In many organizations, managers face intense pressure from tight deadlines, high client expectations, and organizational challenges. Naturally, they may want their teams to empathize with these pressures. However, does this approach improve performance?
A great leader shifts focus from seeking empathy for their own stress to ensuring their team understands business urgency and priorities. Pressuring employees to acknowledge a manager’s challenges can lead to reduced productivity and burnout. On the other hand, when a team fully grasps the urgency of their work, the organization becomes more agile, responsive, and efficient.
Leadership Models That Help Foster an Understanding of Urgency
1. Situational Leadership – Adapting Leadership to Readiness
According to Hersey and Blanchard’s Situational Leadership Model, a manager should adjust their leadership style based on the team’s readiness and competency.
- In high-urgency situations, managers should adopt a “directing” style, providing clear instructions and priorities.
- In a well-trained team that understands urgency, a “delegating” approach works best, allowing employees to act independently.
Instead of overwhelming employees with stress, managers should equip them with the tools and mindset to handle urgent situations proactively.
2. Transformational Leadership – Motivating Through a Shared Vision
Transformational leaders align their teams with the organization’s mission rather than burdening them with managerial struggles. Instead of saying, “I’m under pressure, so you need to work harder,” they communicate, “This task is crucial because it directly impacts our success.”
When employees see how their contributions drive business outcomes, they are more likely to respond effectively to urgent situations.
3. The Eisenhower Matrix – Distinguishing Between Important and Urgent
A common problem among managers is failing to differentiate between urgency and importance, leading to unnecessary stress. The Eisenhower Matrix helps teams categorize tasks into:
- Important & Urgent (needs immediate attention)
- Important but Not Urgent (requires planning)
- Urgent but Not Important (can be delegated)
- Neither Important nor Urgent (eliminate or minimize)
By fostering a structured approach to urgency, managers prevent unnecessary panic and create a balanced, high-performance team.
Why Teams Should Understand Urgency Rather Than a Manager’s Stress
Focus on Collective Goals, Not Individual Feelings: When teams understand the company’s priorities, they make better decisions rather than reacting emotionally.
Faster and More Accurate Decision-Making: Employees who comprehend urgency act quickly and independently without constant managerial input.
Reduced Workplace Burnout: A team that feels overwhelmed by their manager’s stress may lose motivation. However, when urgency is clearly communicated, challenges become engaging rather than exhausting.
Increased Accountability: Employees take ownership of their work when they understand why a task is urgent rather than feeling forced into it.
How Managers Can Communicate Urgency Without Unnecessary Stress
Common Mistake: Some managers try to boost productivity by repeatedly emphasizing their own pressure:
- “I’m under a lot of stress, so you need to work harder!”
This often backfires, causing either unnecessary anxiety or disengagement from employees who feel it’s not their problem.
Better Strategies:
✔ Clarify the Why: Instead of making urgency about personal pressure, frame it in terms of business impact:
- “If we complete this today, we can secure an important client.”
✔ Encourage Responsibility, Not Stress: Teams work best when they feel responsible, not burdened.
✔ Lead by Example: A calm and strategic manager during high-pressure moments sets the tone for the team.
✔ Use Proven Leadership Models: Approaches like Situational Leadership, Transformational Leadership, and the Eisenhower Matrix ensure employees grasp urgency without unnecessary panic.
Conclusion
Successful leaders don’t seek validation for their stress; they create an environment where employees understand urgency and act accordingly. Instead of transferring managerial pressure to their teams, they equip them with clarity, direction, and structured decision-making.
By focusing on clear priorities, effective leadership models, and empowering employees to handle urgency, organizations become more agile, resilient, and high-performing.
