I’d start by understanding their workload and priorities, then help them break tasks into manageable steps. I’d coordinate with other stakeholders to adjust deadlines if needed and redistribute tasks to balance the load. By offering guidance, setting clear priorities, and checking in regularly, I’d ensure they stay focused, supported, and confident in meeting their goals.

To guide a team member facing conflicting deadlines, start by helping them prioritize tasks based on urgency and impact. Break down each project into smaller, manageable steps and allocate time efficiently. Encourage open communication with stakeholders to negotiate deadlines or request support if needed. Offer your guidance and flexibility, and ensure the team member feels supported in managing their workload. By fostering a proactive and collaborative approach, you empower them to navigate conflicting deadlines successfully while maintaining quality and reducing stress.

The first question is to find out the cause of conflicting deadlines. If it's lack of organization, this is an entirely separate issue than a manager setting someone up to fail with unrealistic deadlines. So if the burden is indeed on the employee, I walk them through an exercise of active visualization: don't take on all of the problems at once, pretend it's a crossword puzzle-- figure out the simple problems first and then work your way holistically to the problems that are more daunting ('eat around the cookie' is my mantra). Oftentimes, there is overlap in the smaller tasks and the larger, more complex tasks writ large. But there is a burden on the manager, too, to not overcomplicate the workflows of their employee in the first place.

Mindset: They're not alone — you’re here to support, not judge, others may be struggling too. Key Actions: • Listen First: Private check-in. Acknowledge their stress. • Lay It All Out: List deadlines and projects. • Prioritize: Focus on urgent and important tasks. • Simplify the Plan: Break into doable steps they help shape. • Normalize: Remind them they’re not alone. • Communicate Upfront: Talk early, be honest, avoid surprises. • Offer Help: Remove roadblocks, adjust plans if needed. • Celebrate Progress: Recognize small wins. Leadership Anchors: Empathy & Trust, Clarity & Structure, Empowerment, Proactive Communication, Adaptability. Reminder: Leadership is walking with your team — building people, not just checking off projects.