How to Find a Playwriting Mentor: Accelerate Your Learning.

I’m going to share something that changed my playwriting journey, and I genuinely believe it can for you too. It’s all about finding a mentor, someone who’s already navigated the theatrical landscape and can guide you through the ins and outs of this amazing art form. I’ll walk you through how to find that person, build a relationship, and truly accelerate your learning. This isn’t a shortcut; it’s about smart, informed growth.

A good playwriting mentor is so much more than just a script reader. They offer industry wisdom, help you understand dramatic structure, shed light on audience engagement, and even help you through the emotional ups and downs of being a playwright. I’m going to lay out the definitive process for identifying, approaching, and nurturing a relationship with a mentor. My hope is that your learning curve will be steep, your development profound, and your journey a lot less solitary.

The Indispensable Value of a Playwriting Mentor

Before we dive into the “how,” let’s really nail down the “why.” What makes a mentor so incredibly impactful for a playwright?

Tailored Feedback Beyond the Generic: Workshops and peer groups have their place, but a mentor offers individualized attention. They can pinpoint your specific strengths and weaknesses, giving feedback that targets your particular growth areas, not just general playwriting principles. For instance, if your dialogue sparkles but your dramatic action stalls, a mentor can isolate that exact issue and suggest exercises or focused discussions you’d never get from a generic “improve your plot” note.
Industry Navigation, Not Just Craft: The theatre world is a maze. A mentor can demystify the submission process, explain the role of literary managers, clarify the differences between regional theatre and Broadway, or even illuminate the often-opaque world of agent representation. They’ve likely faced the rejections, celebrated the breakthroughs, and understand the subtle power dynamics. This practical knowledge is something you simply won’t find in a textbook.
Accountability and Discipline: Just knowing you have regular check-ins or deadlines for work to share with an experienced professional can be a powerful motivator. This isn’t about getting a grade; it’s about having a guide who expects your commitment to your own progress. That weekly call to discuss character arcs isn’t just about the play; it’s about you showing up for your art.
Emotional Resilience and Perspective: Playwriting can often be a solitary, emotionally taxing endeavor. Rejection is, unfortunately, common. A mentor has weathered these storms. They can offer perspective, normalize setbacks, and provide encouragement when imposter syndrome rears its head. “I had that exact same experience with my third play,” they might share, instantly validating your struggle and reminding you it’s universal.
Networking and Introductions (Use with Caution): While certainly not the primary goal, a mentor might, at the right moment, introduce you to a relevant contact or recommend a specific program. This is a perk that comes from a genuine relationship, not something you should ever expect or demand. If a mentor has seen your work develop and truly believes in its merit, a well-placed word can indeed open doors.

Phase 1: Introspection & Preparation – Knowing Thyself

Before you even think about reaching out to anyone, you absolutely must do some serious self-assessment. This isn’t just about identifying a need; it’s about articulating it with precision. A vague request will only get you vague results.

Define Your Playwriting Stage

Are you just starting, wrestling with your very first draft? Have you completed a few plays that have had readings, but no full productions? Are you looking to refine a specific skill, like comedic timing or writing compelling monologues? Your stage dictates the type of mentor you need.

Novice (First few plays): You need foundational guidance on structure, character development, dialogue, dramatic action. Someone who can break down the basics without overwhelming you.
Emerging (Plays developed/readings): You understand the fundamentals, but need help elevating your craft, understanding theatricality, or navigating the industry. You might be seeking help with specific challenges like pacing or revision strategies.
Mid-Career (Some productions/commissions): You might be seeking mentorship on career sustainability, grant writing, or breaking into larger theatrical markets. This often shifts from purely craft-focused to a mix of craft and strategic career development.

Identify Your Specific Mentorship Needs

Generic “help me write better” simply won’t cut it. You need to drill down.

Craft-focused:
- “I struggle with rising action; my plays often plateau in Act II.”
- “My characters speak in the same voice; I need to differentiate them.”
- “I can write dialogue, but my plays lack theatricality – they feel like talking heads.”
- “I need help understanding how to revise based on feedback.”
Industry-focused:
- “I don’t understand how to submit plays effectively.”
- “What’s the difference between a theatrical agent and a literary manager?”
- “How do I find opportunities for readings or workshops?”
- “What’s the best way to network in the theatre community?”
Personal/Professional Development:
- “I need help building consistency in my writing practice.”
- “How do I balance playwriting with my day job?”
- “I need help coping with rejection.”

Actionable Step: Create a “Mentorship Needs” document. List 3-5 specific areas where you genuinely believe a mentor’s insight would be transformative. Then, prioritize them.

What Kind of Mentor Do You Not Want?

It’s equally important to understand what won’t serve you.

Someone who will write your play for you: A mentor guides, they don’t ghostwrite.
Someone who will simply praise everything you write: You need honest, constructive criticism.
Someone whose style is completely opposed to your own: While different perspectives are good, if they fundamentally dislike your approach to theatre, it won’t be a productive relationship. If you write absurdist comedy and they only value kitchen-sink realism, it’s likely a poor fit.
Someone you want to network through exclusively: This makes the relationship transactional and disingenuous. Seek genuine guidance first.

Prepare a Portfolio (Even a Small One)

You can’t ask someone to invest in you if you haven’t invested in yourself. Have something to show.

A completed play: Even if it’s your first, it shows follow-through.
A strong play excerpt: If you have several plays but one scene truly shines, highlight it.
A clear, concise playwright statement/bio: Briefly articulate your artistic vision and what you’re currently working on. This isn’t a life story; it’s a professional snapshot designed to pique interest.

Actionable Example: Instead of “I’m a writer who wants to get better,” try: “I’m a playwright currently exploring themes of generational memory through historical characters. I’ve completed a first draft of The Echo Chamber, a two-act historical drama, and am seeking guidance on strengthening its dramatic arc and distinguishing character voices.”

Phase 2: Identifying Potential Mentors – Where to Look and How to Look Deeper

This is not a random dart throw. It requires strategic observation and research. Your ideal mentor isn’t just a famous playwright; they’re someone whose work resonates with you and who has demonstrated a capacity for mentorship or teaching.

Scrutinize Plays and Playwrights You Admire

Start with the work itself. Which plays move you? Which playwrights’ voices feel akin to yours, or whose craft do you deeply admire?

Read published plays: Go beyond the current hits. Explore different eras, styles, and voices.
Attend live theatre: Observe not just the playwright’s words but how they manifest on stage. Does the playwright create compelling theatrical moments?
Watch interviews/panels: Many playwrights participate in post-show Q&As, university lectures, or theatre festival panels. Observe their communication style. Do they articulate their thoughts clearly? Do they seem generous with their knowledge?

Actionable Strategy: Create a “Potential Mentor List.” For each name, note:
1. Specific play(s) of theirs you admire: Why? (e.g., “Masterful dialogue construction,” “Bold use of theatrical metaphor”)
2. What specifically they might teach you: (e.g., “Pacing of complex narratives,” “Infusing humor into tragedy”)
3. Their known involvement in education/mentorship: (Do they teach? Are they affiliated with any theatre programs? Do they often speak about craft?)

Beyond the “Big Names”: Unconventional Pathways

Don’t limit yourself to Pulitzer winners. Many highly skilled playwrights are working regionally, in academia, or as literary managers.

Regional Theatre Leaders: Literary managers, dramaturgs, and resident playwrights at established regional theatres (e.g., Actors Theatre of Louisville, Berkeley Rep, La Jolla Playhouse, Humana Festival veterans) often have deep craft knowledge and a commitment to new work development.
University Theatre Departments: Playwriting professors, even emeriti, often possess a wealth of knowledge and a professional commitment to developing new talent. Check their faculty bios and published works.
Playwriting Fellowships & Residencies: Look at the alumni and faculty lists of renowned playwriting programs (e.g., Juilliard, Yale School of Drama, New Dramatists, Lark Play Development Center). Who is teaching, guest lecturing, or serving as a mentor within these structured environments? This indicates a willingness to engage with developing writers.
Theatre Organizations & Festivals: Organizations like the Dramatists Guild, The National New Play Network, or individual theatre festivals often have programming that includes mentorship or workshops led by accomplished playwrights. Who is on their advisory boards or leading master classes?
Literary Managers and Dramaturgs: These professionals spend their careers reading and developing plays. They understand dramatic structure, theatricality, and the industry from a unique perspective. Many are generous with their knowledge.

Research Their “Giving Back” Profile

A playwright who wins awards might be brilliant, but do they teach? Do they lecture? Do they advocate for emerging artists?

Teaching/Adjunct Positions: Look at university websites.
Festival Panels/Workshops: Scan past schedules of major theatre festivals.
Published Articles on Craft: Do they write about playwriting?
Interviews: Do they discuss their process or offer advice to other writers? This demonstrates a willingness to share.

Actionable Example: You admire Lynn Nottage. You discover she teaches at Columbia. This is a strong indicator of her willingness to engage with students and emerging writers, even if directly approaching her isn’t the first step. You might then look for Columbia alumni or other playwrights who were her students, or seek workshops she might lead.

Phase 3: The Approach – Crafting an Irresistible Proposition

This is the most delicate phase, and one where many stumble. Cold emails rarely work. Your approach must be respectful, concise, and clearly demonstrate that you’ve done your homework. Never ask for something you can take yourself.

The Gradual Engagement Strategy

Directly asking someone to be your mentor as a complete stranger is like asking someone to marry you on a first date. You need to build rapport first.

Attend a Public Event: If they are speaking, lecturing, or doing a Q&A, definitely attend. This offers an organic way to hear them speak and potentially introduce yourself briefly afterwards (“Thank you for your insights on X, it really resonated with my work on Y”).
Engage with Their Work Thoughtfully: If they have a new play, go see it and genuinely engage with it. Send a very brief, appreciative note through a public channel (if available) or a common contact praising something specific. “I was so moved by the use of metaphor in Your Play Title. The scene where [specific detail] stuck with me for days.” This isn’t asking for anything; it’s genuine engagement.
Enroll in a Workshop or Class (If Available): This is, hands down, the strongest and most direct path. If your potential mentor teaches a workshop, take it. This instantly establishes a professional relationship, provides dedicated time, and allows them to see your work and work ethic firsthand. It also implies a transactional understanding – you pay for their time, demonstrating your commitment.

Example: Instead of emailing a playwright you admire saying, “Will you mentor me?”, enroll in their online masterclass on dramatic structure. In that class, demonstrate your engagement, submit strong work, and ask thoughtful questions. This provides the natural pathway for them to see your potential.

The “Micro-Ask” – Building the Relationship Piecemeal

Don’t ask for a year-long commitment right off the bat. Start small.

“Could I buy you a coffee/a short Zoom call to pick your brain about X specific challenge I’m facing?” (e.g., “I’m struggling with the pacing of my second act and was hoping you might share some insights on how you approach that challenge, based on your work on Play Title.”)
“Would you be open to reading a short excerpt (e.g., 10 pages) of my play and offering some initial thoughts?” (Offer to pay for their time if appropriate, especially if you have no pre-existing relationship.)
“I’m revising my play My Play Title and was inspired by your [specific technique/theme]. Would you be willing to share any resources or articles that informed your approach to [that technique/theme]?”

Key: The “micro-ask” is a low-commitment request that demonstrates you’ve done your homework, are respectful of their time, and are genuinely seeking specific guidance, not just general hand-holding. It also creates a small obligation for them, which can then be reciprocated.

Crafting the Initial Approach (Email Example)

If a direct approach is your only option (e.g., no public events, no workshops), make it stellar.

Subject Line: Briefly introduce yourself and the purpose.
* Bad: “Mentorship Request”
* Good: “Introduction & Inquiry: Playwright deeply inspired by your work on [Play Title]”
* Better: “Inquiry: Seeking Advice on [Specific Craft Challenge] – [Your Name]”

Body:
1. Respectful Introduction: Who you are (briefly), and why you’re writing specifically to them.
* Example: “Dear Ms./Mr. [Mentor Last Name], My name is [Your Name], and I am an emerging playwright based in [Your City/Region]. I’m writing to you today because I’ve been profoundly impacted by your work, particularly [Specific Play Title], which I saw/read [X years ago]. Your use of [specific admired technique, e.g., ‘non-linear narrative’] truly opened my eyes to the theatrical possibilities of storytelling.”
2. Demonstrate Your Homework: Prove you know their work and aren’t just sending a generic email.
* Example: “I found your recent interview on [Podcast Name] discussing your revision process incredibly insightful, especially your comments on how you approach character voices. I’m currently grappling with a similar challenge in my own play, [Your Play’s Title], a [brief genre/theme description].”
3. State Your Specific Micro-Ask: Be clear, concise, and low-commitment. Frame it as seeking their specific expertise.
* Example: “Given your expertise in [specific area, e.g., ‘character differentiation’], I was wondering if you might be open to a very brief, 15-minute virtual conversation. I’m specifically struggling with how to make the two sisters in my play sound distinct despite their shared background, and I believe your insights on that topic, perhaps as you approached [characters in their play], would be invaluable.”
* Offer Value/Respect Time: Add, “I understand your time is incredibly valuable, so even a brief suggestion of a resource or a quick thought would be immensely helpful. I can send a very short synopsis of the play for context if that would aid our discussion.”
4. Briefly Mention What You Have (Optional, for established writers):
* “I have completed a first draft of this play, and I am committed to its development.” (Don’t attach the play to the initial email unless asked.)
5. Professional Closing:
* “Thank you for considering my request. Regardless of the outcome, please know how much I admire your contributions to theatre.”
* “Sincerely, [Your Full Name]”
* [Your Website/LinkedIn (optional, if professional)]

Key Don’ts:
* Don’t attach your entire play.
* Don’t make it about you getting famous. Make it about you learning.
* Don’t demand their time.
* Don’t send a generic mass email.

Handling Rejection (or Silence)

It’s inevitable. Playwrights are busy, often overstretched. Do not take it personally. A polite “no” or no response is not a judgment on your talent. It’s a logistical reality for them. Move on to the next potential mentor on your list. Remember: finding a mentor is a matchmaking process; not every match is perfect.

Phase 4: Nurturing the Mentorship – Making it Productive and Sustainable

Congratulations, you’ve established contact! This is where the real work begins – building a relationship that is mutually beneficial and sustainable.

Define Expectations Clearly (The Mentorship Agreement)

This doesn’t need to be a legal document, but it absolutely needs to be a conversation. When a mentor agrees to help, this is your chance to clarify.

Frequency: How often will you connect? (e.g., “Once a month for an hour,” “As needed for specific questions,” “After major revisions of a play.”)
Method of Communication: Email, phone, Zoom, in-person?
Scope of Mentorship: Is it about a specific play? General career advice? Craft development? What will you be sending them? (e.g., “Scenes from my WIP,” “Completed drafts,” “Questions about submissions.”)
Feedback Style: Do you prefer direct, critical feedback, or a more conversational approach? (Most mentors will default to direct, but it’s good to be on the same page.)
Compensation (If Applicable): For some, this will be pro-bono, driven by a desire to give back. For others, particularly highly in-demand professionals, a consultation fee or agreed-upon payment for their time is standard. Be prepared to discuss this respectfully, or to offer it upfront for specific asks. “What is your hourly rate for this kind of consultation?”
Duration (Implicit or Explicit): Is this a short-term, project-specific mentorship, or a longer-term advisory relationship?

Actionable Step: Once the mentor agrees to engage, you might send a very professional, brief follow-up email reiterating what you’ve discussed or proposing a structure based on your needs.
* Example: “Thank you again for agreeing to guide me on My Play Title. To ensure we make the most of your valuable time, I propose we aim for a 30-minute Zoom call every [e.g., other week/month], where I can share [specific pages/questions] in advance. My primary goal for these sessions is [specific area, e.g., ‘to strengthen character backstories and motivations’]. Does that sound workable?”

Do the Work and Be Prepared

This is non-negotiable. A mentor is not a miracle worker; they are a guide. You must put in the effort.

Show Up Prepared: If you have a call, have your questions written down. If you’re sending pages, they should be as polished as you can make them at that stage.
Take Notes: What the mentor says is gold. Document it. Don’t rely on memory.
Be Receptive to Feedback: Your ego needs to be in check. Listen open-mindedly. Ask clarifying questions (“When you say ‘raise the stakes,’ could you give an example of how that might look in this specific scene?”). Don’t get defensive.
Implement and Report Back: The most impressive thing you can do for a mentor is show that their advice makes a difference. “I took your suggestion about adding the subtextual tension to that monologue, and it really shifted the dynamic. Here’s the revised version.” This validates their effort and shows your commitment.

Respect Their Time and Boundaries

Their time is precious.

Be Punctual: For calls or meetings.
Adhere to Agreements: If they asked for 10 pages, don’t send 30. If they said email questions, don’t call.
Don’t Overburden: Don’t send multiple pieces of work simultaneously unless explicitly requested. Don’t expect instant replies.
Understand Their Life: They have their own projects, deadlines, and lives. Your mentorship is one part of their busy schedule.

Demonstrate Gratitude and Reciprocity

A mentorship is a gift of time and wisdom.

Express Sincere Thanks: After every substantive interaction, send a brief, genuine thank you. Be specific: “Your insight on crafting the inciting incident of Act I was incredibly helpful; I immediately saw how to re-frame the opening scene.”
Acknowledge Their Impact: If their advice leads to a breakthrough, tell them! If you get a reading or a prize, tell them how their guidance contributed.
Consider a Generous Gesture (Non-Monetary): A thoughtful, modest gift during the holidays (a book, a specific blend of coffee they enjoy, a relevant theatre-related item) can be appropriate if the relationship is established. Never offer gifts right at the beginning; it can feel like a bribe.
Pay it Forward: The best way to reciprocate a mentor is to one day become a mentor yourself.

When to End the Mentorship (or Let it Evolve)

Mentorships aren’t usually forever. They evolve.

Natural Conclusion: You might have achieved the specific goals you set out for that project or phase.
Shift in Needs: Your development might take you in a direction where a different type of mentor is now more appropriate.
Mentor’s Availability Changes: They might become too busy, or retire.

Always communicate proactively and respectfully. “Thank you so much for your incredible guidance over the past year. With My Play Title now moving to its next stage of development, I feel I’ve gained profound insights from our work together. I’d love to keep you updated on its progress, and perhaps reach out occasionally if a very specific question arises in the future. I am so grateful for your wisdom.”

This leaves the door open for an ongoing, less formal advisory relationship, rather than an abrupt end.

The Pitfalls to Avoid

Even with the best intentions, mentorships can go awry.

The “One-Way Street” Mentee: You only take, never give. You don’t do the work, you don’t implement feedback. This quickly burns out a mentor.
The “Networking Shark”: Your primary goal is to use the mentor for their connections rather than their wisdom. This is quickly perceived and deeply unprofessional.
Lack of Proactivity: You don’t schedule, you don’t follow up, you don’t ask specific questions. The mentor shouldn’t have to chase you.
Ignoring Feedback: You ask for notes, but consistently ignore them or argue defensively. This suggests you don’t actually value their input.
Over-Reliance/Boundaries Issues: Expecting emotional support for every rejection, or sending them every single thought you have. Understand professional boundaries.
Comparing Yourself to Your Mentor: While inspiring, constant comparison can be detrimental to your unique voice. Your journey is your own.

Conclusion: The Playwright’s Lifeline

Finding a playwriting mentor is not about finding a magic bullet for success. It’s about finding a guide, a sounding board, and an accelerant for your growth as an artist. It demands proactive effort, humility, respect, and a genuine commitment to your craft. The insights gained, the mistakes avoided, and the industry navigation illuminated by a seasoned professional can shave years off your learning curve and significantly deepen your artistic practice.

Approach this journey with intention, prepare diligently, engage respectfully, and nurture the relationship with genuine gratitude and dedication. The playwright’s journey is often long and arduous, but with the right mentor by your side, it can be a shared exploration, richer in insight and far more rewarding. Your plays — and your career — will reflect the profound investment you make in seeking and sustaining this invaluable connection.