Many leaders assume pace is dictated by external pressure. Deadlines, clients, expectations from above. But in reality, pace is far more influenced by what leaders normalize day to day.
That’s why a sustainable pace at work is not something teams figure out on their own. It’s something leaders actively shape.
Here’s what often happens. Everything feels urgent. Emails are marked “ASAP.” Meetings are packed back-to-back. Decisions are framed as emergencies, even when they aren’t. Over time, that creates a constant sense of acceleration. And when everything is urgent, nothing truly is.
This is how teams burn through energy without realizing it. And it makes a sustainable pace at work nearly impossible, no matter how capable or committed people are.
The mistake leaders make is treating urgency as a fact instead of a signal. But urgency is often a choice. Or at least, it’s something that can be clarified.
Leaders who protect a sustainable pace at work do something very specific. They distinguish between what is truly time-sensitive and what simply feels important.
Question urgency
So here’s a simple shift to make. The next time a new request, issue, or idea comes up, pause before reacting. Ask one clarifying question out loud: “By when does this actually need to be done?” Not when would it be nice. Not when someone feels anxious about it. When does it genuinely need to be completed?
That one question often resets the pace immediately. It signals that urgency will be examined, not assumed. And that gives people permission to work more thoughtfully instead of constantly rushing.
Here’s what I’d like you to try. This week, challenge urgency in one situation where everything feels fast by default. Clarify the real timeline and communicate it clearly. Notice how much energy is preserved when pace becomes intentional. Sustainable pace at work is not about slowing down. It’s about working at a speed people can maintain.
I’m curious: where do you see unnecessary urgency showing up most often – in your organization, your team, or even in your own habits? Share your observations in the comments. Your experience may help others recognize patterns they haven’t noticed themselves.
Merge’s leadership development consultancy has one singular focus – to turn managers into leaders; to help great people become exceptional leaders so that they can turn their people power into real and tangible results. Through her speaking, training, consulting, mentoring and facilitation services, Merge helps leaders in organizations create high-performing workplaces.
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