ABSTRACT
This chapter focuses on change approaches which ones can be distinguished and when are they used. In addition, it focuses on examples of interventions related to the different approaches. A change strategy is prepared in advance or develops over time into a coherent set of change approaches with associated interventions. A change approach, in turn, is a specific method for the realization of the change. The design of a change approach is done after the diagnosis, but they can also emerge in a more organic manner. The Change Competence Model is the basis for different change approaches. It can distinguish between singular, diagonal, linear and integral approaches. More complex changes usually require more than a singular approach to be successful. To achieve solid and qualitative organizational change, a combination of approaches and interventions is therefore often needed. They should be coherent and consistent in form.
