In my experience, prioritisation is primarily driven by value or "what is at stake". During crisis, it is even more important to bring this point of view forward, to help the team focus on critical topics vs lower value ones that they can defer or even drop. This sets clear directions for the team to execute. Another way to deal with this would be to split the team based on types and value of tasks involved in crisis situations based on skills to contain the situation. All this, while maintaining a structured way to doing things, and guiding the team with a calm mind, and demonstrating resilience as a leader incase the team hits a roadblock.

Identify the most urgent and high-impact tasks—what absolutely cannot fail—and communicate these as the non-negotiables. Then, triage other priorities based on risk and available resources. Involve your team by explaining the rationale behind choices, which builds trust and keeps them engaged even under pressure. Be visible, decisive, and calm—your steadiness sets the tone. Regular check-ins help you adjust quickly as things evolve. When everyone understands the why behind each action, even though calls feel more manageable, and your team can pull together rather than apart.

During a crisis with conflicting priorities, I will first establish a clear command structure and assess the situation through rapid stakeholder alignment. By prioritizing tasks based on impact, urgency, and feasibility, I’ll ensure transparent communication across all teams. I will facilitate collaborative decision-making while maintaining agility, reallocating resources as needed. Conflict resolution will be handled through data-driven reasoning and active listening, ensuring all perspectives are valued. Regular updates will maintain momentum and morale. This structured yet adaptive approach ensures stability amid chaos.

In a crisis, I prioritize clarity, communication, and collaboration. I quickly assess urgent vs. important tasks, align the team on shared goals, and delegate based on strengths. I ensure transparency, manage tensions calmly, and adapt plans in real-time to keep momentum without compromising team morale. #talktoseemashah

"Managing team conflict? Use structured facilitation—research shows 65% of high-performing teams resolve disputes faster with clear mediation, per MIT Sloan. Encourage open dialogue, set ground rules, and use tools like DISC assessments to understand team dynamics. Align on shared goals to refocus energy. #TeamManagement #ConflictResolution"

Stay calm, assess the situation, and clearly define the most urgent priorities. Communicate transparently, delegate tasks wisely, and keep everyone focused on the common goal.

🔥 Stay calm and establish a clear crisis command structure 🎯 Reassess and align on top priorities—what must be done now 🔁 Communicate frequently and transparently to reduce confusion 🤝 Redistribute tasks based on urgency and team strengths 🛠️ Remove blockers swiftly and provide resources where needed 💬 Foster psychological safety so concerns surface early 📈 Review decisions post-crisis to improve future response

Handling conflicting priorities during a crisis requires a nuanced approach that balances immediate needs with long-term strategic goals. While many advocate for a strict prioritization framework, I argue that fostering a culture of open communication and collaboration can lead to more innovative solutions. Empowering team members to voice their insights not only enhances engagement but also cultivates resilience, allowing the team to adapt dynamically to shifting circumstances. This approach can transform conflict into a catalyst for growth, ultimately driving more sustainable outcomes in high-pressure situations.

Leading your team with questions is how you make decisions as a team. When you make decisions as a team, the team feels a lot better. The team are more willing to listen to each other and help each other. You as the leader will find it a lot easier to gain the team’s buy-in, and as a leader this is all you need to make things happen. When the team are coming up with the answers and the solutions, everyone is bought-in, and everyone is involved in the decision making process. When you make a decision with your team, and value everyone’s input, the team will feel respected. You will get into the habit of asking questions, and intentionally helping your team to think for themselves. It will become second nature to you.