Recently I was asked about tips on how to direct voice actors. What I think I’ll talk about is overall directing techniques that have worked for me over the years that can apply to voice acting, stage, or film. Because even though the techniques can be different in the various areas of performance, there are some overall methods that work no matter the platform.
BE CLEAR BUT BE CONCISE
As a director, you have a vision for the characters and story. And you definitely want to spell that out to your cast right from the start so everyone is on the same page. You can give general sweeping vision for the entire project, as well as specifics for each role. But you’ll be most successful if you are short and to the point. Try to explain it without OVER-explaining it. This is certainly a pitfall I see from writer/directors. When you’re very close to the material, you want everyone to see all the blood, sweat and tears you put into the script. You’re proud of it! But if you get bogged down by tiny details, your actors will become overwhelmed and, honestly, tune out as you explain it. So by the end, you’ve lost their focus and the important information will get swallowed up by the intricate descriptions. So really hit the highlights. The parts that will affect their performance choices.
TRUST YOUR ACTORS/LET THEM FAIL
By not overwhelming your cast with unnecessary details, you also are giving them your trust. They were brought onto the project for a reason, and in most cases the director was part of the casting process. So trust the team you assembled to do the job they were brought in to do. You are there to guide them, not micro-manage every word they utter. And let them fail. Let them make a bad choice. In most cases they’ll hear it the second it came out and are ready to fix it. For me, as a hands-off director for Madison (I’m not in the booth with them), generally speaking of the 2-3 takes the actors give me, one will be the way I want it. If it turns out they didn’t get the delivery you would rather have for that line, let them know. I will often give a SHORT explanation like: “at this point you’re worried because you hear footsteps coming…” or what-have-you. Again, don’t over-explain. You’re making an adjustment, a shift. It doesn’t need to be handled like a complete overhaul.
BE POSITIVE
My wonderful high school drama teacher instilled this in me. When giving actors criticisms, also include compliments. A 1:1 ratio. I’ve brought this into my workplace management and teaching jobs as well. Too often in life we focus on the things that went wrong. Of course, we’re here to fix trouble spots and problems. But if you come at someone with nothing but: “this was wrong, this was wrong, this was wrong” you are going to crush their morale. So be aware of the positive things as well as the negative. Okay, you need them to fix this one line, but OMG, when you spoke to so-and-so in scene 3 it was so funny! Don’t forget to let them know what they did RIGHT. You will always have a team more willing to go the extra mile if they know you are appreciating their work.
Overall, remember you are “directing” the cast. As in “go this direction.” You are guiding them, not demanding that they be exactly the vision you have in your head. Give them freedom to make choices you might not have thought about. You might find something new that’s better than what you had in your head. Which is why performing is a collaborative art.
-Chrisi (aka Madison)
