14/12/2025
Not long ago, leadership programmes lasted a week. Then three days. Then one. Now, we’re asked to deliver something impactful in a 90-minute slot — or less.
Across industries, the pattern is the same: less time, more pressure. The risk? We confuse exposure to information with actual learning.
There are understandable reasons for this shift – hybrid working, tighter budgets and relentless business cycles. But while we can deliver information faster, we can’t accelerate reflection, dialogue or behavioural change at the same pace.
Real development takes time and practice. When training becomes a download rather than a process, people retain little and change even less.
E-learning has helped make content more accessible — but it has limits:
Completion and engagement rates are low.
It rarely creates the dialogue, feedback or reflection that drive behavioural change.
Generic modules can’t easily connect to real, day-to-day context.
E-learning can inform, but it rarely transforms.
So how do we keep a learning culture alive when no one has time? The answer isn’t to keep shrinking courses — it’s to redesign learning around the rhythm of work.
That’s why at Awair, we have adopted approaches like Meta Team Effectiveness and their Workouts – high-impact, 90-minute sessions focused on the real habits that drive performance: trust, accountability, inclusion, influence and adaptability.
Each Workout combines data-driven insight (often from personality assessments like Hogan and/or META Team Effectiveness diagnostics) with discussion, reflection and practical tools. Short enough to fit into the diary — powerful enough to shift team dynamics.
Because the truth is: the less time people have for learning, the more intentional we have to be about how learning happens.
When development becomes part of how people work, rather than something they attend, it stops being a time cost — and becomes a performance advantage.