Making the most of your leadership time for effective upskilling

Understanding the value of leadership time in upskilling

Why leadership time matters for upskilling

In today’s fast-changing business environment, leaders and managers face constant pressure to deliver results while also developing their teams. The way leaders spend time at work directly influences the success of upskilling initiatives. Effective time management is not just about getting through daily tasks—it’s about making room for leadership development and long-term growth. When leaders focus on upskilling, they set a strong example for team members, showing that continuous learning is a priority for the entire organization.

The impact of time allocation on team development

Research from respected sources like Harvard Business Review highlights that successful leaders are those who manage time effectively, balancing urgent business needs with opportunities for development. Busy managers often struggle to find the right amount of time for upskilling, but those who do see higher engagement and better performance from their teams. Good time management allows leaders to identify which development programs will have the most impact, ensuring that every minute spent on upskilling delivers value.

• Leaders who prioritize upskilling help their teams adapt to change and stay competitive.
• Women leadership and diverse management styles can bring fresh perspectives to time management and development strategies.
• Making time for upskilling is a sign of strong management leadership, not a distraction from core business tasks.

Connecting time management to business outcomes

Managing time effectively is a skill that all leaders can develop. By focusing on high-impact activities and delegating routine tasks, managers free up time for leadership development and team growth. This approach not only benefits individual team members but also supports the business’s long-term goals. For practical tips on how managers can enhance their skills and make the most of their leadership time, explore this guide on effective training for managers.

Identifying barriers to effective use of leadership time

Common Obstacles Leaders Face When Upskilling

Leaders and managers often recognize the importance of upskilling, but making time for it in a busy workday can be a real challenge. The demands of business, constant management tasks, and the pressure to deliver results can push leadership development to the bottom of the priority list. Even successful leaders struggle to set aside enough time for their own growth and for supporting the development of their team members.

Why Time Management Is a Persistent Challenge

One of the main barriers is the sheer amount of time leaders spend on operational tasks. According to research from Harvard Business Review, many managers find themselves caught up in urgent work, leaving little room for long-term development programs. Good time management is essential, but it’s easy to fall into the trap of reacting to daily issues instead of focusing on high-impact leadership development.

• Competing priorities: The day-to-day work often overshadows opportunities for upskilling.
• Lack of clear focus: Without a set plan, leaders may not know which skills to prioritize.
• Overloaded schedules: Busy managers can feel there’s simply not enough time to invest in their own or their team’s growth.
• Resistance to change: Some team members may be hesitant to embrace new development programs, making it harder for leaders to drive change.

Organizational and Cultural Barriers

Beyond personal time management, the broader business environment can also create obstacles. Some organizations lack a culture that values continuous learning, which can discourage leaders from making upskilling a priority. In addition, women leadership faces unique challenges in accessing development opportunities, highlighting the need for inclusive management leadership strategies.

For a deeper dive into how officer training and dynamic positioning can influence leadership development, check out this guide to officer training.

Recognizing the Need for Change

To manage time effectively and foster leadership development, leaders must first acknowledge these barriers. Only then can they begin making the changes needed to spend time on what truly matters for their own growth and the success of their team. The next step is to explore practical strategies for prioritizing upskilling within leadership schedules, ensuring that development becomes a core part of daily work.

Strategies for prioritizing upskilling within leadership schedules

Practical ways leaders can prioritize upskilling

For many managers and leaders, the day is packed with meetings, urgent tasks, and business demands. Finding the time for leadership development and upskilling can seem impossible. Yet, successful leaders know that making space for development is not just about adding more to an already full plate—it’s about managing time effectively and aligning upskilling with business priorities.

• Set clear priorities: Identify which skills are most critical for your team and business. Focus on high-impact areas that will drive long-term change and growth.
• Integrate upskilling into daily work: Instead of treating development programs as separate events, weave learning into regular tasks. For example, assign team members to lead short knowledge-sharing sessions or encourage on-the-job learning during projects.
• Block time for development: Good time management means scheduling dedicated slots for upskilling, just like any other important meeting. Protect this time and communicate its value to your team.
• Delegate and empower: Don’t try to do everything yourself. Empower team members to take ownership of their own learning and support each other. This not only saves the busy manager’s time but also builds a stronger learning culture.
• Leverage technology: Use digital tools to make learning accessible and flexible. Online platforms allow people to manage time and learn at their own pace, which is especially helpful for women leadership and diverse teams with varying schedules.

Leaders who focus on managing time and integrating upskilling into their management leadership approach see better results. According to Harvard Business Review, organizations that prioritize leadership development are more adaptable and resilient. By making upskilling a regular part of the leadership day, managers set a strong example and encourage team members to follow suit. For more insights on how leaders can empower their teams and drive effective upskilling, check out this resource on empowering teams to lead the upskilling revolution.

Fostering a learning culture through leadership example

Leading by Example: Inspiring a Culture of Continuous Learning

Effective leaders know that fostering a learning culture is not just about setting policies or launching development programs. It’s about making learning visible in the day-to-day work environment. When managers and leaders dedicate time to their own upskilling, they send a powerful message to their team members: development is a priority for everyone, not just for new hires or junior staff. A busy manager might feel that their schedule is already packed with tasks and meetings. However, research from Harvard Business Review highlights that successful leaders who manage time effectively are those who set aside regular slots for learning and reflection. This commitment demonstrates good time management and shows that investing in personal and team development is part of high-impact leadership.

• Share your learning journey: Talk openly about the skills you’re developing or the challenges you’re facing. This transparency helps normalize continuous improvement and encourages others to do the same.
• Integrate learning into regular work: Instead of treating upskilling as a separate activity, weave it into daily tasks. For example, discuss new insights during team meetings or allocate time for short knowledge-sharing sessions.
• Recognize and celebrate growth: Acknowledge when team members spend time on development or apply new skills. This recognition reinforces the value of learning and motivates others to follow suit.
• Model effective time management: Show how you prioritize learning alongside other responsibilities. This can help others see that even with a demanding workload, it’s possible to make time for growth.

Women leadership studies also show that when leaders actively participate in development programs, it encourages broader participation and helps break down barriers to learning. By making upskilling a visible part of leadership, you help set a standard for the entire business, supporting long-term change and higher performance across the team. Ultimately, the amount of time leaders spend on their own development has a ripple effect. When people see leadership development as an ongoing process, it becomes embedded in the culture, making it easier for everyone to focus on growth and adapt to new challenges.

Leveraging technology to maximize leadership time

Integrating Smart Tools into Daily Leadership Routines

Leaders and managers often find themselves juggling a high number of tasks each day. With the constant demands of business, it’s easy for upskilling and leadership development to take a back seat. However, leveraging technology can help leaders manage time more effectively and make space for continuous development, both for themselves and their teams. Modern management leadership tools are designed to streamline work, automate routine tasks, and provide insights that support better decision-making. For busy managers, using digital calendars, project management platforms, and learning management systems can help set clear priorities and reduce the amount of time spent on administrative work. This allows more time for high-impact activities, such as coaching team members or participating in development programs.

• Automated scheduling: Tools that automate meeting bookings and reminders free up valuable time for leaders to focus on team development and strategic planning.
• Learning management systems: These platforms enable leaders to assign, track, and evaluate upskilling activities, making it easier to measure progress and outcomes.
• Collaboration apps: Digital workspaces help teams stay connected, share resources, and support each other’s learning journeys, even in remote or hybrid environments.
• Analytics dashboards: Data-driven insights from these tools can highlight where leaders and team members are spending time, helping to identify opportunities for more effective time management and targeted development.

Research from Harvard Business Review highlights that successful leaders don’t just manage time—they invest it strategically in activities that drive long-term business growth and people development. By integrating technology into daily routines, leaders can ensure that upskilling remains a consistent part of their work, rather than an afterthought. Women leadership initiatives and inclusive development programs also benefit from technology, as digital platforms can offer flexible learning options that accommodate different schedules and responsibilities. This approach supports a culture of continuous improvement and helps all team members, regardless of their role or background, participate in leadership development. Ultimately, making the most of available tools is not about adding more to an already full plate. It’s about using technology to work smarter, manage time effectively, and set a strong example for the team. When leaders embrace these solutions, they create more opportunities for growth, change, and long-term success.

Measuring the impact of leadership time on upskilling outcomes

Tracking Progress and Demonstrating Value

Measuring the impact of leadership time on upskilling outcomes is essential for managers and leaders aiming to drive real change. It’s not just about the amount of time spent on development programs, but how effectively that time is managed and aligned with business goals. Successful leaders understand that good time management and clear focus can transform upskilling efforts into tangible results for both team members and the organization.

• Set clear objectives: Before investing time in upskilling, define what success looks like. This could be improved team performance, higher engagement, or specific business outcomes.
• Monitor participation and engagement: Track how much time managers and team members spend on learning tasks. Use feedback and participation rates to assess the effectiveness of your approach.
• Evaluate skill application: Look for evidence that new skills are being used in daily work. This might show up in more efficient task management, better decision-making, or enhanced leadership development across the team.
• Assess business impact: Link upskilling activities to key business metrics. For example, measure changes in productivity, employee retention, or project success rates after implementing development programs.
• Review and adjust: Regularly review outcomes and adapt your strategy. Busy managers who manage time effectively are more likely to see long-term benefits from their upskilling investments.

Research from sources like Harvard Business Review highlights that leaders who spend time intentionally on development see higher returns in team performance and engagement. Focusing on women leadership, for instance, can also drive diversity and innovation within teams. By making upskilling a priority and tracking its impact, leaders set a strong example and foster a culture of continuous improvement.

What to Measure	Why It Matters
Time spent on upskilling tasks	Shows commitment and helps identify gaps in time management
Skill application in work	Demonstrates real-world impact of learning
Team engagement levels	Indicates how leadership development is influencing morale
Business outcomes	Connects upskilling to measurable business success

Ultimately, leaders who manage time effectively and prioritize development set their teams up for long-term success. By tracking progress and making adjustments, organizations can ensure that leadership time spent on upskilling delivers high value for everyone involved.