LeaderLab – Details, episodes & analysis

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LeaderLab

TILTCO

Business

Frequency: 1 episode/61d. Total Eps: 35

Explore how to be an exceptional leader today with TILTCO's LeaderLab. Business leaders and experts reveal macro trends and give innovate, yet practical, solutions that can be applied to your organization. Hosted by Tineke Keesmaat, who brings her 20 years of experience working with leaders to guide the conversation on the issues that matter most.

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🇨🇦 Canada - management
29/11/2025
#80

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Score global : 73%

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Pivoting yourself to thrive in an AI world.

Season 8 · Episode 1

Monday, July 7, 2025 • Duration 32:03

In this episode, AJ Tibando, CEO of Shift Canada, shares her insights on the impact of AI and her passion for helping individuals be successful in our changing world.

In our conversation, AJ shares the following insights:

· The impacts of AI are here. AI has been rapidly impacting how work happens. Unlike previous technology advancements is having a profound impact on white collar work – a sector that has previously felt safe and secure.

· It's important to remember that anything is possible with AI. As a society, we need to remember we are in charge of how AI roles out. Anything is possible. It could be an opportunity to rehumanize the workplace.

· Leaders need to take accountability for the decision and actions they are making in response to AI. Leaders need to roll out AI in a way that makes their companies successful for the long-term. This includes being clear on the value that humans can provide and then building the right pipeline of talent.

· For individuals in their mid-career, the impact of AI can feel particularly daunting. It can be hard for 30-, 40-, 50-year-olds to reimagine how they fit into this new world of work. Remember you have value. Clarify skills you have that are transferable. Open yourself to a pivot

· For individuals starting out, embrace the idea that careers will be less linear than previous generations. Follow what you love. Learn to love to learn. Recognize that you will always be upskilling. Feel empowered that you can create the life you want. Approach every job clear on what you want to learn – pause once you've learned to assess what's next.

MEET AJ TIBANDO AND SHIFT CANADA

AJ is a passionate entrepreneur deeply committed to driving broad social change through technology, education, and policy. As the CEO of Shift Canada, AJ is focused on empowering a new generation of young Canadians to be more productive by inspiring them to be more innovative, to take greater risks, and to be bold and daring!

Prior to Shift, AJ founded Palette Skills, an organization that partnered with the Canadian government to launch Upskill Canada – a platform that helps 10,000 Canadian workers each year build new, future-ready skills.

Meet AJ on LinkedIN. Find out more about Shift Canada.

MEET TINEKE KEESMAAT AND TILTCO

Founded by Tineke Keesmaat, TILTCO is a boutique consulting firms that helps leaders define and execute their strategies to achieve extraordinary business and personal results. As the host of LeaderLab, Tineke brings her more than 20 years of leadership consulting experience – rooted in her work at McKinsey & Company and Accenture - to explore how today's leaders can achieve exceptional results.

Connect with Tineke on LinkedIn. Learn more about TILTCO.

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Achieve your Best - the surprising power of living with intention

Season 7 · Episode 4

Monday, April 8, 2024 • Duration 40:22

In this episode, Mike James Ross, Chief Human Resource Officer of Simons and recent author of "Intention: the surprising psychology of high performers" discusses what intention is, why it is important, and how individuals and organizations can unlock it to achieve high performance.

"High performance is about doing subjectively different things." High performance is not about external manifestations of success like money or fancy titles. It's about doing things that are hard. High performance looks different for each of us. It's about pushing yourself beyond preconceived notions of what's possible.
"Intention is about accepting responsibility for my achievements." Many of us are not making active choices in how we live our lives contributing to feelings of languishing, disengagement, and dissatisfaction. Living an intentional life is living a life of choice.
"Start by asking yourself: 'if you could choose, what would you really choose?'" Challenge yourself to get clear on what you really want from life. If you could choose anything for yourself, what would it be? Then, use this as an anchor to structure how you live your life.
"There are 5 ingredients to living with intention". Willpower, attention, curiosity, integrity, and habits make up intention.
"The limit of willpower is actually usually based on your own perception." Our conceptions of our own willpower limit have an incredible effect on our ability to do things. We can do more, achieve more than we believe.
"Being curious is being open to what's happening in the world and being open to maybe not being right." Curiosity is essential. It's good to be clear on what you think the right answer is, but you need to stay open to new information and new ideas so that you can change the answer as needed.
"Integrity is being aligned with your values." An intentional life starts with clarifying what you value. With this clarity you can make choices that are aligned to who you are. Values matter at individual and organizational level.
"Attention is about where you choose to focus." We all have many distractions in our lives, attention is about being intentional about where you choose to focus your time and energy.

The People Leader Imperative: Defining people leadership for a modern world

Season 6 · Episode 1

Wednesday, November 15, 2023 • Duration 25:45

People leaders have always been a powerful force in organizations. With hybrid workplaces, a new generation in the workforce (Gen Z), rise of AI and digitization, quickly changing geopolitical concerns, and more is people leadership more important than ever?

TILTCO Inc. gathered business leaders, consultants and academics for Season 6 of the LeaderLab to capture insights on the role for people leaders, what great looks like and what companies and people leaders need to do to be the people leaders employees need today.

In our first episode of this season, we speak to a roundtable of participants who offered the following insights:

Trust and psychological safety are elusive; yet critical for greater success on teams.
Todd shared: "People who build trust well within an organization by reliably doing what they said they would do. They get to know you as a person and they care and are more in it for the team than they are for themselves can build trust and psychological safety for their team."

Giving feedback, like many parts of leadership takes intentional practice and a commitment to self-awareness.
Diana shared: "Giving real time feedback, sometimes in very tough settings, you need to really have good EQ skills so that you can listen, you can deliver a message that's appropriate to the person. It can be scary to give feedback, so it requires practice, because then it becomes easier over time."

Leadership has always been important, but in today's context, leadership matters more than before.
Jennifer shared: "Leaders will help steward how organizations will evolve their ways of working, helping to adapt to the ever-changing environment. In addition, the workforce is challenging a lot of organizations and companies to really change the way that they work, the way they listen to their employees."

The role of the people leader has changed, demanding a new set of capabilities and responsibilities.
Eric shared: "I think a lot of times we look up to the leader to have all the answers and right now that's probably the biggest miss of leadership. We need leaders to understand that you're not going to have all the answers. Your team has to find some agency and that means, you as a leader, have to create the space for your team to be able to do that and be comfortable that you're not all knowing."

EP5.1: Skills leaders need to thrive in ongoing uncertainty

Season 5 · Episode 1

Wednesday, January 19, 2022 • Duration 30:04

Today's teams are faced with ongoing, unprecedented disruption. Leaders, then, are challenged to guide their teams through these new and uncertain times. Are leaders prepared?

In this episode of LeaderLab, we are joined by Kristine Steinberg, CEO and founder of Kismet, to explore what it will take for leaders to be successful in today's environment, and perhaps more importantly, what skills they'll need as we move forward in this new dynamic.

Kristine shared the following key insights with us:

Self-awareness is critical as we navigate through an extended period of chaos:
"Leaders are the people we're looking to right now to help us through this time. So, you have to really consider why would someone follow me right now? Am I setting a good example of how to take care of myself as I navigate through uncertainty? Am I taking care of myself physically? Where am I feeling vulnerable or challenged and how can I get help to work through those things."
The power of micro-experiences to create a sense of survival when you're feeling burnt out:
"Leaders are burnt out and they can't leave the wheel of their ship. They can't actually leave and go do something that would give them the break they need. So, they have to shift to micro-experiences to create a sense of survival – talk to a friend, go for a run, or any other form of self-care that won't take up a lot of time, but will ultimately take your level of energy up even ever so slightly."
Leadership is about coaching, not command and control:
"There's a time and place to be directive and there's a time and place to teach and advise. As a leader, you have to learn to bring people along and mobilize people and help them get inspired around their own strengths."
Let go of expectations to know all the answer and get comfortable designing the way forward with your team:
"Leaders need to take the pressure off of trying to know every politically correct thing to do in the wake of a race war, equality around gender, race, culture, religion, everything. Instead, move into a new mode of listening and hearing about people's experience, understanding what they need and responding; instead of trying to come up with the perfect equity formally.

EP4.10: How to REALLY hear what's on your team's mind

Season 4 · Episode 10

Thursday, April 29, 2021 • Duration 23:13

Conversation is a powerful way for leaders to inspire and motivate their teams. It's also an opportunity to learn and make more effective decisions. Yet, engaging in conversations across an organization isn't always easy.

In this episode of LeaderLab, we are joined by Dave MacLeod, CEO and co-founder of ThoughtExchange, to explore the importance of conversations in organizations.

Based on his research and insights shared in his new book, Scaling conversations: How leaders access the full potential of people, he offers strategies leaders can use to engage in more meaningful, inclusive and productive conversations across teams.

Dave shares the following insights:

There's never been a more important time to include as many voices in the conversation: "There are a lot of problems to solve [in our organizations] and a lot of pressure to do it. There's a lot of change to our life and a lot of recognition of systemic racism and the recognition of power to drive our business, and there's never been a more important time to hear from everybody who's impacted by these things.
We're at an exciting moment where leaders feel they can admit they have bias and enter the right conversations that will move things in the right direction. "That's maybe a really exciting moment right now... that people can say, 'Yeah, I agree. I admit I have bias. So now what?'"
When dealing with polarizing topics, search for the common ground. "There's ways to solve problems for two people who think very differently about how to make their business run faster and the same mechanism actually works when you have people who disagree strong – you have to find the common ground between them."
Use technology and tools to eliminate our bias from conversations. "The idea of getting people to share ideas and listen to each other without knowing exactly who said them will get us to really think deeply about and empathize with each other's points of view."

Pick up Dave's book to learn more strategies to scale conversations in your organization. Order Scaling conversations: How leaders access the full potential of people here:

Hybrid Workplace Series: How to build great culture in a hybrid workplace

Season 4 · Episode 9

Tuesday, April 20, 2021 • Duration 21:33

Company culture matters. Strong culture is linked to stronger financial performance. During the pandemic, a third of organizations reported challenges in maintaining their company culture. With flexible work models here to stay, leaders are wondering how they can build a great culture in a hybrid work environment.

TILTCO Inc. gathered business leaders, consultants and academics for a series of Roundtable discussions to capture insights and practical ideas that leaders can use as they re-image their organizations over the next 18 to 24 months.

In this special LeaderLab series, our Roundtable participants offered leaders the following tips:

Don't virtualize your in-office culture and how you work today. Get creative and design with intention from a blank sheet of paper. As Janeen shared: "Let's not replace the old thing with a new version of the thing. Let's actually zoom out now that we're in a new paradigm. Before we were solving XYZ needs and now the problems are a different set."

Hybrid will create two or more distinct employee experiences. Your job: make each of them awesome. Stephen offered this: "If you create a two-class system of any sort at work, that's bad. So, however, you do hybrid and however you're modeling it, you need everybody playing by the same rules and principles."

Office space will serve a new purpose in hybrid, so consider how you can intentionally design it to bring your culture to life. Jay asked this question: "What is an office? I've got this dream that it's a much more collaborative space, and if you're going into the office, it's to collaborate in person. It's not this, you know, historically walled-off office where everybody is in their own spot."

Hybrid is complex and it will amplify culture challenges that exist in your organization today. Overcoming them will require leaders to step up in new ways. Here are Janeen's thoughts on the topic: "There's so much of this trust conversation going in one direction, which is 'Hey, employee. Show me I should trust you." The reality is do they trust you as their leader in this new environment? You need to create a whole different kind of conversation now for them to actually feel trust on their side of the equation."

Hybrid Workplace Series: How leaders can support middle managers in a hybrid work environment

Season 4 · Episode 8

Tuesday, April 6, 2021 • Duration 24:19

Middle managers are a powerful force in organizations. As companies look ahead and consider the move to hybrid workplaces – that is where there is a mix of in-person and remote work happening – they'll want to focus on enabling their middle managers to be true people leaders who can coach, motivate and set pace for the people on their team to work towards the company's goals.

TITLCO Inc. gathered business leaders, consultants and academics for a series of Roundtable discussions to capture insights and practical ideas that leaders can use as they re-imagine their organizations over the next 18 to 24 months.

In this special LeaderLab series, our Roundtable participants offered leaders the following prescriptions:

Move away from "face time" as a metric and support middle leaders to manage to outcomes and impact. As Lisa explains: "We're in a transition truly to a knowledge economy where you really have to be able to assess what is the impact this employee is creating, not how many hours they were online."

Upskill middle managers on the human-side of leadership as they may be the only contact between individual employees and the organization. Susan explained this requires leaders to rethink manager training: "It's not just manager training in the way they thought, but we need training for people to be effective during remote work."

Coach and equip middle managers to talk about trust in order to build it. Here's what Reid had to say: "It's really tough to talk about trust, but is there anything more powerful that will actually make you want to change than hearing that someone doesn't trust you?"

Take care of your managers' psychological and physical well-being, so they can do the same to the people on their teams. Aneta offered a mantra that leaders can use to model positive well-being and tie it back to the business imperative: "When I take care of myself and my team, I take care of business."

Hybrid Workplace Series: How Leaders Can Successfully Communicate on Hybrid Teams

Season 4 · Episode 7

Tuesday, March 16, 2021 • Duration 18:35

The future is hybrid. As we emerge from the Covid-19 pandemic, organizations will likely adopt hybrid models of work. What does this mean for leaders and how can they prepare to lead teams where some employees are working in office and others are remote?

In this special LeaderLab series, our Roundtable participants offered leaders some sage advice:

Define a hybrid model for your organization based on your specific industry, business and employee needs. As Melanie explains, hybrid isn't new for everyone: "I actually don't think this is very new. And, I think we're finally having conversations about what the norm should be that probably should have happened maybe a few years ago."

No matter the model you choose, for hybrid to work, leaders need to set explicit norms for their teams. Here's what John says: "How do you make sure everyone understands the kind of corporate norms and what you want your company to be or how you want to work together is much harder to do if you have different blends of people and that's important to think about."

Leaders will also need to balance the dynamics on their hybrid teams. Phil says this: "Make sure you communicate in a way that feels inclusive. People working from a remote location are getting the same experience as working in the office."

Hybrid can offer real talent advantages if investments are made to set up your team for success. Sarah had this to say about it: "There's real advantage to be gained for companies who think about this really carefully for their populations."

Leaders serious about engaging hybrid teams must take deliberate actions to connect in new waysBernard offered this piece of advice: "You now have an opportunity to change the ball game and communicate much more efficiently. It's a more challenging environment, and you'll have to understand, more than ever, the population of employees you want to communicate to and communicate with."

EP4.6 How to Build Leadership Presence for a Virtual World with Melanie Espeland

Season 4 · Episode 6

Tuesday, March 2, 2021 • Duration 18:56

A leader's presence matters. It always has – be it in daily interactions with their teams and when influencing a new way forward for their organizations. But how do leaders build their presence and gravitas in a virtual workplace?

Melanie Espeland joins this episode of the LeaderLab with practical ideas that will help leaders more clearly communicate and more effectively connect with their virtual teams and stakeholders. Here's a sample of Melanie's tactical advice:

Presence begins with self-awareness: "What is presence? What is gravitas? I would define it as the je ne sais quoi, the special sauce that gets people to actually want to listen to you. You want people to want to hear what you have to say, and to be engaged and to have it not be a chore to be on a call with you. So, that's why presence and gravitas is really important for leaders."
Stop the ums and ahs with deep breathing: "I want you to breathe more deeply using the diaphragm, but I also want you to be able to control how much air you're expelling at one time. If you're expelling too much or too quickly, you might start gasping for breath. This will make you speak more quickly and you may use filler words."

You're always communicating even when you aren't: "There's always two conversations happening. There's what's physically coming out of your mouth, but then there's also what's happening inside your head. That internal conversation is always going to come out in some way, subconsciously, to others around you even if you can't articulate it."
Get the tools you need for virtual communications: "If you're going to be communicating digitally, that can be enhanced with specific tools. A microphone is one example that can make it much easier to literally be heard."

Meet Melanie Espeland

Melanie is an executive voice coach, entrepreneur, author and voice actor. She is CEO of Espeland Enterprises where she trains senior clients from top companies such as IBM and Morgan Stanley to use their voices more effectively, optimizing an important tool that is often ignored. That training has become even more relevant as remote meetings have brought presentation and communications skills to center stage.

EP4.5 The Power of Leadership Character with Dr. Gerard Seijts

Season 4 · Episode 5

Thursday, January 28, 2021 • Duration 24:15

Character matters. In a year in which we've faced a global pandemic and growing unrest in pockets around the world, this has never been truer. But what is it and can it be developed?

Dr. Gerard Seijts joins this episode of LeaderLab to explore the behaviours associated with leadership character and to offer concrete examples of how leaders can develop good character and embed it in their organizations. Based on research he's been building since the 2008 financial crisis, Gerard shares the following insights on leadership character:

Character is dispositional. It's not based on your role on the job, rather it's how you show up in the workplace.
Character is defined by 11 dimensions: Judgement, transcendence, drive, collaboration, humanity, humility, integrity, temperance, justice, accountability and courage. Very few leaders get top marks in all dimensions. Instead, good character can be developed by continuously improving weaker areas.
Covid-19 has not only revealed character in world leaders, but has demonstrated in real time how good character can produce good outcomes.
Making time for reflection is important step in developing your leader character.
There are specific actions organizations can take to develop character within their leaders and embed good character within teams – starting with integrating it specifically into their recruiting criteria.

Learn more about the 11 dimensions of leadership character here: https://www.ivey.uwo.ca/leadership/research-resources/leader-character-framework/

Access more leadership research from Ivey's Ian O. Ihnatowycz Institute: https://www.ivey.uwo.ca/leadership/

Meet Dr. Gerard Seijts

Dr. Gerard Seijts is a professor at the Ivey Business School and a prolific researcher in a range of topics, including leadership, leading change, organizational behaviour, and performance management and staffing. Gerard also leads corporate leadership programs for organizations such as Aecon, Intact Financial Corporations, OMERS, Ontario Teachers' Pension Plan and many others. He has also worked with local government in Canada and Hong Kong on issues such as leadership and change. Gerard is the recipient of awards for research, innovation in teaching and outreach activities. He is the Executive Director of the Ian O. Ihnatowycz Institute for Leadership.

LeaderLab – Details, episodes & analysis

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LeaderLab – Details, episodes & analysis

Podcast details

Recent rankings

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