This paper examines the issues and problems that arise in the transfer process in outdoor management development (OMD) programs. The transfer of learning from the outdoors back to the workplace is a crucial element of OMD. A review of general transfer problems and management development demonstrates that many of the transfer problems associated with OMD are common. It highlights the responsibilities of the client organization in supporting OMD initiatives within the workplace. Specific transfer problems of OMD programs include: (1) inadequate organizational analysis prior to the program; (2) problems related to corporate culture; (3) lack of senior management support; (4) lack of motivation among participants; (5) mismatch between skills in OMD programs and real problems in the workplace; and (6) inadequate reinforcement mechanisms in the workplace. Overcoming these problem areas entails consideration of the organizational characteristics and circumstances of the client and understanding of organizational structures and cultures. For OMD to have a lasting impact on participant organizations and individuals, a thorough consultation with the client organization must be undertaken prior to developing a program. (LP)