Abstract
PurposeThe purpose of this paper is to highlight the gap in organizational change literature in general and the large group interactive method (LGIM) literature in particular.Design/methodology/approachBy comparing LGIM and training literature studies, the absence of a concept in the former literature parallel to the well-known concept of “transfer of training” is highlighted. The concept of the transfer of change is introduced to address this gap.FindingsThis paper suggests that the transfer of change is as important to the success of organizational change initiatives as transfer of training is to the success of training programs.Originality/valueThis paper is the first to introduce the concept of transfer of change to the organizational change and LGIM literature studies. Furthermore, a tentative research agenda regarding transfer of change and LGIMs is presented. Therefore, the paper is a valuable resource for researchers who study organizational change initiatives in general and LGIMs in particular.
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