Time poor, but craving connection with your team? Here’s how you can lead with presence, even when your diary is packed. 

You care about your team. You want them to feel supported, seen, motivated and engaged. You know connection matters. But when you’re jumping from back-to-back meetings, managing projects, putting out fires AND trying to deliver outcomes… where does connection actually fit in? 

This is one of the most common tensions leaders face today: 

“I want to connect more with my team, but I genuinely don’t have time to do it properly or organically.” 

The risk? You become a leader who cares deeply but comes across as distant. And that gap between intent and impact is felt more than you realise. 

The real cost of disconnection 

Let’s paint a picture. 

You’re on a 30-minute call with your team, running through timelines and roadblocks. You’re scanning your inbox, watching the clock and mentally preparing for the next meeting. You finish the call, having covered the tasks, but you missed the check-in. You missed actually talking to your team and asking how their day was. 

You didn’t ask how Sarah’s feeling after stepping into that challenging client call. You forgot to acknowledge how James turned around that report under pressure. You didn’t notice that Emma seemed flat — again. 

No one did anything wrong. But something important was missed. 

Over time, these little, overlooked details add up. People start to feel like cogs, not contributors. And that’s the start of disengagement. 

The shift from scheduled to intentional 

The truth is, you don’t need more time. You need a different mindset. Connection isn’t a task — it’s a way of leading. 

You can create powerful, trust-building moments in the gaps of your day. If you show up with intention, even five minutes can shift the entire tone of your leadership. 

Try these 3 practical shifts 

1. Start with curiosity, not just task lists 

Instead of opening a check-in with, “How are we progressing on X?”, try: 
“Before we dive in — how’s everyone feeling this week?” 

If someone pauses or says “Yeah, all good” with no detail, gently ask: 
“What’s taking up the most headspace for you right now?” 

These small prompts invite people to speak up. You’ll be surprised what surfaces — stress, pride, frustration, excitement — the emotional context behind the work. 

2. Acknowledge in the moment, not just at milestones 

Recognition isn’t about a monthly shoutout or a company-wide email. It’s about catching the moment when it happens. 

After someone handles a difficult client situation with grace, say: 
“I just want to call out how calm and clear you stayed — that was leadership right there.” 

You’ve made them feel seen — and reinforced the behaviours you want more of. 

3. Use digital tools to add warmth, not just function 

Yes, Slack, Teams and emails can feel transactional. But they don’t have to be. 

After a tough meeting, send a quick message: 
“That wasn’t an easy conversation — I really appreciate how you handled it.” 

Drop a quick voice note before a presentation: 
“You’ve got this. You’re the expert here — back yourself.” 

These moments cost you less than a minute. But they land. 

Connection doesn’t need to be big to be felt 

Here’s the truth most leaders miss: presence doesn’t mean being everywhere. It means being somewhere with intention. 

Your team doesn’t need perfection. They don’t need daily pep talks. They just need to feel like they matter — even in the midst of the “busyness”. 

And when you lead with that kind of presence, even time-poor leadership becomes meaningful.