Introduction

At Agilus, we’re passionate about exploring how the world of work is evolving and what it means for businesses and people alike. Each year, our Future of Work panel series brings together thought leaders from across industries to discuss emerging trends shaping technology, business transformations and ultimately the Canadian workforce.

Before diving into the discussion, moderator Benjamin Kemp, CEO of Ambyint, asked the audience a simple question: “How many of you are already using AI in your work or feel comfortable with it?” Only about a quarter of the room raised their hands — a moment that underscored both the rapid rise of AI and the uncertainty that still surrounds it. “That tells us something important,” Benjamin noted. “Even as AI becomes part of our daily operations, confidence and understanding haven’t caught up yet. That’s where the real work begins.”

What’s Changing in AI: What’s Real, What’s Hype, and What’s Next?

This year, our discussion “AI One Year Later: What’s Real, What’s Hype, and What’s Next?” built on last year’s theme of Artificial Intelligence (AI) as a disruptor. The panel featured leaders from technology, consulting, and entrepreneurship who shared how AI has evolved into an essential business strategy and whether it’s delivering on its promise for businesses in Canada.

AI has moved from concept to execution in record time. Once a disruptive buzzword, AI is now a defining feature of business strategy reshaping how organizations innovate, make decisions, and engage their workforces.

Benjamin opened the discussion by emphasizing the importance of purpose-driven adoption: “The conversation around AI isn’t about chasing the next shiny tool. It’s about understanding where it truly adds value. When leaders start with the problem they’re trying to solve, rather than the technology itself, that’s when transformation sticks.”

The AI-Driven Workforce: How is AI Reshaping Jobs and Skills?

The conversation opened with a question that continues to dominate headlines: as AI reshapes workflows, will it reduce the need for people or simply change the skills organizations require?

“AI isn’t eliminating jobs, it’s changing them,” said Russ Erickson, VP of Partnerships at Amii (Alberta Machine Intelligence Institute). “The biggest barrier isn’t the technology itself—it’s knowledge. Organizations need AI literacy at every level so they can understand what’s going on under the hood and use it responsibly.”

For Kelsey Hahn, Co-Founder and CEO of Monark, this shift means leaders must rethink productivity and people strategy. “AI can be a powerful driver of productivity if leaders encourage adoption. It’s about building trust and giving employees room to experiment without fear of getting it wrong.”

Colleen Pound, Founder and CEO of Proxure, noted that organizations need to move away from rigid structures to thrive in an AI-driven world. “Future-proofing isn’t about predicting what’s next; it’s about solving customer problems better and faster than competitors. You have to start small, fail fast, and learn even faster.”

Shesta Babar, Partner, People & Change – Western Canada Lead at KPMG Canada, added that integrating AI will require a mindset shift. “Roles are evolving. We need to make work more outcome-based and ensure that people are learning alongside AI tools, not competing with them.”

Shesta elaborated that organizational structures themselves are evolving: “What we’re seeing is organizations becoming more diamond-shaped rather than pyramid-shaped. You’ve got this growing middle — people who are analytical, creative, adaptable — and they’re the ones really driving transformation. The challenge for leaders is to support that layer and make sure it has pathways upward.”

Regulatory Concerns, Ethics, and Liability: Who’s Responsible for Ethical AI?

As AI capabilities expand, questions around ethics, governance, and accountability are becoming more urgent. The panelists agreed that organizations cannot wait for regulators to set the rules. Organizations must lead responsibly.

“Set your guardrails now,” urged Kelsey. “Ask the right questions, understand how your data is being used, and make sure your organization is adopting AI responsibly.”

Josh Malate, Co-founder and President of Ultimarii, emphasized that accountability begins with leadership. “Leaders can’t outsource this responsibility. They need to understand how AI decisions are made, where data comes from, and how bias can be introduced.”

Colleen drew parallels to past technological shifts, “When we look back at social media, we realize governance came too late. With AI, we can’t afford to repeat that mistake. Responsible adoption starts now.”

The consensus: ethical AI isn’t just a compliance exercise. It’s a business advantage built on transparency and trust.

How Can Organizations De-Risk AI Adoption?

When asked how organizations can de-risk AI adoption, Kelsey underscored the importance of informed curiosity. “Avoiding AI isn’t the answer. Leaders need to ask critical questions about vendors, systems, and governance. Literacy builds confidence, and confidence drives adoption.”

Shesta added that while AI can improve decision-making, accountability must remain with humans. “We can’t abdicate our accountability or decision-making to AI. It’s a tool, not a substitute for human judgment. Leaders still need to make the call — AI should inform, not decide.”

Kelsey also highlighted the need for ongoing learning: “Once people see what’s possible, they start to lean in. That’s where real transformation begins.”

What Does It Mean to Future-Proof a Business with AI?

Colleen noted that agility and customer focus are key to staying competitive. “You can’t truly future-proof. The only sustainable advantage is how fast you can learn and adapt. Companies that experiment responsibly will pull ahead.”

She encouraged organizations to pilot small AI initiatives, measure outcomes, and scale what works rather than waiting for a perfect solution.

Kelsey added that leaders need to normalize experimentation and failure when testing new technology. “Initiate quick pilots, then kill the pilots that don’t work,” she said. “We’re so afraid of trying new technology and admitting it didn’t work. The culture needs to shift toward fail, learn, and try again. That’s how innovation really happens.”

What Are the Biggest Barriers to AI Adoption?

For Russ, literacy and access remain the biggest challenges. “In Alberta, we have world-class AI talent, deeper than most regions. Now it’s about putting that capability to work across industries.”

He also emphasized that adoption starts with trust. “AI literacy helps teams understand, question, and ultimately trust the systems they’re using. Without that, innovation stalls.”

Benjamin agreed, pointing out that trust has always been the biggest barrier to change—whether it’s a new leader, process, or system. “When I was leading innovation projects years ago, we saw the same pattern,” he shared. “Adoption in the field always came down to trust. People resisted not because they didn’t see the value, but because they didn’t understand it. And trust comes from knowledge. Once people are part of the conversation, that’s when traction begins.”

How Will AI Impact the Economy?

Josh pointed out that AI’s impact will be felt across the economy, not just in knowledge work. “AI isn’t only for tech or white-collar roles. Trades, manufacturing, logistics — these sectors are already seeing productivity gains when they integrate technology intelligently.”

He added that organizations must think beyond efficiency. “The opportunity is not just to do things faster, but to rethink how value is created and shared.”

Josh also reflected on the broader pattern of technological change. “Every major shift, from the Industrial Revolution to the rise of the internet, has redefined what work means and who leads in the economy. We’re seeing the same play out with AI, only faster. The pace of change has never been this rapid, and companies that can adapt in real time will define the next decade.”

How Can Organizations Prepare Talent for an AI-Driven Future?

Shesta discussed how AI is redefining organizational culture and workforce readiness. “The first step is literacy. Give employees the space to explore and learn AI without judgment. Peer-to-peer learning and reverse mentoring can accelerate understanding.”

She also highlighted the importance of preparing new graduates: “We’re seeing a shift from static job descriptions to evolving skill sets. Soft skills like critical thinking, adaptability, and curiosity are the most valuable skills in an AI-augmented workplace.”

Final Thoughts: Participation, Guardrails, and Learning Fast

In closing, each panelist left the audience with a call to action:

• Josh: “If you have an opinion about how the future should look, you need to participate in shaping it.”
• Kelsey: “Don’t wait for regulators. Set your guardrails now.”
• Colleen: “Knowledge workers are the last mile in AI delivery. Their insight will determine how successful adoption truly is.”
• Russ: “Get educated. Build literacy. Bring your entire workforce along.”
• Shesta: “Perfection is a myth. Learn fast and embrace the journey.”

Final Insight:

AI’s promise isn’t just in automation; it’s in augmentation. The future belongs to organizations that empower people to experiment, question, and collaborate with technology. By investing in literacy, governance, and trust, leaders can unlock the full potential of AI today and for the long term. As our CEO, Craig Brown, notes, “AI adoption among Canadian businesses nearly doubled this year—from 6% to 12%. Yet 63% of executives admit that implementing AI is far more challenging than they anticipated.” This gap between ambition and execution underscores why building strong foundations in governance and skills is critical for sustainable success.

FAQs: The Future of Work and AI Adoption

Q1. What is the biggest challenge in AI adoption for businesses?

The main barrier isn’t the technology itself but AI literacy and trust. Organizations need to help employees understand how AI works so they can use it responsibly and confidently.

Q2. How is AI changing jobs in Canada?

AI isn’t eliminating roles; it’s reshaping them. Routine tasks are being automated, while demand grows for analytical, creative, and adaptive skills — creating more “diamond-shaped” organizational structures.

Q3. What does ethical AI mean for organizations?

Ethical AI goes beyond compliance. It involves setting guardrails around data use, bias prevention, and transparency. Companies that adopt responsibly gain a competitive advantage built on trust.

Q4. How can leaders de-risk AI implementation?

Leaders can de-risk adoption by asking informed questions about AI tools, ensuring proper governance, and maintaining human accountability. Avoiding AI isn’t the answer — literacy and curiosity drive confident adoption.

Q5. What industries will benefit most from AI?

While tech and professional services lead the way, sectors like manufacturing, logistics, and energy are also gaining productivity and efficiency from AI integration.

Q6. How can organizations prepare their workforce for AI?

Start with AI literacy. Offer opportunities for employees to learn, explore, and collaborate with AI tools. Encourage peer-to-peer learning and reverse mentoring to close the knowledge gap.