If you have a team that asks for learning and then says - "oh also, I don't have time for that". Here's something you can try.
What's one thing people care a lot about at work?
Solving problems.
Problems feel urgent. Something to react to. Learning has always felt like the opposite: an "opportunity", something proactive, something for later, when there's some free time.
So flip it. Stop calling it "training" or "L&D" and call it problem-solving.
Survey your team for what's actually hard right now. Pick one common problem and give it a quarterly focus. Provide a tool to fix the current frustration.
Let's say the problem is cross-team collaboration. Each team completes microlearning at the start of their weekly meeting, and instead of finding dedicated time to "do learning" they're connecting what they've just learnt to the work that's happening and they're using tools to problem solve together.
Ask your team three questions:
What's hard at work right now?
What do you want instead?
What small actions can you take to get there?
That third question is the one that gets people moving, because it points straight at something to learn or try, because it's solving a problem they already feel.
More engagement, more buy-in, and better thinking. Plus, you get to enjoy solving the problem instead of dreading the training.