Leadership Development Canada

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Leadership Intelligence: Strengthening Business Outcomes through Values-Based Leadership Coaching
Leadership Intelligence
Leadership Intelligence: Strengthening Business Outcomes through Values-Based Leadership Coaching
Carol Sachowski, Managing Director of Coaching, Lynn Bennett, President
Many organizations struggle to execute their strategy, despite having clear plans, capable teams and the right systems in place. For over 25 years, Leadership Intelligence has addressed this challenge by anchoring its coaching in the values that drive the behavior of leaders and their teams.

This begins with awareness of self, the team and the organization. By helping them define, measure, align and integrate values into business, Leadership Intelligence connects behavior with the outcomes organizations are trying to achieve.

“When people are anchored in their values and beliefs, behavior becomes clearer, creating alignment that improves how teams make decisions and move faster,” says Lynn Bennett, president.

Enhancing Organization-Wide Performance through Values

At Leadership Intelligence, the staff is certified in globally accepted assessments. Using the Barrett Values Assessment, it helps leaders and teams identify what is important and highlight what moves them forward or holds them back.

Insights from the assessments are explored through discovery calls and debriefs, helping leaders observe how their decisions and interactions unfold in real time. This lets clients recognize when they are reacting versus responding, reassess intent and align their actions with their values, especially when perspectives may be misread.

Its view of values extends beyond the individual. Leadership Intelligence recognizes that values are multi-dimensional and are often paired with those of the organization. This alignment takes a life of its own, revealing what’s happening across people development, processes and the purpose of the business. In doing so, it helps leaders identify aspects that need more conversation and attention.

Navigating Psychological Safety through Values

Leadership Intelligence addresses psychological safety by looking at what sits beneath, letting clients explore their underpinning values and authentic self. This helps them recognize aspects of conversations that engage and derail them.
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Fairwinds Training and Development: Closing the Gap Between Expectation and Execution in Leadership
Fairwinds Training and Development
Fairwinds Training and Development: Closing the Gap Between Expectation and Execution in Leadership
John Zettler, President
Most leadership teams don’t fail because of a lack of capability. They struggle when alignment breaks down in subtle ways through unclear expectations, inconsistent accountability, and conversations that never quite happen. One such breakdown was already playing out within a senior leadership team, where misalignment weakened decision-making and sent mixed signals. To address it, Fairwinds Training and Development, a leadership development firm, shifted away from standard leadership modules and focused first on alignment.

Led by president John Zettler, the team worked together to build a shared charter rooted in trust, accountability, and clear expectations. The framework was reinforced across every session, creating space for course correction and consistency. Over time, the shift became visible as the leadership group began functioning cohesively, and the change started to cascade across the organization.

That intervention reflects a broader philosophy. “We begin by understanding the constraints leaders operate within rather than applying predefined models,” says Zettler. Across industries, leaders are expected to deliver results while continuing to operate as individual contributors, leaving limited time to lead. They are also navigating increasingly complex emotional dynamics within their teams where they encounter gaps between expectation and outcome. The issue here is how expectations are communicated, reinforced, and followed through in day-to-day interactions.
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State of Industry

Leadership Development and Coaching Services: Transforming Canada's Workforce

Organizations in Canada are strengthening internal leadership capabilities through leadership development and coaching services designed to enhance managerial effectiveness and workforce collaboration. These programs are helping leaders refine communication skills, build stronger teams, and respond more effectively to evolving business priorities. Leadership development and coaching services are also supporting employee confidence and accountability, creating a workplace culture where informed decision-making and professional growth contribute to improved organizational performance.

Current Market Trends and Technological Advancements

Shifting workplace structures in Canada are influencing the way leadership development and coaching services are delivered, with greater emphasis on personalized learning journeys tailored to individual roles and career stages. Organizations are moving beyond standardized training formats and adopting targeted coaching frameworks that address specific business objectives, helping participants gain practical insights that can be applied directly within their professional environments.

Demand for leadership guidance is expanding beyond senior executives, creating opportunities for emerging managers, project leaders, and high-potential employees to access structured development programs. This broader participation reflects a growing recognition that leadership capabilities are valuable throughout different levels of an organization, particularly as teams become more cross-functional and responsibilities extend beyond traditional reporting structures.

Technological advancements are reshaping program delivery through digital coaching platforms, virtual learning environments, and interactive assessment tools. These solutions enable participants to engage in coaching sessions regardless of location while providing organizations with greater flexibility in scheduling, content delivery, and progress monitoring. Digital resources are also supporting continuous learning rather than limiting development to periodic training events.

Artificial intelligence and data-driven analytics are becoming important components of modern coaching strategies in Canada. Organizations are utilizing these technologies to identify skill gaps, generate personalized development recommendations, and measure leadership growth more effectively. The integration of intelligent insights is helping coaching providers deliver more relevant experiences while supporting organizations in aligning development initiatives with evolving workforce expectations.

Industry Challenges and Strategic Solutions in Leadership Development and Coaching

Leadership development and coaching providers in Canada are facing growing pressure to demonstrate measurable business value. Many organizations struggle to connect leadership initiatives directly to operational outcomes, making it difficult to justify long-term investment. In response, service providers are adopting outcome-based review approaches that connect coaching initiatives to business priorities, enabling organizations to better understand program impact.

Maintaining participant engagement throughout development initiatives remains another industry challenge. Heavy workloads and competing responsibilities can reduce participation levels and limit knowledge retention. Strategic solutions increasingly focus on integrating coaching activities into daily work routines, helping individuals apply new concepts through practical experiences rather than relying solely on standalone learning sessions.

Differences in organizational culture, leadership styles, and business priorities often create obstacles when implementing development programs. A standardized approach may not produce consistent results across diverse workplace environments. To address this issue, coaching providers are designing adaptable methodologies that align with specific organizational contexts, helping ensure greater relevance and stronger adoption.

The rapid pace of workplace transformation is creating demand for leaders who can navigate uncertainty, manage complex stakeholder expectations, and guide teams through change. Many organizations encounter preparedness challenges in these areas, particularly when preparing individuals for expanded responsibilities. Targeted succession planning and scenario-based leadership development strategies are emerging as effective approaches for strengthening readiness and supporting leadership continuity.

Competition within the Canadian leadership development and coaching sector is also intensifying as organizations seek specialized expertise and proven outcomes. Distinguishing service quality in a crowded marketplace can be challenging for providers. Strategic differentiation through industry-specific knowledge, evidence-based coaching practices, and specialized leadership programs is helping organizations identify solutions that align more closely with their operational goals.

Future Prospects and Innovations

Evolving workforce expectations are expected to influence the next phase of leadership development and coaching services in Canada, encouraging providers to create more dynamic and experience-driven learning models. Greater emphasis is likely to be placed on developing interpersonal intelligence, strategic thinking, adaptability, and decision quality, reflecting the increasingly complex responsibilities leaders face within modern organizations.

Innovation is anticipated to expand beyond conventional coaching formats through the use of immersive learning experiences, including simulation-based exercises and interactive leadership scenarios. These approaches can provide participants with opportunities to practice responses to realistic business situations, helping strengthen judgment and leadership effectiveness in controlled learning environments.

Greater attention is expected to be directed toward multidisciplinary leadership development that combines business acumen, emotional intelligence, cultural awareness, and change leadership within a single learning framework. Coaching providers are likely to introduce more blended development experiences that help leaders navigate increasingly interconnected business environments. This broader approach may support more versatile leadership capabilities suited to evolving organizational structures in Canada.

Canada’s leadership development and coaching sector is positioned for continued evolution as organizations seek more specialized and outcome-oriented solutions. Future innovations are likely to focus on creating highly responsive development ecosystems that combine learning, coaching, mentoring, and leadership advisory services into integrated frameworks. These advancements are expected to enhance the overall value of leadership development initiatives while supporting stronger organizational preparedness for future business demands. 

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Future-Ready Leadership in Canada: Strategies for Sustainable Growth

Leadership training and development services have become a critical component of modern organizational strategy, enabling businesses to build capable, resilient, and forward-thinking leadership pipelines. In Canada, organizations are increasingly prioritizing leadership development as a core driver of workforce transformation and business resilience.

The growing emphasis on innovation, diversity, and sustainable growth has encouraged companies to invest in structured training programs that cultivate adaptive leadership capabilities. Organizations are leveraging advanced learning technologies and tailored development frameworks to build leaders who can navigate uncertainty, manage change effectively, and align operational execution with strategic objectives.

Evolving Workforce Dynamics and Leadership Expectations

Hybrid work models, cross-functional collaboration, and globalized operations increasingly characterize modern workplaces. These shifts require leaders who can manage diverse teams, foster collaboration, and adapt quickly to changing environments. In Canada, the rise of flexible work arrangements has further accelerated the need for leaders who can maintain engagement and productivity across distributed teams. Another important trend is the growing emphasis on continuous learning. Organizations are moving away from one-time leadership workshops and instead adopting ongoing development frameworks that integrate learning into daily workflows.

Personalized learning is also gaining traction, with organizations seeking customized training solutions that address specific leadership challenges and organizational contexts. DEI has become central to leadership development initiatives. Companies recognize that inclusive leadership drives innovation, improves employee engagement, and enhances organizational performance. Training programs are increasingly incorporating modules that promote cultural awareness, equitable decision-making, and inclusive leadership practices, particularly across diverse workplaces in Canada.

Regulatory and ethical considerations are also influencing leadership training strategies. Organizations must ensure that leaders understand compliance requirements, workplace safety standards, and governance frameworks, leading to the integration of compliance and ethics training into leadership development programs, particularly in highly regulated industries.

Sustainability is another emerging focus area. Leaders are expected to align business strategies with environmental and social responsibilities, making sustainability training an integral part of leadership development, which includes educating leaders on responsible resource management, sustainable decision-making, and long-term value creation, which is gaining importance across Canadian corporate environments.

Technological Advancements Transforming Leadership Development

Digital learning platforms, including e-learning modules and virtual classrooms, are increasingly replacing traditional in-person training methods. These platforms offer accessibility and flexibility, enabling leaders to participate in training programs regardless of location or schedule. AI-powered platforms can analyze individual performance data, identify skill gaps, and recommend personalized learning paths, enabling organizations to deliver targeted training that addresses specific developmental needs while improving learning outcomes and efficiency.

Automation is streamlining administrative processes within leadership training programs. Tasks such as enrollment, progress tracking, assessments, and reporting are increasingly automated, reducing operational complexity and allowing training providers to focus on delivering high-quality content. Advanced analytics is enabling organizations to measure the impact of leadership development initiatives more effectively. By monitoring performance metrics, behavioral changes, and return on investment, organizations can ensure that training programs align with their strategic objectives and provide measurable value.

Immersive technologies such as VR and AR are also gaining traction in leadership training. These technologies create realistic, interactive environments where leaders can practice decision-making, crisis management, and interpersonal skills. This experiential learning approach enhances engagement and accelerates skill development. IoT-enabled systems provide real-time data that leaders can use to make informed decisions and ensure compliance with safety standards, a growing priority in digitally advanced Canadian organizations.

Opportunities and Strategic Growth in Leadership Development

The leadership training and development services market presents substantial opportunities for growth and innovation. One of the most significant opportunities lies in expanding digital and remote learning solutions. Virtual training platforms enable organizations to deliver leadership programs to geographically dispersed teams, reducing costs and increasing accessibility.

The growing focus on developing mid-level and emerging leaders is another key opportunity. Organizations are investing in leadership development at earlier career stages to build strong leadership pipelines and ensure long-term organizational success. This proactive approach helps organizations address leadership gaps and prepare for future challenges.

Customization and modular learning solutions are also driving market growth. Training providers that offer flexible, scalable, and industry-specific programs are better positioned to meet diverse organizational needs. Organizations are aligning leadership development initiatives with strategic objectives, ensuring that training programs contribute directly to business performance. This alignment enhances the effectiveness of leadership training and supports measurable outcomes.

The rise of coaching and mentoring services presents another significant growth opportunity. Executive coaching, in particular, provides personalized guidance and targeted skill development for senior leaders. Mentoring programs are essential for effective knowledge transfer and leadership development within organizations. Sustainability and ethical leadership are gaining prominence as organizations seek to align with environmental and social responsibilities. Leadership training programs that incorporate sustainability principles and ethical decision-making are becoming increasingly valuable.

Emerging technologies and data-driven approaches continue to create new opportunities for innovation. AI, analytics, and digital platforms enable more precise skill development, improved engagement, and better measurement of training effectiveness. Organizations that leverage these technologies can gain a competitive advantage by developing more capable, adaptable leaders in growing Canadian markets.

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Leadership Perspective
Five Principles That Define Leadership Development
Bimbo Canada
Five Principles That Define Leadership Development
Leslee Wills, Vice President, People & Corporate Affairs

The last few years have, undoubtedly, come with their fair share of organizational challenges. Many longstanding work practices have been disrupted or brought into question and while this has been an uncomfortable experience in many ways, this time has also provided an opportunity to reflect, take stock of our approach to leadership and what it truly means. Ultimately, I believe the challenges we have faced have done much to reaffirm one thing: the critical importance of leadership development.

Inspired by Purpose, People and Performance

At Bimbo Canada, leadership isn’t just focused on performance-driven results.  To reflect our values, our purpose of Nourishing a Better World, and our strategy to Reinvent with Purpose, leadership must be able - and willing - to evolve, to rise to unforeseen challenges, and reaffirm our commitment to caring for our people and community.

For these reasons, we’ve taken the opportunity to focus on what effective, inspired, and meaningful leadership really looks like. The result of our desire to create a blueprint for leaders – complete with a wide range of self-management skills to better navigate challenges – is our recently-implemented, new Bimbo Canada Leader Model. It reflects the input of our single greatest asset: our people, who have contributed to the transformation of our leadership development approach. Our investment in leadership is designed to support our business and our people-first culture – after all, how we lead matters just as much as, if not more than, what we accomplish.

Lead by Example

The cornerstone of any meaningful, effective leadership strategy begins and ends with a tried-and-true maxim: lead by example. For Bimbo Canada, this means fostering genuine trust within our organization and leading with authenticity. This is done through prioritizing the safety and well-being of others, building genuine connections, showing respect and empathy, taking ownership, and staying humble and grounded. It’s important that all leaders of our organization are given the tools to ‘walk the talk,’ so to speak. Moreover, to lead by example is to be aware of our impact on others, to stay professional and respectful, and to navigate challenges with focus, energy, and optimism.  There’s also something to be said about having fun along the way too!

"It is critical that companies promote a culture of wellness and belonging within every level of their organization"

Empower Our People 

An effective leader understands that empowerment is a cyclical process: when we empower our team through a strong emphasis on communication, engagement, collaboration, and inclusivity, we give them the tools to drive results and success. Our goals are their goals.

Communication is the cornerstone of empowerment for effective leaders who understand the benefits of attentive listening, actively seeking out others’ perspectives and opinions, and being clear, thorough, and succinct when it comes to sharing information.  Strong communication is also a product of the genuine trust I’ve previously touched on.  By creating a safe environment where people are encouraged to speak freely, ask questions, and challenge other points of view, leaders can foster an environment where others feel valued, part of the team, and ultimately encouraged to push, learn, and develop further.

Be Adaptable

I’m sure more than a few leaders would prefer to have a crystal ball on-hand to help anticipate the unexpected, but for practical purposes, I believe that effective leadership is focused on being both adaptable and anticipatory. At Bimbo Canada, we drive a consumer-is-our-boss and customer-is-our-partner approach that emphasizes the importance of staying on top of the consumer’s preferences, wants, and values. We also engage and partner with customers and suppliers to further meet consumer needs. Not only does this approach to leadership allow us to identify new opportunities as they arise, it also offers us a competitive advantage in better serving our customers.

Internally, adaptable leaders also demonstrate a keen awareness of various factors that may impact business, be they social, governmental, competitive, or consumer based. By thinking ahead and planning accordingly, a strong leader will anticipate, prepare for, and be ready to change course quickly – ultimately investing in initiatives that position their team for future success.

Deliver Results by Prioritizing

Before an effective leader can deliver on results, I believe that providing vision, clarity, and direction, is indispensable. Through an established and aligned set of goals, plans, and priorities, leaders can help minimize reactivity, remove distractions, and help their teams remain focused on the big picture. Inspiring leaders will communicate direction with confidence and credibility, create buy-in and commitment, and energize others.

Results and success also depend on a leader’s ability to focus on what is important by driving value and fostering a safe, people-first culture. Initiative and accountability are key factors as well; effective leaders shouldn’t wait for direction rather, they need to take the same initiative they’d expect from others. Accountability means taking ownership for our actions, decisions and commitments regardless of organizational chart hierarchy or reporting relationships.

At Bimbo Canada, we are passionate about great leadership and I’ll share my thoughts on this with anyone who will listen! The model I’ve briefly highlighted is designed to develop inspiring and confident leaders who acknowledge that nurturing a culture of strong leadership is also a great driver of performance and positive change. For these reasons, I believe that a long-term investment in leadership brings with it an enduring effect – one that helps us shift perspective, evolve, and ultimately win in the marketplace.

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Driving Innovation in the Changing Landscape of Leadership Development
Longo
Driving Innovation in the Changing Landscape of Leadership Development
Liz Volk, Chief Human Resources Officer

Liz Volk, a leader with a people-centric approach, believes in achieving organizational success through actively engaged teams implementing a well-defined guest strategy. Committed to fostering a vibrant corporate culture for business expansion and guest loyalty, Liz motivates team members to consistently deliver their best and reach their full potential.

In an interview with Manage HR Canada, Liz shares insights on the latest developments and strategies in the industry, shedding light on innovative approaches and key trends shaping retail's future.

What are your thoughts on the recent changes in leadership development and its potential impact on meeting your business requirements?

In our business, particularly in the retail grocer segment, technology is advancing rapidly. This is evident in both our frontline team members at our stores and our support office. We're in the early stages of exploring how AI can benefit us, with a focus on improving the experiences of our team members and guests. Effective communication, empathy and managing hybrid work environments are essential skills for leaders.

Additionally, there's a continued emphasis on cultivating inclusive cultures and being thoughtful in our interactions with team members, whether they're dealing with guests or supporting the business internally.

Cultivating a culture of inclusivity is also important. As leaders, we need to approach our interactions with team members thoughtfully, whether they're frontline staff dealing with guests or part of the support teams.

"We devote considerable attention to celebrating, rewarding and recognizing our team's efforts. Through our recognition platform and unique celebrations, we aim to strengthen our organizational culture and foster a sense of belonging among our teams"

How are you leveraging technology to enhance customer experience while fulfilling your responsibilities?

As the chief human resources officer at Longo, my responsibilities include the human resources function, internal communications and risk management. This involves areas such as loss prevention, food safety and health and safety. Additionally, I oversee a team focused on continuous improvement, specifically streamlining business processes and enhancing efficiencies for our team members and guests.

For example, we've collaborated closely with our human capital management system provider to enhance the employee experience by implementing various modules. These include a communications module and a comprehensive training platform accessible to all team members.

Another significant focus has been our DEI committee, where we're dedicated to educating our workforce on topics such as allyship and bias awareness. We're also committed to fostering a more inclusive environment and equipping our team members with the tools to navigate challenging conversations, particularly with our customers.

Additionally, we devote considerable attention to celebrating, rewarding and recognizing our team's efforts. Through our recognition platform and unique celebrations, we aim to strengthen our organizational culture and foster a sense of belonging among our teams.

Are there any specific challenges in your business that hinder services from providing an optimal solution?

One significant challenge revolves around continually upskilling and developing our leaders and team members, particularly at the leadership level. For instance, we're currently investigating how to scale coaching to ensure continual skill improvement, especially in a multi-unit environment with approximately 6,000 team members.

Additionally, in tackling the challenge of scaling leadership, we’re exploring tools like online coaching and mentoring to facilitate this process.

Historically, executive coaching has been done one-on-one and at more senior levels. However, we recognize the need to extend this practice to frontline manager levels and above. We are also piloting new tools as a step towards tackling this challenge.

What advice would you offer to your peers and colleagues for creating seamless processes and adapting to evolving trends?

Firstly, I would emphasize the importance of aligning closely with business partners and strategy. Then, understand the objectives behind introducing new technology in most HR functions today, and by utilizing the available data, understand where your opportunities and gaps lie.

Collaborate effectively with the business to make informed decisions based on factual insights, which is important as it empowers HR to provide valuable information to the business. From engagement surveys to the information stored around each team member in the system, understanding the current workforce and identifying gaps for the future workforce comprehend everything.

Another piece of advice is to tap into your HR network, stay updated on trends and be unafraid to pilot new ideas, recognizing that not everything will succeed, but starting somewhere is essential.

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