How do you deal with "Change Saturation" in your organization?

1. The size of the changes is too big. This is common when a predictive rather than an adaptive approach is used. I like to use the analogy of swallowing one huge pill vs a few small ones.
2. There is no coordination of changes across the portfolio. Individual discrete projects may all hit the same stakeholders and yet the PMs and sponsors don't try to phase & pace the changes to avoid change fatigue.

For many executives, saturation is not simply a by-product of the system; it is the objective itself. The focus becomes maximizing activity, increasing coverage, adding resources, and continuously responding to issues rather than addressing the structural causes that create those issues. From an Operations perspective, however, scale and synchronization are far more attractive and sustainable. Operational excellence is not achieved by continuously adding people, controls, meetings, or interventions. It is achieved when the organization can scale its capabilities while maintaining consistency, coordination, reliability, and control. Synchronization allows Operations to move from a reactive model to a proactive one. It connects planning, resources, maintenance, service delivery, performance management, and decision-making into one coordinated system. The objective is not simply to do more, but to make the entire operation work better together. At scale, synchronization becomes even more critical. Without it, growth creates complexity, duplication, conflicting priorities, communication gaps, and increased operational risk. With it, scale becomes an advantage: resources can be optimized, responsibilities can be clarified, decisions can be accelerated, and performance can be measured consistently. Ultimately, saturation increases activity, while synchronization increases effectiveness. Saturation may provide short-term visibility, but synchronization creates long-term operational capability. For Operations, the real opportunity is therefore not to build a culture that depends on constant saturation, but to build a culture where people, processes, technology, and resources are synchronized to deliver predictable and sustainable performance at scale. The goal is not to create an organization that can work harder indefinitely; it is to create an organization that can scale intelligently, synchronize effectively, and perform consistently.