1. Compelling meeting theme. Large-group interventions require a compelling reason or focal point for change. Although “people problems” can be an important focus, more powerful reasons for large-group efforts include managing impending mergers or reorganizations, responding to environmental threats and opportunities, or proposing radical organizational changes. Whatever the focal point for change, senior leaders need to make clear to others the purpose of the large-group meeting. Ambiguity about the reason for the intervention can dissipate participants’ energy and commitment to change. For example, a large-group meeting that successfully envisioned a hospital’s future organization design was viewed as a failure by a few key managers who thought that the purpose was to cut costs from the hospital’s budget. Their subsequent lack of support stalled the change effort.