Skip to main content

Change management

February 8, 2024
clock 4 MIN READ

Change is hard and complex. An enterprise-level platform change affects people and processes as much as software.


Technology transformation in an organization is a journey, not an event. Our integrated approach manages both the project and the change process, going beyond software installation to incorporate people, process, and technology.

What are the challenges in your organization? We feel it is important to put ourselves in your shoes—wrapping configuration, data mapping, and integration decisions all in the context of your entire team's daily experience. That includes maintaining a close connection to your stakeholders—a critically important element of a large change. We built our methodology to keep our finger on the pulse of the organization as clients navigate a business transformation.

Integrating disciplines

Organizational change management and project management are two complementary disciplines, sharing a common goal: to improve the performance of an organization through change.

An integrated approach to both brings significant value to the organization during a transition. Project management focuses on traditional project activities such as operating model definition, design, build and testing/ validation. Organizational change management focuses on the people side of change, which is by nature a more iterative, or agile-like process.

The most successful programs are able to balance both of these disciplines under a common governance model.

team members dedicated to managing the transformation process for your organization
average years' experience of our project managers

Partnering with you every step of the way

We'll guide you through the process from vision to live operating model. Our methodology incorporates a structured cadence that keeps the spotlight on your business objectives while we manage the daily activities of the project—keeping goals and priorities fresh in the minds of the extended team at the right time and reducing change fatigue.

We see a successful implementation as one that embodies three core principles:

1. Persistent focus on business outcomes

Business outcomes should be clearly articulated and understood at the outset of the project. Each decision should bring you closer to your desired target. Persistent focus helps avoid the tendency to replicate existing practices on the new platform instead of making the hard decisions needed for transformation.

2. Collaborative partnership

We engage intelligently with stakeholders who may be in different places leading up to an implementation—some are excited, others may be less enthusiastic, and too often, the silent majority has no context for what the initiative means to them professionally.

Understanding where key stakeholders are in this continuum better enables the project team to build momentum, address underlying concerns, and ensure we are communicating effectively.

Executive sponsors Core team Change agents Impacted stakeholders (hiring managers, functional groups, non-employees, external vendors) Questions/Concerns/Successes

3. Change management framework

It can be a challenge to think differently about how your employees do their work, and likewise how to manage the organizational stress that comes along with significant change. We have developed a framework to support both the change process, as well as the users who are experiencing this change.

As part of SEI’s stakeholder-focused approach to change management, we recommend the following five-step framework:

Rethink what's possible for your business

Meet the team

Director of Change Management, SEI Wealth Platform

Vice President & Managing Director, New Business Development, SEI Wealth Platform, North America

Vice President, New Business Development, SEI Wealth Platform, North America

Services provided by SEI through its affiliates and subsidiaries. Data as of December 31, 2023.