“We Don’t Have Time for Development”: What to Say (and Do) Instead
When time is short and pressure is high, team development can feel like a luxury. But what if it wasn’t about adding more — and instead about doing everyday things, just a little differently?
Time Pressure Is Real — But Growth Doesn’t Have to Wait
In public sector teams — from higher education to healthcare to local government — it’s no surprise that development often drops to the bottom of the list. Teams are stretched. Managers are juggling urgent tasks. And anything that sounds like “nice-to-have” falls away.
We hear it all the time:
“We’d love to prioritise development, but we just don’t have the time.”
But here’s the shift that changes everything:
Team development doesn’t have to take more time — it just needs a different lens.
Reframing Development: It’s Not a Separate Thing
Most people picture “team development” as a day out of the office, a formal training course, or a structured programme. Those all have their place — and they can be powerful. But development isn’t just something that happens off-site.
Real growth happens in the day-to-day.
It happens in:
- The questions we ask during check-ins
- The way we start meetings
- How we give feedback and recognition
- The space we create for reflection and progress
In other words, development happens in the flow of work — not outside of it.
5 Ways to Build Growth into Everyday Team Life
Here are five simple, time-friendly shifts any manager can start today to spark team development — even in the busiest environments:
1. Start Meetings With a Win
Why it works:
Beginning with success sets a positive tone, builds confidence, and invites people to notice progress.
Try this:
“What’s something that went well this week — even a small thing?”
This encourages a growth mindset and makes space for informal reflection. Plus, it only takes 2 minutes.
2. Use Strengths-Based Language in Feedback
Why it works:
Generic praise like “great job” fades quickly. But feedback that connects to someone’s strengths sticks.
Try this:
“You really used your analytical thinking to help the team navigate that data.”
“Your calm under pressure made a real difference today.”
It takes no more time — but has far more impact. For more on this, explore our Strengths-Based Team Sessions.
3. Build a Reflective Moment Into the Week
Why it works:
Teams that reflect together learn faster, adapt better, and build stronger trust.
Try this:
Use a quick end-of-week ritual:
“What helped you do your job better this week?”
“What’s something you’d like to take into next week?”
This works especially well when combined with tools introduced in our Management Development Programme.
4. Recognise Effort — Not Just Outcomes
Why it works:
In fast-paced environments, we often only notice finished results. But growth lives in the process.
Try this:
“I know that task didn’t go to plan, but I noticed how you adapted when things changed.”
“Thanks for staying curious and asking great questions — it helped shape the final decision.”
This kind of recognition builds psychological safety and long-term confidence.
5. Ask Forward-Focused Questions in 1:1s
Why it works:
Rather than dwelling on problems, forward-focused questions build momentum and clarity.
Try this:
“What are you most looking forward to this month?”
“What’s something you’ve learned recently that’s surprised you?”
This small shift helps people reconnect with their progress, strengths, and purpose — all core to building engaged teams.
What It Looks Like in Action
At the University of Westminster, the Digital Transformation Team adopted a strengths-based approach to team development through a series of workshops, management development and team sessions. The team was stretched across multiple projects, and time for team building felt like a luxury.
Instead of waiting for the perfect conditions, they started by embedding micro-habits into everyday work:
- Opening meetings with a quick win
- Using strengths-based language to give peer recognition
- Creating space for reflective questions during stand-ups
Over time, these small shifts created real change. The team reported:
- Stronger collaboration across roles
- Greater awareness of each other’s strengths
- More confidence in their ability to tackle challenges together
“We’ve moved from surviving to thriving — and we didn’t need more hours in the day to get there.”
They didn’t add pressure. They added purpose.
What to Do Next — Even If You're Flat Out
If you're a manager feeling stretched, here's your playbook:
- Pick one shift — start with the habit that feels most natural
- Make it visible — use agendas, meeting invites, or prompts to build it in
- Invite the team in — co-create a new way of working together
- Stay consistent — small habits grow with repetition
And if you're ready to go further, our Discovery Workshops are designed to fit around the pace of your work — not pause it.
Final Thought: It’s Not About Time — It’s About Mindset
Team development doesn’t need to be a big, bold initiative. It can be something quiet, consistent, and deeply human. The kind of change that starts with one question, one habit, one shift in focus.
And if you’re still thinking “we don’t have time” — maybe what your team needs isn’t more time, but more intention.