What is the most effective way to handle conflict with a difficult actor?

1 Identify the problem

The first step to handle conflict with a difficult actor is to identify the root cause of the problem. Is the actor unhappy with their role, script, director, or co-stars? Are they struggling with their performance, skills, or confidence? Are they facing any personal or professional challenges that affect their behavior? Are they simply rude, arrogant, or disrespectful? By understanding the source of the conflict, you can tailor your approach and communication accordingly.

3 Seek support and collaboration

The third step to handle conflict with a difficult actor is to seek support and collaboration from others. Depending on the nature and severity of the problem, you may need to involve other members of the production team, such as the director, producer, stage manager, or castmates. They can offer you advice, mediation, or intervention, as well as share their own experiences and insights. You can also seek external help from mentors, coaches, counselors, or peers, who can provide you with emotional support, guidance, or referrals. Remember that you are not alone, and that working together can help you resolve the conflict more effectively.

4 Set boundaries and consequences

The fourth step to handle conflict with a difficult actor is to set boundaries and consequences for their behavior. While you should try to be flexible, empathetic, and accommodating, you should also be firm, consistent, and assertive. You need to establish what is acceptable and unacceptable in your production, and what are the rewards and penalties for complying or violating them. For example, you can offer praise, recognition, or incentives for positive behavior, and warn, reprimand, or dismiss for negative behavior. You should also document and report any incidents or actions that occur, and follow up on them accordingly.

5 Focus on the solution

The fifth step to handle conflict with a difficult actor is to focus on the solution, rather than the problem. Instead of dwelling on the past, grudges, or mistakes, you should look forward to the future, goals, and opportunities. You should also be open to compromise, negotiation, and innovation, and try to find win-win outcomes that benefit both parties. You should also celebrate the achievements, progress, and improvements that you and the actor make, and reinforce the positive aspects of your relationship and collaboration. By focusing on the solution, you can foster a more productive, creative, and harmonious environment for your theatrical production.

6 Learn and grow

The sixth and final step to handle conflict with a difficult actor is to learn and grow from the experience. Conflict can be a valuable opportunity to develop your skills, knowledge, and character, as well as to improve your production, performance, and relationships. You should reflect on what you did well, what you could have done better, and what you can do differently in the future. You should also seek feedback, evaluation, and improvement from yourself and others, and apply them to your practice. You should also appreciate the lessons, insights, and perspectives that you gained from the conflict, and use them to enhance your theatrical production and career.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?