Sanju

Inverted U theory enables you to understand the relationship between pressure and performance. The result will be that you'll get the finest results from a happy and engaged team!
 When people feels the right amount of pressure, they often perform brilliantly. But, if there's too much or too little pressure, performance can suffer.
The Inverted-U Theory gets its name from the curve created when the correlation between pressure and performance is shown on a graph below.
 
The left hand side of the graph, above, shows the situation where people aren't being challenged. Here, they see no motive to work hard at a task, or they're in danger of approaching their work in a "sloppy," unmotivated way.
 
The middle of the graph shows where people work at peak Productiveness. They're Satisfactorily motivated to work hard, but they're not so overloaded that they're starting to struggle. This is where people can experience "flow," the Pleasant and highly productive state in which they can do their best work.
 
The right hand side of the graph shows where they're starting to crumble under pressure. They're engulfed by the volume and scale of competing demands on their attention and feeling a serious lack of control over their situation. They may exhibit signs of hastiness , stress, or out-and-out panic.
 
The Project Leader can use the Inverted-U Theory while allocating tasks to the people in its team and planning his own task/work also.
 
Start by thinking about existing pressures. If you're feel that someone might be at risk of overload, see if you can take some of the pressure off them. This helps them to improve the standard of their tasks/work.
 
And, if anyone is underworked, it may be in everyone's interest to shorten some deadlines, increase key targets, or add extra responsibilities but only with clear communication and agreement.
 
Try to provide team members with tasks and projects of right level of complexity, and work to build confidence in the people who need it.
 
Also, manage any Pessimism in your team, and train your people so that they have the skills they need to do the jobs they're given
 
 

The term "low-hanging fruit" is a commonly used to describe the simplest & easiest work or a quick fix that produces can produce detectable Results.
Risk of identifying & addressing the low hanging fruit task in define phase is that Once you done these task some moderate results will come but this can make the team Complacent, Team will not focus well for the other phases in Project And Even Importance of follow the each phase will get dull
And Most Important if the Team will not rigorously follow the each phase of DMAIC, their ability to solve Complex Problems we will not develop, So in Complex projects they will fail miserably, Such Complex Projects will be dropped or remain unfinished in any Organization.