

results faster than the business can realistically

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provide.

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Or perhaps I think you're ready for a

different level of opportunity.

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That's perspective

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and perspective can be enormously

valuable.

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Not because the mentor always has the

correct answer, they don't, but because

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another experienced person may see

something in the actor,

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and that actor has overlooked it

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sometimes we need someone to challenge

our assumptions.

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Sometimes we need someone to recognize

our progress.

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And sometimes we simply need someone to

remind us that one disappointing

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audition didn't interfere or define an

entire career.

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Now let's make an important distinction.

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Having someone in your corner doesn't

mean having someone who agrees with

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everything you do.

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In fact, that may be one of the least

useful relationships you could have.

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If every audition is wonderful,

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if every decision is brilliant,

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if every disappointment is somebody

else's fault,

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well, you may have found a very

pleasant companion, but you haven't

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necessarily found a good mentor.

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A good mentor tells you the truth.

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And sometimes the truth is

uncomfortable.

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They might tell you that your

preparation needs work,

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that your audition choices are

predictable,

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that you're not ready for a particular

opportunity,

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or that your expectations are

unrealistic.

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But the criticism comes from a place of

respect.

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The objective isn't to diminish you,

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it's to help you improve.

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And that brings us to something I

believe is essential.

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The best mentors don't simply make you

feel better about your work.

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They help you become better at your

work.

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Now that's an important difference.

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Now, I promised you a personal story,

and I think it illustrates what we're

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talking about.

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When I was pursuing my acting career,

there was a casting director named pat mccorkl.

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Pat recognized something in my work.

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She believed in my abilities, and she

thought of me for a wide variety of

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roles and opportunities,

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not simply one particular type of

character.

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She saw possibilities.

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And that confidence made an enormous

difference to me.

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Because when someone whose professional

judgment you respect believes you

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belong in a particular room,

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it can help you begin to recognize that

possibility yourself.

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One day, pat brought me in for an

audition for the very first film

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audition I'd ever had.

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The film was splashed.

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The director was Ron Howard,

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and the stars were Tom Hanks and John

candy.

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Now imagine that

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your first film audition and your

meeting, Ron Howard.

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I was thrilled,

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and I have to say, a little overwhelmed

by the opportunity,

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but I was also prepared.

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I understood that this was a

professional audition.

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I had a job to do.

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Now

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here's the important part of the story.

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I think

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pat didn't tell Ron Howard about our

personal relationship.

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She didn't ask him to give me special

consideration.

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She didn't ask him to hire me.

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She brought me in because she believed

I could do the work,

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and then it was up to me.

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I auditioned

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and I booked the roll.

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It was a large part, but it was a

meaningful opportunity.

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And as I said, it was my first film job.

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I earned that booking.

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Pat had opened the door, but I had to

walk through.

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It

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that's a distinction I want every actor

to understand.

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A mentor can open a door.

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Your preparation and talent must carry

you through it.

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Now there's another part of the story,

because that casting director

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eventually

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cast me in a rather unexpected role.

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Her husband.

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35 years later, I am still playing the

Bart.

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I must say that contrast has been

remarkably generous.

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That relationship

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that began with professional

encouragement

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became something neither of us could

have anticipated.

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And when I eventually joined pat in the

casting business,

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her support didn't disappear.

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The encouragement continued,

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and trust

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continued,

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and the professional partnership grew.

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Now I'm not suggesting that actor

should go looking for a mentor who

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might eventually marry them.

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That would be a kind of an unusual

career strategy, I think.

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But I'm suggesting that meaningful

professional relationships can have an

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influence far beyond any individual job.

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And sometimes the people who believe in

us

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help shape possibilities we couldn't

have imagined on our own.

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I think there's another important

lesson in that story,

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00:14:01,708 --> 00:14:03,543

and it concerns the difference between

advocacy

257

00:14:04,678 --> 00:14:05,745

and favoritism.

258

00:14:06,813 --> 00:14:10,550

Actors sometimes become suspicious of

professional relationships.

259

00:14:11,51 --> 00:14:13,586

They hear that someone was recommended

for a role,

260

00:14:14,254 --> 00:14:17,924

or that a director brought in an actor

they already knew,

261

00:14:18,358 --> 00:14:23,196

or that a casting director thought of

some one for a particular project.

262

00:14:24,330 --> 00:14:29,436

And immediately the assumption becomes,

well, they must have had an inside connection.

263

00:14:30,737 --> 00:14:31,838

Well, perhaps they did.

264

00:14:32,572 --> 00:14:36,476

But having a professional relationship

isn't automatically improper.

265

00:14:37,143 --> 00:14:40,947

The entertainment of business depends

on people recognizing talent

266

00:14:41,381 --> 00:14:43,316

and recommending qualified

professionals.

267

00:14:43,950 --> 00:14:47,520

That's part of how collaborative

industries function.

268

00:14:48,488 --> 00:14:51,624

The important questions are whether the

actor is genuinely qualified,

269

00:14:52,759 --> 00:14:56,896

whether the process is fair, and

whether professional judgment is being

270

00:14:57,63 --> 00:14:58,865

exercised responsibly.

271

00:15:00,500 --> 00:15:03,236

A recommendation shouldn't substitute

for ability.

272

00:15:03,770 --> 00:15:04,838

And a personal relationship,

273

00:15:05,872 --> 00:15:07,507

shouldn't guarantee a job,

274

00:15:08,274 --> 00:15:12,278

but a respected professional saying, I

think this actor deserves an opportunity

275

00:15:13,380 --> 00:15:15,682

can be entirely appropriate.

276

00:15:16,649 --> 00:15:18,885

That's what happened with my splash

audition.

277

00:15:19,619 --> 00:15:21,454

Pat recognized my potential.

278

00:15:21,955 --> 00:15:22,655

She made the introduction,

279

00:15:23,790 --> 00:15:26,559

and I had to demonstrate that I could

deliver.

280

00:15:27,560 --> 00:15:30,730

That's what responsible advocacy can

look like.

281

00:15:32,465 --> 00:15:32,766

Now

282

00:15:33,800 --> 00:15:35,201

let's consider something else.

283

00:15:36,336 --> 00:15:37,637

Why might an actor resist

284

00:15:38,738 --> 00:15:39,673

having a mentor?

285

00:15:41,141 --> 00:15:43,510

Well, I think that there are several

possibilities.

286

00:15:43,877 --> 00:15:47,681

Some actors believe they should be able

to figure out everything on their own.

287

00:15:48,281 --> 00:15:51,685

They associate asking for guidance with

weakness.

288

00:15:52,585 --> 00:15:56,790

Others are uncomfortable reaching out

to professional people they admire.

289

00:15:57,557 --> 00:16:01,428

They worry about imposing, they worry

about appearing inexperienced.

290

00:16:02,429 --> 00:16:03,997

They worry about rejection.

291

00:16:04,898 --> 00:16:09,936

Some actors have had a disappointing

experience with teachers or industry professionals.

292

00:16:10,337 --> 00:16:12,806

Perhaps someone made them feel

inadequate.

293

00:16:13,306 --> 00:16:17,911

Perhaps someone use their position to

create an unhealthy sense of dependence.

294

00:16:20,180 --> 00:16:22,749

Those concerns deserve to be taken

seriously.

295

00:16:23,316 --> 00:16:28,188

Because not every person who offers

guidance is necessarily a good mentor.

296

00:16:28,822 --> 00:16:32,792

And not every experienced professional

is someone you should trust.

297

00:16:34,227 --> 00:16:34,894

But

298

00:16:35,395 --> 00:16:36,763

I think there's another reason.

299

00:16:37,63 --> 00:16:39,532

Actor sometimes overlook mentorship.

300

00:16:41,1 --> 00:16:42,402

They don't know what they're looking

for.

301

00:16:43,536 --> 00:16:47,240

They imagine a mentor, some

extraordinary industry figure who will

302

00:16:47,307 --> 00:16:51,544

suddenly appear, recognized their

genius and transform their career.

303

00:16:53,313 --> 00:16:54,414

Wouldn't that be lovely?

304

00:16:55,615 --> 00:16:58,918

Unfortunately, I haven't discovered the

application form for that particular servant.

305

00:17:00,253 --> 00:17:04,157

The reality is usually much more

ordinary.

306

00:17:05,58 --> 00:17:09,295

Mentoring relationships often begin

with small professional exchanges,

307

00:17:09,796 --> 00:17:10,430

a useful conversation,

308

00:17:11,698 --> 00:17:13,133

an honest observation,

309

00:17:13,800 --> 00:17:17,103

a teacher who takes a particular

interest in your progress,

310

00:17:17,704 --> 00:17:20,974

a director who encourages you to

explore different

311

00:17:21,474 --> 00:17:23,343

types and kinds of roles,

312

00:17:24,10 --> 00:17:27,614

a fellow actor who offers perspective

based on their experience.

313

00:17:28,815 --> 00:17:29,749

Over time,

314

00:17:30,183 --> 00:17:31,351

trust develops.

315

00:17:32,118 --> 00:17:36,656

And sometimes that relationship becomes

an important source of professional support.

316

00:17:38,391 --> 00:17:38,892

So

317

00:17:39,459 --> 00:17:44,330

what should you look for in some one

who might be a mentor or a champion for you?

318

00:17:45,65 --> 00:17:45,799

I would love.

319

00:17:46,32 --> 00:17:49,436

And I'm going to suggest five qualities.

320

00:17:50,236 --> 00:17:50,704

First

321

00:17:51,37 --> 00:17:52,305

recognition,

322

00:17:53,306 --> 00:17:55,508

does this person see your strength?

323

00:17:56,409 --> 00:17:56,810

Do they recognize

324

00:17:57,877 --> 00:17:59,512

possibilities in your work?

325

00:18:00,347 --> 00:18:00,914

Can they identify

326

00:18:01,948 --> 00:18:03,516

something worth developing?

327

00:18:04,818 --> 00:18:05,919

Second, honesty.

328

00:18:06,519 --> 00:18:07,987

Will they tell you the truth,

329

00:18:08,421 --> 00:18:09,956

not simply what you want to hear?

330

00:18:10,490 --> 00:18:12,25

Can they offer constructive criticism

331

00:18:13,59 --> 00:18:15,28

without making you feel diminished?

332

00:18:15,995 --> 00:18:16,629

Third,

333

00:18:17,263 --> 00:18:18,231

experience,

334

00:18:18,998 --> 00:18:23,36

do they have knowledge or perspective

that can genuinely help you?

335

00:18:23,870 --> 00:18:27,640

Now that doesn't necessarily mean they

have to be famous or extraordinarily

336

00:18:28,742 --> 00:18:28,908

successful.

337

00:18:29,709 --> 00:18:32,946

It means they have something valuable

to contribute.

338

00:18:33,913 --> 00:18:34,414

4th,

339

00:18:35,215 --> 00:18:36,316

advocacy.

340

00:18:36,916 --> 00:18:41,454

Are they willing, when appropriate, to

support your professional development?

341

00:18:42,422 --> 00:18:46,993

That might mean recommending a class,

suggesting a particular kind of role,

342

00:18:47,460 --> 00:18:53,266

introducing you to a useful resource,

or occasionally recommending you for an opportunity.

343

00:18:54,501 --> 00:18:55,201

And 5th,

344

00:18:55,669 --> 00:18:56,336

respect,

345

00:18:57,537 --> 00:19:00,807

this may be the most important quality

of all.

346

00:19:01,708 --> 00:19:04,10

Do they respect your independence,

347

00:19:04,678 --> 00:19:06,713

your boundaries, your judgment,

348

00:19:07,147 --> 00:19:08,515

your right to make your own decisions?

349

00:19:09,849 --> 00:19:11,551

Because a healthy mentoring relationship

350

00:19:12,819 --> 00:19:14,187

should make you more capable,

351

00:19:15,455 --> 00:19:16,656

not more dependent.

352

00:19:17,457 --> 00:19:18,224

And remember,

353

00:19:18,491 --> 00:19:23,363

you don't necessarily need one person

who provides all five qualities.

354

00:19:24,264 --> 00:19:27,300

You might have a teacher who offers

extraordinary technical guidance,

355

00:19:28,335 --> 00:19:32,605

a colleague who provides perspective, a

director who recognizes your potential,

356

00:19:33,306 --> 00:19:37,444

and a trusted friend who understands

the emotional demands of the profession.

357

00:19:38,345 --> 00:19:43,49

Together, those relationships may

provide the support you need.

358

00:19:46,586 --> 00:19:47,854

We're going to take a quick break,

359

00:19:48,488 --> 00:19:52,826

but when we return, I want to answer

the question that may be on your mind.

360

00:19:53,59 --> 00:19:53,426

Ok,

361

00:19:54,260 --> 00:19:55,362

all this sounds wonderful,

362

00:19:55,929 --> 00:19:58,732

but how do I actually find someone like

that

363

00:19:59,466 --> 00:20:01,267

and perhaps most importantly,

364

00:20:01,634 --> 00:20:05,5

how do you develop the relationship

without making it feel like another

365

00:20:05,238 --> 00:20:06,873

networking exercise?

366

00:20:07,707 --> 00:20:10,76

We'll talk about that right after this.

367

00:20:11,611 --> 00:20:13,113

Ok, let's get practical.

368

00:20:13,947 --> 00:20:17,150

If you're an actor who doesn't

currently have someone you would

369

00:20:17,217 --> 00:20:20,787

consider a mentor or a champion, where

do you begin?

370

00:20:22,255 --> 00:20:24,791

I want to suggest a simple process.

371

00:20:25,925 --> 00:20:27,27

Identify,

372

00:20:27,527 --> 00:20:28,328

connect,

373

00:20:29,129 --> 00:20:29,929

learn,

374

00:20:30,397 --> 00:20:31,531

apply,

375

00:20:31,998 --> 00:20:32,966

sustain.

376

00:20:34,434 --> 00:20:35,301

Let's start with identity.

377

00:20:35,935 --> 00:20:39,205

Think about the people you've

encountered in your professional life.

378

00:20:39,939 --> 00:20:41,908

Teachers, directors, coaches,

379

00:20:42,409 --> 00:20:44,277

experienced actors, casting

professionals,

380

00:20:45,478 --> 00:20:47,681

people whose judgment you respect,

381

00:20:48,181 --> 00:20:52,485

people whose professional values seem

consistent with your own,

382

00:20:53,720 --> 00:20:57,290

who has demonstrated a genuine interest

in your development,

383

00:20:57,857 --> 00:21:00,794

who has offered advice that actually

helped,

384

00:21:01,861 --> 00:21:05,131

who seems capable of seeing your work

clearly.

385

00:21:06,99 --> 00:21:09,269

You may discover that potential mentors

are

386

00:21:09,703 --> 00:21:11,838

already part of your professional world.

387

00:21:13,473 --> 00:21:14,407

Now connect.

388

00:21:14,841 --> 00:21:16,843

And here's where I'd like to offer a

little caution.

389

00:21:17,310 --> 00:21:21,381

I wouldn't necessarily approach someone

you barely know and immediately ask,

390

00:21:21,781 --> 00:21:23,49

would you be my mentor?

391

00:21:24,17 --> 00:21:27,53

That's a rather substantial commitment

to request.

392

00:21:27,987 --> 00:21:28,288

Instead,

393

00:21:29,289 --> 00:21:31,191

begin with something specific.

394

00:21:31,691 --> 00:21:35,695

Perhaps you ask a former teacher for

advice about a particular challenge.

395

00:21:36,429 --> 00:21:40,333

Perhaps you reconnect with a director

whose feedback was particularly useful.

396

00:21:41,134 --> 00:21:46,406

Perhaps you ask an experienced

colleague for perspective on career decisions.

397

00:21:47,640 --> 00:21:49,442

Be respectful of their time.

398

00:21:49,876 --> 00:21:54,547

Be specific about what you are asking

and genuinely interested in their response.

399

00:21:56,249 --> 00:21:56,783

Then learn.

400

00:21:58,18 --> 00:21:58,585

Listen carefully.

401

00:21:59,219 --> 00:22:03,56

You don't have to agree with

everything, but consider the perspective.

402

00:22:03,690 --> 00:22:04,624

Ask questions.

403

00:22:05,291 --> 00:22:08,328

Think about how the advice applies to

your circumstances.

404

00:22:08,995 --> 00:22:09,596

And then

405

00:22:10,263 --> 00:22:12,165

comes a particularly important step.

406

00:22:13,767 --> 00:22:14,734

Apply,

407

00:22:15,769 --> 00:22:17,771

do something with what you've learned.

408

00:22:18,838 --> 00:22:22,709

If someone suggests a way to improve

your auditions, try it.

409

00:22:23,710 --> 00:22:27,547

If someone recommends a training

opportunity investigated, if someone

410

00:22:27,781 --> 00:22:29,282

identifies a weakness,

411

00:22:29,949 --> 00:22:30,583

work on it.

412

00:22:31,551 --> 00:22:33,319

Because one of the best ways to

demonstrate

413

00:22:34,354 --> 00:22:36,322

that you value someone's guidance

414

00:22:36,890 --> 00:22:39,993

is to take your own development

seriously.

415

00:22:41,294 --> 00:22:43,29

And finally, sustain.

416

00:22:44,197 --> 00:22:47,33

Professional relationships grow through

trust,

417

00:22:47,634 --> 00:22:47,934

through consistency,

418

00:22:49,235 --> 00:22:50,403

through gratitude,

419

00:22:50,837 --> 00:22:52,939

through appropriate communication.

420

00:22:53,540 --> 00:22:55,775

You don't have to contact someone every

week.

421

00:22:55,942 --> 00:22:58,44

You don't have to provide constant

updates.

422

00:22:58,511 --> 00:23:00,980

And you certainly don't have to turn

every conversation

423

00:23:02,15 --> 00:23:04,317

into a request for another favor.

424

00:23:04,984 --> 00:23:09,122

Sometimes a simple message saying, I

took your advice and here's what happened

425

00:23:09,856 --> 00:23:11,358

that can be very meaningful.

426

00:23:12,25 --> 00:23:14,728

That's how a relationship begins to

develop.

427

00:23:15,462 --> 00:23:16,796

Not through obligation,

428

00:23:17,464 --> 00:23:18,865

through mutual respect.

429

00:23:21,234 --> 00:23:23,703

Now I want to make something very, very

clear.

430

00:23:24,270 --> 00:23:28,575

Having a mentor or, a coach or a

champion doesn't guarantee professional

431

00:23:29,142 --> 00:23:29,309

success.

432

00:23:30,110 --> 00:23:34,347

It doesn't guarantee auditions, it

doesn't guarantee callbacks, it doesn't

433

00:23:34,581 --> 00:23:35,315

guarantee bookings.

434

00:23:35,615 --> 00:23:38,885

And it certainly doesn't eliminate

disappointment.

435

00:23:39,452 --> 00:23:42,389

A mentor cannot build your career for

you,

436

00:23:44,24 --> 00:23:46,192

but they may help you build it more

intelligently.

437

00:23:47,627 --> 00:23:50,63

They may help you recognize

opportunities.

438

00:23:50,497 --> 00:23:52,632

They may help you avoid mistakes.

439

00:23:53,66 --> 00:23:56,636

They may help you develop confidence

based on actual progress.

440

00:23:57,303 --> 00:24:01,641

And they may provide perspective when

you are having difficulty seeing your

441

00:24:01,775 --> 00:24:02,275

own situation.

442

00:24:02,742 --> 00:24:03,343

Clearly,

443

00:24:04,911 --> 00:24:06,413

that's enormously valuable.

444

00:24:07,380 --> 00:24:08,281

And here's another caution.

445

00:24:08,815 --> 00:24:10,350

Be careful about anyone who promises

446

00:24:11,384 --> 00:24:17,424

access to casting opportunities in

exchange for money, loyalty or personal favors.

447

00:24:18,425 --> 00:24:19,25

You got, that

448

00:24:20,93 --> 00:24:24,30

professional guidance should never

require you to surrender your

449

00:24:24,97 --> 00:24:27,33

independence or compromise your

boundaries.

450

00:24:28,34 --> 00:24:30,704

A genuine mentor or champion

451

00:24:31,237 --> 00:24:33,773

respects your ability to make your own

decisions.

452

00:24:34,441 --> 00:24:39,245

And sometimes the most valuable advice

they can offer is, you don't need me to

453

00:24:39,312 --> 00:24:40,480

make this decision.

454

00:24:41,214 --> 00:24:42,882

You're ready to make it yourself.

455

00:24:44,351 --> 00:24:46,86

That's a pretty wonderful, outcome

456

00:24:48,421 --> 00:24:51,191

ok, there's one more dimension to this

457

00:24:52,92 --> 00:24:53,760

subject, I think, and

458

00:24:54,94 --> 00:24:55,528

it's pretty important.

459

00:24:55,929 --> 00:24:57,764

At some point in your career,

460

00:24:58,431 --> 00:25:01,768

you may have the opportunity to become

some one else's, mentor

461

00:25:02,435 --> 00:25:06,573

perhaps you're an experienced actor

working with someone who's just beginning.

462

00:25:07,140 --> 00:25:08,475

Perhaps your teaching,

463

00:25:09,209 --> 00:25:10,543

perhaps you're directing,

464

00:25:11,378 --> 00:25:14,581

perhaps you're simply in a position to

offer useful advice.

465

00:25:15,615 --> 00:25:18,551

And you recognize something in another

person,

466

00:25:19,219 --> 00:25:19,986

a talent,

467

00:25:20,420 --> 00:25:21,454

a possibility,

468

00:25:22,489 --> 00:25:24,491

a quality they haven't fully developed.

469

00:25:25,291 --> 00:25:27,327

You may not be able to offer them a

job.

470

00:25:28,28 --> 00:25:30,96

You may not have influential

connections.

471

00:25:31,231 --> 00:25:33,933

You may not be able to transform their

career,

472

00:25:34,734 --> 00:25:37,437

but perhaps you can offer encouragement,

473

00:25:38,38 --> 00:25:39,39

honest feedback,

474

00:25:39,472 --> 00:25:41,74

a useful perspective, a recommendation,

475

00:25:42,275 --> 00:25:45,912

or simply, the confidence that comes

from knowing someone

476

00:25:46,513 --> 00:25:48,14

respects their work.

477

00:25:48,948 --> 00:25:49,616

And

478

00:25:49,783 --> 00:25:52,652

sometimes that's enough to make a

meaningful difference.

479

00:25:53,453 --> 00:25:56,489

Because mentorship isn't only about

receiving support,

480

00:25:57,223 --> 00:26:01,428

it's also about recognizing when we're

in a position to offer it.

481

00:26:02,595 --> 00:26:06,232

And I think there's something

particularly satisfying about that,

482

00:26:06,900 --> 00:26:11,538

the support we once received becomes

something we can extend to.

483

00:26:11,638 --> 00:26:12,5

Others,

484

00:26:13,73 --> 00:26:16,9

that's how a professional community

becomes stronger.

485

00:26:17,377 --> 00:26:20,146

And now here's your reset for this

episode.

486

00:26:20,747 --> 00:26:24,684

Take a moment and think about the

people in your professional life who

487

00:26:24,984 --> 00:26:26,720

recognize your potential,

488

00:26:27,220 --> 00:26:31,157

who tells you the truth, who encourages

you to grow, who offers perspective

489

00:26:31,791 --> 00:26:32,959

when you are uncertain,

490

00:26:33,560 --> 00:26:35,695

who respects your independence

491

00:26:36,262 --> 00:26:41,267

and who, when appropriate, is willing

to act on their belief in you.

492

00:26:42,268 --> 00:26:44,804

If someone comes to mind, consider

reaching out,

493

00:26:45,372 --> 00:26:47,374

not necessarily to ask for something,

494

00:26:47,874 --> 00:26:51,44

perhaps simply to acknowledge the

difference they've made.

495

00:26:51,778 --> 00:26:53,613

And if nobody comes to mind,

496

00:26:53,780 --> 00:26:57,550

don't assume you're missing some

essential ingredient that every one

497

00:26:57,617 --> 00:26:59,352

else has already discovered.

498

00:27:00,253 --> 00:27:02,555

Start looking for the qualities we've

discussed.

499

00:27:03,623 --> 00:27:05,759

Recognition, honesty, experience,

500

00:27:06,226 --> 00:27:07,360

advocacy,

501

00:27:07,827 --> 00:27:08,628

respect.

502

00:27:09,529 --> 00:27:10,864

Begin with the conversation.

503

00:27:11,865 --> 00:27:13,266

Ask a thoughtful question.

504

00:27:14,67 --> 00:27:14,734

Listen,

505

00:27:15,468 --> 00:27:16,636

apply what you've learned

506

00:27:17,237 --> 00:27:20,173

and allow the relationship to develop

naturally.

507

00:27:21,141 --> 00:27:25,645

Remember the purpose of mentorship

isn't to make you dependent on someone

508

00:27:25,879 --> 00:27:26,713

else's judgment,

509

00:27:27,714 --> 00:27:30,550

it's to help you become more confident

in your own.

510

00:27:31,451 --> 00:27:35,321

And if you have the opportunity to

offer that kind of support to another

511

00:27:35,622 --> 00:27:37,757

actor, consider doing so.

512

00:27:38,491 --> 00:27:41,61

Because you never know what difference

your encouragement

513

00:27:42,328 --> 00:27:43,29

might make.

514

00:27:44,597 --> 00:27:46,332

I think back to that first film

audition,

515

00:27:47,534 --> 00:27:48,335

ranhaward

516

00:27:48,468 --> 00:27:49,269

splash,

517

00:27:49,869 --> 00:27:52,172

the excitement of walking into that room

518

00:27:52,739 --> 00:27:54,841

and the casting director who believed

519

00:27:55,875 --> 00:27:56,943

I belonged there,

520

00:27:57,777 --> 00:27:59,79

dashpat, opened the door.

521

00:27:59,212 --> 00:28:02,582

I earned the job, and the influence of

that relationship has continued

522

00:28:03,316 --> 00:28:04,484

throughout my life.

523

00:28:05,785 --> 00:28:09,155

Not every mentoring relationship would

become a lifelong partnership, of

524

00:28:09,155 --> 00:28:09,756

course not.

525

00:28:10,490 --> 00:28:14,27

But the right person at the right

moment can help you recognize

526

00:28:14,494 --> 00:28:16,629

possibilities you might otherwise

overlook.

527

00:28:17,864 --> 00:28:18,865

So remember this.

528

00:28:19,632 --> 00:28:24,437

You may be the one who walks into the

audition room, but you don't have to

529

00:28:24,504 --> 00:28:27,40

build your career alone.

530

00:28:28,908 --> 00:28:29,642

I'm Jeff driesbach.

531

00:28:30,276 --> 00:28:31,778

Thank you for spending time with me.

532

00:28:31,945 --> 00:28:35,515

This is casting actor's cast, and i'll

see you next