What's your process for prioritizing urgent team problems?

My favorite reframe is defining the problem and then asking "what's the worst thing that happens if this doesn't get solved?" Then it's easy to know how much time and energy that problem deserves.

While defining the issues at hand is important you should also take time to identify those that need the most urgent attention and then ensure a common understanding among team members regarding the issues that need to be addressed.

Use problem structuring techniques such as the fishbone diagram or the issue tree to break down your problem in its components. You will most likely find that addressing your problem is not as hard as it seemed at first glance and you will be able to identify which component of the problem, if solved, will take 80% away. Pareto is everywhere, use it to your adavantage

Determine the potential impact of each urgent problem on collaborative articles, soft skills, and leadership development. Consider factors such as the scope of the problem, the number of team members affected, the potential for escalation, and the alignment with overall goals.

It's important to categorize issues based on their potential impact on the team's overall goals and the organization's bottom line. Immediate threats to project deliverables or factors impeding team cohesion and productivity take precedence. But if it's a people problem, it will demand a more nuanced approach. Addressing interpersonal issues or concerns about team dynamics typically takes priority, as unresolved people problems can escalate and permeate, affecting morale, collaboration, and ultimately the quality of work. In such cases, direct intervention, open communication, and sometimes mediation become essential before further delegation or deferral.

It's ALL based on Impact vs. Inputs. We have 3 inputs: People, Time, and Money. Projects have to give us the highest ROI for those 3 inputs. I also look for things we can do to solve problems that will give us leverage, and pay dividends for months or years. We work to fix the broken or missing systems.

Another question I would add: How will I help team members mitigate any issues (missing deadline on another project, rescheduling meetings, and so on) that will arise from them focusing on this urgent problem? It is important to consider how you will support people to actually prioritize something when they have a lot going on at work already. This is especially true for junior staff members who often feel that their priorities are shifted by senior leadership (urgent and non-urgent). While we encounter urgent issues, it is still important for leaders to lead with compassion and empathy during these challenging times. This ensures that resolving this issue doesn't lead to more long-term issues with employee engagement and trust.

Evaluate the resources (time, manpower, tools) required to address each urgent problem. Consider the availability of resources and whether allocating them to one problem might affect the resolution of others.

In the modern workplace, middle managers face many challenges. They're feeling pressure from both the top and bottom trying to deliver on demanding organizational agendas without always receiving adequate training, tools, or support to be effective. So, they may need more resources (time being the most significant) to handle urgent team problems. Utilizing the services of an external consultant can be a helpful resource. They can save time and money because they not only bring a level of expertise and experience that some managers may not possess, but they also have the time to focus on this urgent issue and become a support to overtaxed managers juggling so many other important obligations.

My basic decision framework is this: Will fixing the problem: -Make Employees happier - eNPS -Make Customers happier - NPS -Make us more Profit -Increase Revenue And I consider them in that order. Also - is there a broken or missing system we can put in place to fix it? Lastly, do the people faced with it have the skills and confidence to fix it, and how can I apply Situational Leadership to assist them where needed.

I've personally used the Eisenhower matrix many times over the years, both as an executive and more recently, with my leadership coaching clients. Frameworks can inspire valuable intellectual exercises but I find the simple, intuitive tools are best because they lead easily to concrete action. The Eisenhower matrix is a shining example of this that's stood the test of time.

Remember that effective prioritization involves a combination of rational analysis, collaboration, and adaptability. You can make informed decisions that address urgent team problems while staying aligned with your team's objectives in collaborative articles, soft skills development, and leadership growth.

It is important to understand that within a day, everyone has their peak period. when dealing with my team, i train them how to identify their peak period of the day in which they will be very productive. that would be the best time to prioritize the most impactful problem to. I hope this helps