Success of organizational change depends on many factors. A factor that is often neglected is the rhythm of organizational change, also referred to as organizational rhythmics. The model of organizational rhythmics was developed in the PhD thesis ‘Rhythmics of Organizational Change’ (Truus Poels, 2006, Eburon). It characterizes the rhythm aspect of organizational change processes in five basic concepts (Emphasis, Intonation, Pace, Period and Repetition).The Foundation of Rhythmics of Organizational Change (I-RO) was founded in 2009. This Foundation conducts research on the rhythmics of organizational change with the aim of developing and implementing practical and useful instruments, for more effective implementation of organizational change processes. Fourteen organizations participate in the platform. The Advisory Board of the Foundation consists of a number of expert scientists. The mission of the platform is to obtain and disseminate more insight into the optimal rhythm approach of organizational change.The study on organizational rhythmics was conducted within nine organizations from the business, government and non-profit sectors. The Ministry of Social Affairs and Employment of the Netherlands granted a financial contribution for the development of rhythmics instruments.The study on organizational rhythmics showed that with the Model of organizational Rhythmics (Quick Scan and Rhythmics Interventions) involvement of employees and managers with changes was strengthened.This involvement is of great importance for two reasons. Firstly, the degree of success of a change depends on the involvement of the participants in the organizational change to obtain the intended results of the change process. Secondly, the involvement that is obtained by using the rhythmicscharacteristics, is a new factor to successfully change organizations. The importance of organizational rhythmics as an essential factor for organizational change processes is presented successfully in this book.This Case Book is primarily written for managers, project leaders and other practitioners involved in change processes in organizations. It is a case book about organizational change, in which the ‘Rhythmics of Organizational Change’ is the central theme.