Minneapolis improv comedy kings bow down to 'Harold'

"Chia Pets!"

The voice rang out above dozens of others as the near-sellout crowd at Huge Improv Theater scrambled to suggest something nostalgic.

Then members of an improv comedy team stepped up to relate anecdotes and associations the phrase brought to mind — like how the shoulder-pad fashion trend of the 1980s made every woman look like a linebacker.

Ten minutes later, the team and the audience were in the thick of three off-kilter narratives, following a quintet of musically inclined fur trappers; a father intent on watching bizarre VHS tapes with his son; and a quest for the secret of Rob Lowe's eternal youth. By the end of a half-hour, all of those seemingly unrelated stories managed to dovetail into something resembling a satisfying conclusion.

Welcome to the Harold. Or at least, one interpretation of the Harold. It's all part of Huge's "Harold Turns 50" celebration of what's arguably the most important cornerstone of long-form improv.

So what exactly is a Harold? Basically, it's a set of guidelines that help an improv team develop a scene. "The simplest explanation is just three story lines, each visited three times," said Huge co-founder Butch Roy.

You can pick out the familiar beats of the Harold in just about every TV sitcom.

"A group of performers will take an audience suggestion and build on that idea in ways that are unpredictable even to the performers," said Molly Chase, director of House of Whimsy, one of three teams that are performing at Huge every Saturday through the end of October. "There will likely be moments of poignancy and humor, and the whole room — audience and improvisers — are in it together.

"It's immediate, it has never happened before, and will never happen again."

The first Harold was performed in 1967 by the Committee, a San Francisco-based comedy group known for experimenting with narrative structures that employed improv games and exercises.

When the group decided that it needed a name for its creation, one member reportedly cracked that "Harold" would be nice. The handle stuck, to the slight chagrin of generations of performers who have had to explain its origin.

Committee member Del Close dedicated much of his career to honing and teaching the Harold. In the 1994 book "Truth in Comedy," generally regarded as the improviser's bible, he and co-authors Charna Halpern and Kim "Howard" Johnson explain that "the Harold is like the space shuttle, incorporating all of the developments and discoveries that have gone before it into one new, superior design."

Close's efforts as an instructor and co-founder of Chicago's iO Theater became the foundation for much of American comedy as we know it.

No local venue feels that influence more acutely than Huge Theater. With "Harold Turns 50," Minnesota's most visible improv venue is paying homage to its roots and giving some of the Twin Cities' top improvisers a chance to get back to the basics.

"There are a lot of improv structures, but there's something magic about the Harold, the way you start with an opening and it brings out a truth," said Drew Kersten, director of the Kempt team.

Kempt assistant director John Gebretatose agreed that it's all about capturing those truths. "It's people playing with confidence … making comment on real-life things. Like women's shoulder pads in the '80s and how they had to look like football players just to get through life. For me, that's what makes it successful: a through-line or a narrative commenting on society."

One of the reasons improv remains a hard sell for some audiences is that it's the ultimate "had to be there" entertainment. It's difficult to explain how the shoulder pad observation might snowball into a scene about Jennifer Aniston devouring the life force of her young fans, but for those watching the performers feed off one another's energy and make connections, the evolution is electrifying.

Those hazy connections are very much by design, Kersten said. "If the opening is about Diet Coke, you don't want to see three scenes about Diet Coke. You want them spread out as far as possible, so when they start to come back together it brings a bit more of that magic."

The laughs in a Harold show seldom come from a standard setup/punchline delivery. In fact, one of the first rules laid out in "Truth in Comedy" is "Don't go for the jokes." Instead, the comedy in a long-form show comes largely from watching relatable situations spiral into unexpected directions.

"The least successful Harolds are when we let our 'I know where this needs to go' take over and steer things instead of discovering all the way through," Roy said. "Because if we know where it needs to go, so does the audience."

The form's flexibility is obvious watching the three teams of five performers in the "Harold Turns 50" showcase.

On opening night, the House of Whimsy team produced a trio of focused, slice-of-life vignettes about crumbling relationships, disillusioned carnival workers and spiteful chess players. While the scenes frequently veered into weirdness, they remained grounded in a way that drew laughs of recognition from the crowd.

The Speficicity team, on the other hand, dove deeper into surreality right off the bat with a scene about two buddies literally riding each other's good vibes like a surfboard. That story line soon intertwined with two bird-watchers who misplaced a baby, and a home brewer crafting a hugely popular beer that smelled of cat urine, all of it building into a crescendo of absurdity that had the audience roaring for very different reasons.

As much reverence as the local improv community has for the Harold, the form represents something different in the Twin Cities than it does in improv hotbeds such as New York, Chicago and Los Angeles, where making it onto a high-profile Harold team can be a major career steppingstone. Many performers move to those cities for that reason.

"In Minnesota it's a strong part of the tradition, but at Huge Theater, Harold is only one of the forms that gets done," Kersten said.

While Close did some work with Minnesota comedy godfather Dudley Riggs and his Brave New Workshop, Huge encourages experimentation and focuses more on building strong teams of performers, regardless of form.

"Team first, format second: That's what differentiates us from the coasts," Gebretatose said. "We're better anyway," he added with a laugh.

Ira Brooker is a St. Paul-based freelance writer and editor.

WASHINGTON — President Donald Trump ‘s administration moved Tuesday to end affirmative action in federal contracting and directed that all federal diversity, equity and inclusion staff be put on paid leave and eventually be laid off.

The moves follow an executive order Trump signed on his first day ordering a sweeping dismantling of the federal government’s diversity and inclusion programs that could touch on everything from anti-bias training to funding for minority farmers and homeowners. Trump has called the programs ‘’discrimination'' and insisted on restoring strictly ‘’merit-based'' hiring.

The executive order on affirmative action revokes an order issued by President Lyndon Johnson, and curtails DEI programs by federal contractors and grant recipients. It’s using one of the key tools utilized by the Biden administration to promote DEI programs across the private sector — pushing their use by federal contractors — to now eradicate them.

The Office of Personnel Management in a Tuesday memo directed agencies to place DEI office staffers on paid leave by 5 p.m. Wednesday and take down all public DEI-focused webpages by the same deadline. Several federal departments had removed the webpages even before the memorandum. Agencies must also cancel any DEI-related training and end any related contracts, and federal workers are being asked to report to Trump’s Office of Personnel Management if they suspect any DEI-related program has been renamed to obfuscate its purpose within 10 days or face ‘’adverse consequences.‘’

By Thursday, federal agencies are directed to compile a list of federal DEI offices and workers as of Election Day. By next Friday, they are expected to develop a plan to execute a ‘’reduction-in-force action'' against those federal workers.

The memo was first reported by CBS News.

The move comes after Monday’s executive order accused former President Joe Biden of forcing ‘’discrimination'' programs into ‘’virtually all aspects of the federal government'' through ‘’diversity, equity and inclusion'' programs, known as DEI.

That step is the first salvo in an aggressive campaign to upend DEI efforts nationwide, including leveraging the Justice Department and other agencies to investigate private companies pursuing training and hiring practices that conservative critics consider discriminatory against non-minority groups such as white men.

The executive order picks up where Trump’s first administration left off: One of Trump’s final acts during his first term was an executive order banning federal agency contractors and recipients of federal funding from conducting anti-bias training that addressed concepts like systemic racism. Biden promptly rescinded that order on his first day in office and issued a pair of executive orders — now rescinded — outlining a plan to promote DEI throughout the federal government.

While many changes may take months or even years to implement, Trump’s new anti-DEI agenda is more aggressive than his first and comes amid far more amenable terrain in the corporate world. Prominent companies from Walmart to Facebook have already scaled back or ended some of their diversity practices in response to Trump’s election and conservative-backed lawsuits against them.

Here’s a look at some of the policies and programs that Trump will aim to dismantle:

Diversity offices, training and accountability

Trump’s order will immediately gut Biden’s wide-ranging effort to embed diversity and inclusion practices in the federal workforce, the nation’s largest at about 2.4 million people.

Biden had mandated all agencies to develop a diversity plan, issue yearly progress reports, and contribute data for a government-wide dashboard to track demographic trends in hiring and promotions. The administration also set up a Chief Diversity Officers Council to oversee the implementation of the DEI plan. The government released its first DEI progress report in 2022 that included demographic data for the federal workforce, which is about 60% white and 55% male overall, and more than 75% white and more than 60% male at the senior executive level.

Trump’s executive order will toss out equity plans developed by federal agencies and terminate any roles or offices dedicated to promoting diversity. It will include eliminating initiatives such as DEI-related training or diversity goals in performance reviews.

Federal grant and benefits programs

Trump’s order paves the way for an aggressive but bureaucratically complicated overhaul of billions of dollars in federal spending that conservative activists claim unfairly carve out preference for racial minorities and women.

The order does not specify which programs it will target but mandates a government-wide review to ensure that contracts and grants are compliant with the Trump administration’s anti-DEI stance. It also proposes that the federal government settle ongoing lawsuits against federal programs that benefit historically underserved communities, including some that date back decades.

Trump’s executive order is a ‘’seismic shift and a complete change in the focus and direction of the federal government,‘’ said Dan Lennington, deputy council for the conservative Wisconsin Institute for Law & Liberty, which has pursued several lawsuits against federal programs. The institute recently released an influential report listing dozens of programs the Trump administration should consider dismantling, such as credits for minority farmers or emergency relief assistance for majority-Black neighborhoods.

He acknowledged that unwinding some entrenched programs may be difficult. For example, the Treasury Department implements housing and other assistance programs through block grants to states that have their own methods for implementing diversity criteria.

Pay equity and hiring practices

It’s not clear whether the Trump administration will target every initiative that stemmed from Biden’s DEI executive order.

For example, the Biden administration banned federal agencies from asking about an applicant’s salary history when setting compensation, a practice many civil rights activists say perpetuates pay disparities for women and people of color.

It took three years for the Biden administration to issue the final regulations, and Trump would have to embark on a similar rule-making process, including a notice and comment period, to rescind it, said Chiraag Bains, former deputy director of the White House Domestic Policy Council under Biden and now a nonresident senior fellow with Brookings Metro.

Noreen Farrell, executive director of gender rights group Equal Rights Advocates, said that she was hopeful that the Trump administration ‘’will not go out of its way to undo the rule,‘’ which she said has proved popular in some state and cities that have enacted similar policies.

And Biden’s DEI plan encompassed some initiatives with bipartisan support, said Bains. For example, he tasked the Chief Diversity Officers Executive Council with expanding federal employment opportunities for those with criminal records. That initiative stems from the Fair Chance Act, which Trump signed into law in 2019 and bans federal agencies and contractors from asking about an applicant’s criminal history before a conditional job offer is made.

Bains said that’s what Biden’s DEI policies were about: ensuring that the federal government was structured to include historically marginalized communities, not institute ‘’reverse discrimination against white men.‘’

Despite the sweeping language of Trump’s order, Farrell said, ‘’the reality of implementing such massive structural changes is far more complex.‘’

“Federal agencies have deeply embedded policies and procedures that can’t simply be switched off overnight,‘’ she added.