Navigating Pressure: A Leader’s Guide to Managing Pressure and Protecting Team Success

9 min readJan 14, 2023

As a leader, it’s crucial to understand the different sources of pressure that you and your team may face, and take steps to protect them from unnecessary stress.

In this article, we’ll explore the different forms of pressure that leaders may encounter and discuss strategies for navigating them.

But before we dive in, let’s take a moment to reflect on the powerful wisdom of Queen and David Bowie from their hit song ‘Under Pressure’.

The lyrics may have been written in the 80s, but they still hold a lot of truth today when it comes to the impact of pressure on individuals and teams…

In October 1981, Queen and David Bowie released the single, ‘Under Pressure’ - the song was a massive hit and reached number 1 on the UK singles charts.

It was also voted the second best collaboration song of all time in a 2021 poll by Rolling Stone magazine.

Would you believe that it lost out to ‘One Sweet Day’ by Boyz II Men and Mariah Carey? What the heck is wrong with the world where a classic such as ‘Under Pressure’ would be beaten to the top spot by the so called ‘Queen of Christmas’?!?

I’ll include a link to the song at the end of the article for your listening pleasure (and you can see for yourself why it should have been way ahead of Mariah & BIIM)

Anyway, I digress…

To keep us on track, lets take a look at the lyrics from the opening verse:

First verse of the hit song ‘Under Pressure’

As David (Bowie) and Freddie (Mercury) so eloquently put it, there are some pretty serious consequences to putting a lot of pressure on people (putting people on the streets and splitting up families for example).

For the purpose of this article I am going to focus on the impact of pressure purely from a performance/career standpoint. But I do think it is important to acknowledge that stress and pressure does have real-world consequences on people outside of the professional environment.

Hat-tip here to Queen and David Bowie for such an amazing song!

Forms of Pressure

Ok, to the topic at hand…

As a leader, it’s important to understand the different sources of pressure that you and your team may face.

One common source of pressure is captured in the phrase ‘Shit rolls down hill’, which is essentially when a manager receives pressure from their superiors and inadvertently (or intentionally) passes it on to their team. This can create a toxic work environment where everyone is feeling the same level of pressure as the person who received it from the top.

This unfortunately happens more than we would like to think and I’m sure some of you reading this have either been through it before, or are experiencing it right now!

However, pressure can also come from within the team or department itself; whether it’s from a particular manager or department head, or from the direct manager of the employees themselves. In a competitive corporate world, the drive for promotions and pay rises can often lead to managers pushing their team too hard to achieve unrealistic targets.

Additionally, a common scenario that leaders may find themselves in a situation where they are not in control of the target-setting process and are pressured to meet targets that are set by higher-ups. This can lead to a lack of autonomy, stress and a feeling of helplessness among the team.

Regardless of the source, it’s important to recognize that these pressures can have a significant impact on your team’s performance and well-being. It’s crucial that as a leader, you understand the different scenarios that may arise and take steps to protect your team from unnecessary pressure

Guilty as charged

I’ve been there - I have been the leader who is pushing their team a little too hard because I wanted to ensure that my team (and I) were one of the top performing teams within our department.

As a new leader I didn’t have any expectations of being a top performer as I was part of a pretty big department at the time (around 16 teams with each team having 15–20 team members), and there were plenty of very good and experienced team leaders within that department.

However, I hit the ground running and within a very short space of time I was quickly being recognised as a top performer, and as a leader of high potential.

From no expectations of future progression anytime soon, all of a sudden it looked like it might be possible and I just needed to keep my performance on track…

This is when I fell into the trap of focusing on my own personal ambitions at the expense of my team.

To be clear, my team at the time were awesome and already very high performing with great passion and engagement. I really couldn’t ask for anymore from a team.

But I wanted more, I wanted to drive the team to newer heights so that I could nail on my brand as a top performer and make sure my end of year rating was the highest that the company gave. And maybe, just maybe I would get that promotion!

I ratcheted up the competition both in terms of our team vs. the rest of the department and also within the team itself. And I became so focused on us being a top performer that I lost sight on what got us there in first place.

I will always be eternally grateful to one of my teammates (Patricia) who had the courage to have a conversation with me to say that she didn’t feel as though the culture in the team was healthy anymore and that she was feeling under a lot of pressure.

This was the wake-up call that I needed and after a couple of days reflection on our conversation, I realised she was right. I had put my team under immense pressure just so I could realise my own personal goal - this was not good leadership and I was on the verge of undoing all the great things we had achieved as a team.

I managed to course-correct in time which included a genuine apology from me to my team in the next team meeting. This is a lesson that I have carried with me ever since.

Thank you Patricia - I really do appreciate you having the courage to have that conversation with me!

The impact of ‘pressure’

Pressure and stress can be a double-edged sword for leaders and their teams. On one hand, a moderate amount of stress can be beneficial, as it can help individuals get into a productive “zone” and achieve their goals.

However, when stress becomes excessive or prolonged, it can have detrimental effects on both the individual and the team as a whole.

Prolonged stress can lead to negative consequences such as burnout, poor mental health, poor decision making, and even an over-reliance on substances like caffeine, alcohol, and nicotine.

From a company standpoint, high stress levels can lead to decreased productivity, increased absenteeism, and high turnover rates, all of which can negatively impact a bottom line and morale.

It’s important to remember that stress and pressure are not one-size-fits-all. Each team member will have a different level of stress tolerance, and what one person can handle may be too much for another. A good leader will be aware of this and will be able to apply pressure in a way that is beneficial to the team.

In order to create a sustainable and productive work environment, it’s important to strike a balance between stress and rest. A little bit of stress can be beneficial, but it’s important to ensure that your team has the time and resources to recover and recharge. This will lead to a positive cycle of growth, rather than a negative cycle of burnout.

Leadership Skillz - Strategies and Best Practices

As a leader, you will undoubtedly face pressure and stress in your role. It is important to remember that a little bit of pressure can be a good thing, as it can help you and your team to perform at your best.

However, too much pressure can have detrimental effects on both your team and individual performance. Here are some strategies for navigating pressure and protecting your team’s success:

Absorb some of the pressure yourself: As a leader, you can act as a buffer for your team by absorbing some of the pressure that comes from higher-ups. This can help to prevent the negative effects of stress from cascading down to your team.
Escalate concerns: If your team is feeling the pressure, make sure that you highlight your concerns to your boss. You’ll want to make sure that you do this in a calm and rational manner and also consider the company perspective before you do so. Whilst there may not be a huge amount that your boss can do about the situation itself (depending on the source of the pressure) it is important that they are aware of it. They may be able to provide you with tools/resources to help or they may be able to highlight your concerns up the chain. Again, it may not change anything and you will need to ensure that you don’t continually complain about it (as you may damage your own brand by doing so) but it is a good idea to let your boss know.
Set realistic targets: If you are in control of target setting then try to set realistic targets that stretch the team a little but not too much. If however, you are not in control of the target-setting process, make sure to have open and honest conversations with your team about what is achievable and what is not. This can help to prevent unrealistic expectations and unnecessary pressure.
Encourage open communication: Make sure that your team feels comfortable coming to you with any concerns or issues they may have. This can help to identify and address any sources of pressure early on, before they become unmanageable.
Prioritize rest and recovery: Remember that rest and recovery are just as important as work. Encourage your team to take breaks, and make sure they have the time and resources they need to de-stress and recharge.
Lead by example: As a leader, it is important to practice what you preach. Make sure to set a good example by taking care of your own mental and physical well-being and fostering a culture of self-care within your team.

By following these strategies, you can help to navigate the pressures of leadership and create a positive and productive work environment for your team.

Remember that effective leadership is not just about driving performance, but also about protecting the well-being and development of your team.

Let me know in the comments any tips or tricks that you have encountered that have helped you navigate the mine-field that is pressure in a business world

Summary

In summary, as a leader, it’s important to understand the different sources of pressure that you and your team may face and take steps to protect them from unnecessary stress.

Whether it’s the pressure that “rolls down hill” from upper management, or the pressure to meet unrealistic targets set by a manager or department head, it can have a significant impact on your team’s performance and well-being.

It’s crucial to recognize the different scenarios that may arise and implement strategies to navigate and mitigate the effects of pressure. Some effective strategies include setting realistic targets, providing regular feedback, fostering open communication, and creating a supportive work environment.

By following these best practices and emerging leader strategies, you can lead your team to success while also protecting their mental and emotional well-being.

And on the topic of mental and emotional well-being, here is the link to the song ‘Under Pressure’ that I promised earlier - enjoy!

Thanks for reading!

Ian

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