For many leaders today, change no longer feels episodic. It feels ambient.

New technologies. Ongoing restructures. Persistent staffing gaps. Shifting strategies and funding models. At times, the pace can be unrelenting.

The data supports what you’re feeling. Gartner reports that employees experienced an average of 10 planned enterprise changes in a single year, up from just two less than a decade ago. At the same time, willingness to support those changes has dropped by nearly half.

The takeaway is sobering: the volume of change is rising, while human capacity for it is shrinking.

In environments like this, leaders often feel pressure to move faster, to decide quickly, communicate constantly, and keep pushing forward. But that instinct, while understandable, is often what erodes trust, clarity, and sustainability over time.

This moment doesn’t require faster leaders, but rather, steadier ones.