How TD’s Leadership and Targeted Training Are Turning AI Optimism Into Everyday Productivity

Leadership-Driven AI Adoption and Targeted Rollouts: TD’s Workforce Strategy

Many Canadian workers remain optimistic about AI but struggle to integrate it into daily workflows. TD addresses this gap by combining targeted training with leadership-led adoption to ensure employees at all levels benefit from AI tools.

Tina Robinet, SVP of HR Shared Services and Next Evolution of Work Transformation at TD, emphasizes the importance of “meeting workers where they are.” This means recognizing that both early adopters and skeptics need to see clear, practical value from AI to build confidence and drive usage.

Driving Adoption Through Targeted Rollouts and Role-Specific Training

TD’s approach starts with acknowledging that employees’ comfort with digital tools varies widely. A one-size-fits-all strategy won’t work. Instead, TD delivers focused training and AI capabilities tailored to specific roles, helping employees gain confidence and competence at their own pace.

Research within TD reveals a significant training gap: 64% of Canadian workers using AI report insufficient training. TD’s targeted rollouts tackle this by launching AI tools that address real problems and demonstrate immediate benefits.

For example, TD has seen strong engagement with tools like Microsoft 365 Copilot and GitHub Copilot, reporting usage rates of 80% and 92%, respectively. These results are encouraging in a context where only 8% of Canadian workers use AI daily despite over half believing it boosts productivity.

Framing AI as an Enabler to Work Smarter, Not a Shortcut

While 56% of TD employees using AI report improved efficiency, nearly half have yet to experience this impact. The key lies in presenting AI as a way to reduce routine tasks and free time for higher-value activities.

Robinet encourages a mindset shift: AI is a tool to empower employees, not a means to cut corners. She openly shares how she uses AI to summarize meetings and create action plans, normalizing its use without stigma.

This perspective extends beyond everyday tasks to HR operations, where AI assists with recruiting, onboarding, policy inquiries, and payroll. Faster access to information helps colleagues focus on meaningful work rather than administrative burdens.

Leadership Modeling as the Catalyst for Cultural Change

For AI adoption to succeed, leadership must model its use and foster trust. Robinet highlights that HR plays a central role in shaping workforce transformation by integrating AI into planning, analytics, and organizational design focused on human-machine collaboration.

Technology alone isn’t enough. Without trust in AI tools and outputs, adoption falters. Leaders must actively support and guide employees’ evolving relationship with AI to prevent uncertainty and resistance.

Investing in leadership readiness is critical. Leaders uncomfortable or unfamiliar with AI will struggle to bring their teams along. At TD, responsible innovation and ongoing human oversight underpin AI deployment, ensuring that client and colleague trust remains a top priority.

• Key Takeaways for Executives:
• Adopt a targeted, role-specific approach to AI training and rollout.
• Demonstrate immediate, practical value to build confidence and usage.
• Lead by example—leaders must visibly use and endorse AI tools.
• Frame AI as an enabler of smarter work, not a shortcut or replacement.
• Invest in cultural change and trust-building alongside technology deployment.

For executives looking to implement similar strategies, focusing on leadership engagement and practical training can accelerate workforce AI adoption. To explore practical AI training programs aligned with business needs, visit Complete AI Training.