In orchestral conducting, there is no such thing as “faking it until you make it”
MOST OF CARLOS MIGUEL PRIETO’S classmates from Princeton and Harvard Business School have built typical business careers. After applying or being headhunted for a job, they undergo a recruitment process lasting weeks or perhaps months. If successful, they do the role for a few years before moving on elsewhere and starting again: aby Korn Ferry, a consultancy, found that even top executives have brief tenures, with CEOs remaining in place for an average of eight years.
“In most careers, people’s prime occurs in the first 20 to 30 years,” Mr Prieto says. “In orchestral conducting it’s not like that, because you learn by doing and by building a repertoire. That takes time. It’s also a matter of maturity.” The main jobs go to the seasoned professionals and there is a low turnover of staff—unlike CEOs, conductors are rarely ousted from their position.
Though some current top music directors are still in their 40s—Andris Nelsons of the Boston Philharmonic, for example, is 41—they too have accrued music-director experience by means of multi-year directorships at important ensembles. Reaching the pinnacle of orchestral conducting is a rare and celebrated achievement.
The years of deliberation that precede an appointment makes conducting more of an old man’s game. There is often a lag, too, between the appointment and the music director assuming their post. Sir Simon, for example, started his LSO job two years after being hired. Still, a few key posts are currently held by young conductors, including the Los Angeles Philharmonic, where Gustavo Dudamel, a superstar from Venezuela, took over as chief conductor aged 28.
Sadly, sudden vacancies are usually only created by a maestro’s untimely death. When Mariss Jansons, a Latvian conductor, died in November, he was in charge of two top ensembles: Amsterdam’s Royal Concertgebouw Orchestra and the Bavarian Radio Symphony Orchestra, which he had directed for more than a decade each.
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