Message from the President & CEO
85% of our Future Ready Leadership graduates surveyed indicated an improvement in leadership capability; 73% reported an improvement in employee relations. 

These are just two of the statistics from a recent survey we sent out to measure the return on investment for our Future Ready Leadership program. For the full set of results, click HERE

Why measure ROI? In a nutshell, we measure ROI so we can determine if training concepts are being transferred into action and then results in the workplace. ROI is a tricky thing to measure on a “soft skills” training program. That’s why we enlisted the expertise of Lisa Deguire, a Certified Training & Development Professional (CTDP) and Human Capital Strategist (HCS). Lisa also holds an ROI certificate from the ROI Institute Canada. 

Lisa used the following formula, established by Jack Phillips at the ROI Institute in her work with MCE. 

ROI (%)   =    Net Benefits (Benefits – Program Costs)     X 100
Program Costs 

ROI calculations can take many factors into consideration, factors like the Cost of Turnover. Did you know that on average it costs 1.5 times a manager’s salary to replace them? The factor is one times salary for non-management employees. While other factors include productivity/efficiency gains and employee satisfaction, the retention factor alone makes it well worth investing. Training is seen by many as a retention tool. 

So who is responsible for making sure training sticks so that the organization can reap the benefits?  There are three levels of responsibility for this; 

  1. The employee’s direct supervisor or manager 
  2. The trainer or training organization 
  3. The participant themselves  

Here are just a few of the responsibilities of each party; 
Ask yourself, what can I do to contribute to a positive ROI on training? Then do it! 

Audie McCarthy
President & CEO
What You Tell Us. Your Testimonial Stands Out!
"I took the Building Relationships Course provided by Mohawk College Enterprise (MCE) and led by Patrick Draper in April 2019. Although I work with council and Town staff on a regular basis and have worked on Parliament Hill this course was filled with valuable information. Patrick brings extensive knowledge to this course not only from his work as a former CAO but from other work experiences he has had throughout his life. Learning and fully understanding the roles and responsibilities of Council, the Mayor/Reeve and staff, and working through real-life challenges with the guidance of Patrick's inside personal experience has helped us tremendously. From this learning, we have improved our communication and interactions with Council and staff and strive to create win-win situations for all."

Brenda Rhodes, Executive Director of the Bracebridge Chamber of Commerce
YWCA Hamilton's Walk A Mile In Her Shoes has collectively raised over $150,000 for programs and services supporting survivors of violence. Our own 'MCE Heels' consisted of 11 team members, 35 donations, and $1,500.55 raised! You'll see a few familiar faces on this tribute video .
The MCE team has undertaken training in Mental Health First Aid Basic and will engage in Emotional Intelligence training this month. We continuously work on developing our people while using our learnings to improve our training methods and to create new programs to offer.
Our Digital Literacy Series has seen Cyber Security, Internet of Things, and Blockchain, attended by enthusiastic guests. With Cyber Security, MCE had the opportunity to submit an article to OMHRA for their summer newsletter. We'd like to share this article with you HERE .
HR Corner:
Measuring the Success of Training
Kirkpatrick's Model
At Mohawk College Enterprise, we pride ourselves on how our training programs help organizations grow, and how current and future leaders continue to develop their skills. A perfect example is our Future Ready Leadership program, designed to help people better themselves in their current role or take on their next role. 

Current content and interactive delivery are key. Sounds simple enough, but in fact can be a challenge. One of the key ways to identify if you are designing and delivering a successful training program is by measuring the Return on Investment (ROI). Calculating ROI requires feedback from all involved. Kirkpatrick’s Four-Level Training Evaluation Model is a tool designed to provide feedback by examining learning effectiveness.  Here is a short summary of the model for those not familiar with it.  

Level 1 Reaction: Participants first need to buy in to the value of training. They need to understand how the training relates to their job with a plan to transfer the knowledge to action once back on the job.  Level 1 measures their reaction to the training; were they engaged? Did they actively participate? This can be accomplished by observing participants during sessions or through a satisfaction survey (smile sheet).

Level 2 Learning: This measures how the training has helped develop skills, knowledge and build confidence. This can be done through interactive activities like role plays, assessments and action plans. It is helpful to develop and articulate learning objectives to see if you have achieved what you set out to do. Common questions asked in a Level 2 assessment include: Was the training relevant to your job? How will you apply what you have learned? Do you foresee any obstacles in applying the learning? 

Level 3 Behaviour: Measures application of what was learned and changes in behaviour otherwise referred to as the transfer of knowledge stage. This evaluation occurs on the job 3-6 months after training. Conduct interviews, observe behaviour at work and use coaching to assist in areas still requiring development.

Level 4 Results: Evaluation of targeted outcomes and final results. The desired outcomes would have been established prior to training. Examples of desired outcomes are increased revenue, decreased turnover, less leaves of absence, improved customer service. Level 4 asks the question, what is the impact on the organization? 

This chart shows you how MCE uses the model to evaluate our Future Ready Leadership program. (FRL)
For more information on Kirkpatrick’s Model go to:

Thank you to Lisa Deguire for working with us on determining the value of our training. 

Carrie Deon
Human Resources Generalist
Celebrating Our Trainers: Marci Ruhl
Marci is an Instructional Design Specialist with MCE. She has over 15 years of experience in Training and Development, specializing in design, development, and facilitation. She has demonstrated strong customer focus in creating customized solutions for MCE customers. Marci's professional designation of Certified Training and Development Professional validates her knowledge of producing high-end quality training to customers.

The favourite part of her role is designing customized content for MCE clients to meet their training needs. She creates the story and our expert facilitators make the content come alive. 
Course of the Month:
Future Ready Leadership Open Seat
Levels 1 & 2, Essentials
We are running the full gamut of Future Ready Leadership courses in an Open Seat format. Open Seat was created to address the needs of our clients who either may not have enough employees to have their own in-house cohort or who choose to send a few employees at a time to training due to budget constraints. Click on each course title to be redirected for more information.

The Future Ready Leadership (FRL) Essential Skills program consists of five introductory leadership training courses delivered one day per month, over five months. Learn about personal and team accountability and how to transition from ‘buddy’ to ‘boss’.

Participants are led through exercises, case studies and will hear from community leaders. At the end of each day, the participants receive a coaching tool to complete on their own and then discuss with their leader to reflect on what they learned during that day’s session and to share this information with their leader, who can help provide them with extra support and coaching on the topic learned.

Advance your skills with Future Ready Leadership 2. This program is designed to build on your skills and knowledge gained from our FRL 1 program or other previous training. Over the course of six months, this program helps participants advance their leadership skills and learn to handle more complex and challenging situations. The goal of this program is to enhance each participant’s current leadership skills and make them a more effective leader.
For more information about our programs, contact:
Lorraine MacDonald
Mohawk College Enterprise | 905-575-2534 | |