Managers today face a daunting challenge: balancing the relentless demands of day-to-day operations while finding time for their own development. It’s no surprise that development often takes a backseat, leading to underperformance and missed opportunities for growth.

This challenge is compounded by a common mindset: managers frequently prioritise client-facing tasks over their own growth, believing operational demands take precedence. While client work is undeniably important, it’s crucial for managers to see their own development as a strategic investment - not just in themselves but in the success of their teams and organisation.

In fact, our recent study of 1,000 managers revealed that the biggest barrier to development is time. Many managers feel they simply can’t carve out space for training amidst their packed schedules.

But what if there were practical, bite-sized strategies that managers could integrate into their daily routines without sacrificing operational efficiency? Here are five quick wins to help managers prioritise their development and improve their team’s performance without adding to their stress.

1. Integrate Development into Existing Workflows

Instead of treating development as a separate task, weave it into a manager’s daily responsibilities.

How to do it:

• Create bite-sized training modules that take no more than 5-10 minutes to complete. For example, a micro-lesson on delivering effective feedback could be completed between meetings.
• Use mobile-friendly formats to allow managers to learn on the go, whether they’re commuting or waiting for their next meeting.

Why it works: Embedding development into workflows reduces the need for managers to carve out extra time, making it easier to stay consistent.

2. Gamify the Learning Experience

Learning doesn’t have to feel like a chore. Gamification can make development more engaging and rewarding for managers.

How to do it:

• Introduce challenges like “Complete a feedback session with your team and log your insights” to encourage practical application of skills.
• Offer rewards or recognition for completing training milestones, such as badges or public shout-outs during team meetings.

Why it works: Gamification taps into managers’ intrinsic motivation, turning development into a fun and fulfilling activity.

3. Use Micro-Action Plans for Immediate Impact

Large development goals can feel overwhelming. Break them down into micro-actions that are easy to implement and deliver immediate results.

How to do it:

• Share actionable prompts like: “Spend 5 minutes today giving specific praise to a team member for a job well done.”
• Provide one-minute coaching scripts to guide managers through common scenarios, such as addressing performance concerns.

Why it works: Micro-actions build momentum and create quick wins that boost confidence and motivation to continue learning.

4. Equip Managers with Time-Saving Tools

Managers often deprioritise development because they feel they don’t have enough time. Providing quick-reference tools can make a world of difference.

How to do it:

• Create checklists for recurring tasks like performance reviews or one-to-one meetings.
• Offer templates for feedback conversations, team goal-setting, and conflict resolution.
• Automate reminders for tasks like feedback cycles or training deadlines to ensure nothing falls through the cracks.

Why it works: Tools that simplify recurring tasks free up mental bandwidth, allowing managers to focus on their development.

5. Provide Self-Service Resources

Managers need access to resources when they need them, not just during scheduled training sessions.

How to do it:

• Build an online library of quick tips, troubleshooting guides, and practical “how-to” videos.
• Use searchable platforms that allow managers to find answers in seconds. For instance, a manager preparing for a difficult conversation could quickly pull up a guide on managing tough discussions.

Why it works: Self-service resources empower managers to take ownership of their development, ensuring they have the tools to address challenges as they arise.

The Bottom Line

Managers will always face competing priorities, and it’s natural for operational demands or client needs to feel more urgent than their own growth. But if managers continue to deprioritise development, the long-term impact on team performance and organisational success can be costly.

If you find your managers struggling to carve out time for training, we’ve created a free resource to help: Download “The HR Leader’s Guide to Designing Time-Effective Training”. This guide is packed with practical tips to make development seamless, even for the busiest managers.

By rethinking how we approach development and offering the right tools and strategies, we can help managers strike the right balance between growth and operations. The payoff? More confident, capable managers driving better results for everyone.

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