You Only Have a Limited Time to Devote to Training — What Should You Do?

In an ideal world, employees would have plenty of time to develop leadership and communication skills. But in reality, learning and development leaders often face a tough challenge: training must fit into already packed schedules.

If you only have one or two hours to devote to training, you need a focused approach that maximizes impact. Here’s how to make the most of limited time while ensuring real skill development.

1. Focus on a Single, High-Impact Skill

Trying to cover too much in a short session dilutes learning. Instead of squeezing in multiple topics, choose one skill that delivers the greatest benefit based on current business needs.

Ask yourself:

• What’s the biggest skill gap affecting performance?
• What challenge do employees struggle with most?
• Which skill would create immediate improvements?

For example, if managers struggle with providing feedback, a targeted session on giving clear, constructive feedback will be far more valuable than broad leadership training.

2. Make It Interactive

Employees learn best by doing—not just listening. In a two-hour session, skip lengthy lectures and focus on hands-on learning.

Try this structure:

• 15–20 minutes: Introduce a key concept or framework.
• 20–30 minutes: Small group discussions or case studies.
• 30–40 minutes: Live practice through role-playing or simulations.
• 15–20 minutes: Reflection and application planning.

For example, if you’re covering conflict resolution, you could introduce a simple framework (e.g., active listening and reframing), then have participants practice resolving a workplace disagreement in pairs.

3. Use Pre-Work to Maximize Learning Time

To get the most out of your two-hour session, set the stage with pre-work. This could include:

• A short video or article introducing the topic.
• A self-assessment or reflection prompt.
• A quick case study to review before the session.

Pre-work ensures participants arrive ready to engage, reducing time spent on foundational explanations.

4. End with a Clear Action Plan

The real value of training comes from how well employees apply what they’ve learned. Reserve the last 15–20 minutes to help participants create an action plan:

• What is one key takeaway from today?
• What behavior will I start, stop, or continue to practice?
• What specific situation will I use it in this week?

Encouraging immediate action reinforces learning and helps create real change.

5. Follow Up for Reinforcement

Even after a short training, follow-up can significantly boost retention and application. Consider:

• A quick manager check-in to discuss how employees are using the skill.
• A short email with a reminder of key takeaways.
• A follow-up session or peer coaching opportunity in the coming weeks.

Final Thought: Short, Targeted, and Practical Wins

Two hours may not seem like much, but with a clear focus, interactive learning, and strong follow-up, it’s possible to create a meaningful impact. By honing in on one critical skill and ensuring employees have a plan to apply it, you can make limited training time count.

If you’re interested in creating a short training program for your organization, read about our approach to customized learning design.