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Dear Shubhi,
Understanding the Honeymoon Effect in Training
Honeymoon has two more meanings than generally the word is known for. These are:
a) any period of blissful harmony or
b) any new relationship characterized by an initial period of harmony and goodwill.
"Honeymoon effect after Training" means a goody-goody relationship between the trainer and participants. There is "fun" in the training, lots of games create a condition of harmony. However, after a few days, things are back to normal. The training does not create an ounce of change.
This honeymoon period is developed because participants get carried away because of (a) oral communication skills of the trainer and (b) personality match with the participants. In the bargain, what is forsaken is the end result.
Honeymoon effect or otherwise, training managers must give targets to their participants on what changes the participants must bring out after ___ months of training. These targets should be well known to them even before they enter the training room. Secondly, 'n' number of times I pointed out, training professionals must give importance to creating a mechanism to implement the learning before going ahead with the training itself.
However, I found very few training professionals who are capable of doing this. Training is done at times because (a) the boss tells them to do it, or (b) to utilize the funds, (c) newly joined HR wants to do something, and management gives the go-ahead to avoid demotivation of HR, (d) their competitors also do it.
Hope the above answer satisfies you.
Ok...
Regards,
Dinesh V Divekar
From India, Bangalore
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Understanding the Honeymoon Effect in Training
Honeymoon has two more meanings than generally the word is known for. These are:
a) any period of blissful harmony or
b) any new relationship characterized by an initial period of harmony and goodwill.
"Honeymoon effect after Training" means a goody-goody relationship between the trainer and participants. There is "fun" in the training, lots of games create a condition of harmony. However, after a few days, things are back to normal. The training does not create an ounce of change.
This honeymoon period is developed because participants get carried away because of (a) oral communication skills of the trainer and (b) personality match with the participants. In the bargain, what is forsaken is the end result.
Honeymoon effect or otherwise, training managers must give targets to their participants on what changes the participants must bring out after ___ months of training. These targets should be well known to them even before they enter the training room. Secondly, 'n' number of times I pointed out, training professionals must give importance to creating a mechanism to implement the learning before going ahead with the training itself.
However, I found very few training professionals who are capable of doing this. Training is done at times because (a) the boss tells them to do it, or (b) to utilize the funds, (c) newly joined HR wants to do something, and management gives the go-ahead to avoid demotivation of HR, (d) their competitors also do it.
Hope the above answer satisfies you.
Ok...
Regards,
Dinesh V Divekar
From India, Bangalore
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Dear Shubhi, you may please like to read the story at the following link. By and large, that may give you factors of honeymoon effects after training. The title of the story may indicate about actual honeymoon, but the contents pertain to the management aspects.
When the Honeymoon is Over
http://management-issues.com <link updated to site home> ([Search On Cite](https://www.citehr.com/results.php?q=When the honeymoon is over) | [Search On Google](https://www.google.com/search?q=When the honeymoon is over))
Regards
From India, Delhi
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When the Honeymoon is Over
http://management-issues.com <link updated to site home> ([Search On Cite](https://www.citehr.com/results.php?q=When the honeymoon is over) | [Search On Google](https://www.google.com/search?q=When the honeymoon is over))
Regards
From India, Delhi
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Understanding the "Honeymoon Effect" After Training
The "Honeymoon effect" is synonymous with what happens after the newlywed couple returns from the honeymoon and forgets all the promises made during that time. To mitigate this effect in training and its outcomes:
• We should hold the immediate boss responsible for implementation and outcomes. Develop systems where feedback is received every 15 days, either internally as a trainer or by involving a senior manager if outsourcing. If things are not progressing as desired, involve the responsible manager and provide training on the necessary steps. While this may be costly initially, taking no action leads to complacency, creating a vicious cycle where training is seen as a paid holiday. Timely and appropriate action can make it cost-effective.
• As rightly suggested, make public the expected changes post-training by identifying specific training needs for the participants beforehand.
• Set a specific timeframe for outcomes and, if feasible and cost-effective, conduct a half-hour video conference to directly gauge the candidate's feedback. There are numerous other methods to consider.
Regards,
Permeshwernath
Consultant - Training Development and Placement
[Phone Number Removed For Privacy Reasons]
[Email Removed For Privacy Reasons]
From India, Pune
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The "Honeymoon effect" is synonymous with what happens after the newlywed couple returns from the honeymoon and forgets all the promises made during that time. To mitigate this effect in training and its outcomes:
• We should hold the immediate boss responsible for implementation and outcomes. Develop systems where feedback is received every 15 days, either internally as a trainer or by involving a senior manager if outsourcing. If things are not progressing as desired, involve the responsible manager and provide training on the necessary steps. While this may be costly initially, taking no action leads to complacency, creating a vicious cycle where training is seen as a paid holiday. Timely and appropriate action can make it cost-effective.
• As rightly suggested, make public the expected changes post-training by identifying specific training needs for the participants beforehand.
• Set a specific timeframe for outcomes and, if feasible and cost-effective, conduct a half-hour video conference to directly gauge the candidate's feedback. There are numerous other methods to consider.
Regards,
Permeshwernath
Consultant - Training Development and Placement
[Phone Number Removed For Privacy Reasons]
[Email Removed For Privacy Reasons]
From India, Pune
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Introduction to Employee Training and Development - PPT 1.ppt
Training and Development.doc