The Jerk Factor: Dealing with Drama In Drama
We’ve all experienced it: the Jerk Factor.
For those of you who aren’t familiar with the term 'Jerk Factor’, it’s a descriptor used to reference anyone acting in an unprofessional, amoral, unethical or undesirable way within a professional setting. Most casts and crews within a professional singer's lifetime are harmonious conglomerations.
But every now and then, you'll encounter an entity who just can't seem to 'play nice' with ANYONE, or who allows their emotions to get the better of them on a regular basis...or who are just plain 'jerks' ALL THE TIME. When this happens, it's the Jerk Factor in action.
Some examples of the Jerk Factor include but are not limited to:
-a singer exiting an audition room and complaining loudly about the accompanist to anyone who will listen
-singers intimidating other singers about their appearance, repertoire choices or physicality at competitions, auditions, masterclasses, etc
-a singer bitching about the accompanist/conductor/director/fellow singers, who are present
-a coworker arguing with the director/conductor/stage manager in front of the entire cast
-a colleague offering you unsolicited advice, instructions, or stage notes
-a singer berating the door monitor for auditions running ahead/behind
This type of unprofessional behavior isn’t uncommon. Unfortunately, it’s permeated our world to the point of almost becoming the norm. The Twitter account @OverheardatNOLA’ was strictly created to document the obnoxious, diva-esque behaviors observed at the popular NYC audition location (now newly-retired, RIP NOLA).
In a world in which your instrument is quite literally yourself, egos and insecurities can run amok. There’s a common misconception in the performing arts that in order to become and remain successful, you have to be aggressive. This aggression manifests into the 'Jerk Factor’.
The Jerk Factor can emerge anywhere, at any time, to anyone whose insecurities overtake their common sense. Emotions tend to run extremely high at auditions and performances, which accounts for this sort of behavior becoming more prevalent. Diva fits, temper tantrums, and grievances can escalate quickly into issues that are completely inappropriate...and uncomfortable. Nobody likes to be stuck in the midst of an argument in which they aren’t involved--that goes double for when that argument takes place onstage with a large ensemble present.
If left unchecked, this sort of behavior can become a nasty little habit. Infamous tales of superstars throwing ‘diva fits’ may be legendary, but this doesn’t mean they are acceptable by any standards. In today’s day and age, word of mouth is everything: if you participate in these sort of behaviors regularly, you run the risk of garnering a reputation for being ‘difficult’. This can lead to you being labeled as ‘unprofessional’, which is the kiss of death to any performer seeking a viable career.
On the opposite end are those who are widely-identified as jerks, but to whom there seemingly are no consequences whatsoever. Within every regional industry, some ‘jerks’ seem to thrive despite their behaviors, not because of it. Bullies, harassers, deal breakers, intimidators and assholes can survive despite garnering toxic reputations. No matter how awful the ‘jerk’ may act, companies will continue to offer these individuals work. In the past, this was blamed on a lack of formalized communicative efforts within communities. In Chicago, the emergence of Not In Our House has led to these sorts of behaviors are being tolerated less and less. The performing arts communities can hope that one day, ‘jerks’ will be weeded out of our communities altogether-- for now, it’s enough to document and share the names of known offenders.
So...what do you do when you find yourself dealing with a ‘jerk’ in a professional setting?
The answer for everyone is different, depending on their personality, their preferred approach, the situation itself, etc. I personally have created a three-step approach to disengaging myself from ‘jerks’:
Empathy: ‘Jerks’ can be irritating at best; at their worst, they can be downright offensive and hurtful. No matter what behaviors the ‘jerk’ in question might be displaying, I try to remind myself to practice empathy. I may not be in control of the ‘jerk’s actions, but I am in total control of my own. I remind myself that the person in question is still a person, no matter how poorly they might be reflecting it at the present. I try to find a reasoning for their behavior--insecurity, fear, anxiety--and use that to find some sort of empathy for them. This is less an exercise for their benefit as it is for my own mental sanity--I’m much less likely to verbally snap back at someone I feel sorry for.
Confrontation: ’Confrontation’ can be a scary word for some people, but the actual event itself doesn’t have to be. Confronting a ‘jerk’ within a professional doesn’t have to involve an Old West-style showdown. Bullies and ‘jerk’s thrive on social acceptance (which includes non-reactions or people attempting agreement for the sake of politeness). By calmly showing that you do not accept their behaviors, you deny them the instant gratification and attention that they seek. Usually, a simple but firm negation is enough to shut down the unwanted engagement or behavior. Take the time to plan out some possible responses based on the ‘jerk’s past behaviors, so that when the time comes, you will not offer a ‘kneejerk’ reaction. Above all, do not allow yourself to escalate the confrontation; if you find yourself losing control of your calm, turn and walk away. The point is to demonstrate that you are not interested in participating in their toxic behavior, nor will you tolerate it. Some good examples of professional confrontation include:
-“I’m trying to concentrate on my upcoming scene, so I really can’t talk to you right
now.”
-”Thank you for the suggestions, but I’m going to continue to follow my director’s
instructions.”
-“I really don’t think this conversation is appropriate for a professional environment, do
you?”
- “Wow, it sounds like you’re really upset about so-and-so’s actions! You should take this
up with them directly, or speak with the Deputy about your concerns.”
Documentation: Every now and then, I’ll encounter a jerk who is unrelenting. No matter how often I might shut down a conversation or refuse to engage in any sort of interaction, they will not stop attempting to throw their toxic shade my way. When this happens, I start documenting the interactions. I’ll write down in my rehearsal planner what the individual said, when, and where. My next step is to turn this information and a formalized complaint into the proper authorities, such as my Non-Equity Deputy. Most casts are asked to elect a representative to upper management; should any complaints or concerns arise, cast members are to approach the Deputy, who will approach the proper channels in turn. If my production doesn’t have a Deputy, I’ll take my complaint to my stage manager. After I have done this, my duty is done--meaning, I will not discuss or divulge events to my fellow castmates. Rumors and gossiping only promote bad behaviors and toxicity in the workplace, which I’m actively attempting to stomp out by with my reporting; it makes no sense for me to continue to feed the very cycle I’m attempting to break.
Encountering colleagues that are ‘jerks’ can be a blessing in disguise. Not only do they encourage you to appreciate the generous, professional colleagues out there, they opens up the opportunity for self-reflection. Take a moment to consider your own behaviors within professional settings, whether that be auditions or rehearsals--have you ever reacted to events in a way that could be described as ‘jerkish’? If so, take a moment to examine the impetus behind these behaviors. Were you insecure with your talents or your preparation? Were you uncomfortable with staging or with a colleague? Examining the deeper issues behind your own failings can help you to understand the way you react to certain stimuli. This will in turn ensure that you change your future behaviors, creating a more positive, professional and enjoyable work environment for everyone.
As maddening as these behaviors can be while you’re encountering them, it helps to remember that not every artist you’ll collaborate with suffers from ‘jerkism’. For every person who has garnered a reputation as a jerk, there are tons of artists who have succeeded by weaving together collaborations, by keeping their word, and by quietly creating ‘good art’. Keep an eye out for them as well as for the ‘jerks’, encourage them and promote their work. In the end, empathy, generosity and kindness benefit us all.