How can a manager make room for AI learning without adding another obligation?
The culture panel included an example of protected learning time on employees' calendars. For a manager, what matters is what makes that time usable, and I'd care less about the exact schedule another company chose.
Start with the work the team already has. Add a learning block and leave every deadline and meeting as is, and people will treat it as optional or move the learning into their personal time.
Tie the block to a bounded exercise from the team's real work. Provide an approved tool, safe practice material and someone who can answer questions. Nobody should spend the whole block finding out they lack access.
Expect different starting points. One colleague may need help writing a first assignment while another is ready to test an existing workflow, and both should leave understanding something better.
Close with a short account of what worked, what failed and what needs another attempt. Skip the contest over who produced the most output.
Then check whether the time stayed protected. If routine meetings keep displacing it, fix the scheduling and workload decision before you ask anyone to show more commitment to learning.