Ask any manager why they’re not prioritising training, and you’ll probably get the same answer: “I don’t have time.”

It’s not that they don’t want to develop their skills, it’s just that between back-to-back meetings, last-minute team issues, and the constant pressure to deliver results, training feels like a luxury they can’t afford.

But what if development wasn’t something extra on their to-do list? What if it could fit into their day-to-day work, rather than compete with it?

Training That Works With a Manager’s Schedule, Not Against It

The reality is, long training sessions and theory-heavy courses just don’t stick. Managers need learning that fits their world, quick, practical, and immediately useful.

Bite-sized training is a game-changer here. When development is broken into small, manageable chunks, think 5-minute micro-lessons or 30-minute deep dives, it becomes something managers can engage with, instead of something they put off indefinitely.

And learning doesn’t have to happen in a classroom (or a Zoom room). Some of the best development happens in the flow of work. A quick coaching moment in a one-to-one, a five-minute discussion in a team meeting, or even a structured reflection after a tough conversation, these moments don’t just reinforce learning, they make it real.

Small Changes, Big Impact

One of the easiest ways to integrate learning is to make it a natural part of the week. Imagine a manager:

• Watching a five-minute video on feedback techniques while grabbing a coffee.
• Applying that learning in their next team meeting by asking for feedback on their own leadership.
• Using a quick coaching checklist before a one-to-one conversation.
• Taking on a fun challenge, like recognising three team members for great work that week.

None of this takes hours. But over time, these micro-actions add up, helping managers actually develop instead of just feeling guilty about skipping another training session.

Gamify, Automate, and Remove the Guesswork

If there’s one thing that makes learning stick, it’s engagement. That’s where gamification comes in. Turning development into daily challenges, progress tracking, or friendly competitions keeps managers motivated without feeling like it’s another “task” to complete.

And let’s not forget about tools that take the effort out of learning. Quick-reference checklists, automated nudges, and on-demand coaching mean managers don’t have to figure things out from scratch every time. With the right support, development stops feeling like a burden, and starts becoming a habit.

Making Learning Work for Your Managers

At the end of the day, training only works if managers can actually use it. That means ditching the time-consuming, one-size-fits-all approach and focusing on development that’s integrated, flexible, and immediately applicable.

If you’re looking for practical ways to make learning fit seamlessly into your managers’ routines, we’ve put together a free resource to help. Download our HR Leader’s Guide to Designing Time-Effective Training and start embedding development into the everyday.