Today we’d like to introduce you to Avani Desai.
Alright, so thank you so much for sharing your story and insight with our readers. To kick things off, can you tell us a bit about how you got started?
Let me go back to before I was born – they say your journey is written in your stars, right?
My parents were both born in India in the 1940s, and both my maternal and paternal grandparents believed that education would be your ticket to success—a very progressive mindset when you consider the time period. They would pass that mentality to their kids, who would then marry and have two daughters, my older sisters. At that point, they were still in India, but they knew to be successful they would have to leave the only life they knew, the only language they knew, the only religion they knew, and the only people they knew, with the hope that America would give my sisters future opportunities that would be worth their present sacrifice. My family’s story is that of the prototypical immigrant, so you can likely imagine where this is going.
When my parents arrived here in the States, their college degrees did not convert over so my dad mopped floors and my mom made belts. By that point, I’d been born. I was aware throughout my childhood how much my parents gave up for my chance to have more, but they always insisted that, despite the setbacks, they were so happy back then because they saw a country that would allow their children to thrive. That attitude—the way they were so determined and unfazed—that’s where I get my drive, which would carry me to and through college, where, being from an Indian family, the stereotypes all said I was probably predestined to be a doctor or engineer. And while it’s true that I have always enjoyed tinkering—even at a young age—I actually became even more intrigued about how technology can intersect with business. After focusing on computer science, I decided my real love was information security and I somehow segued that into working for an accounting firm. It wasn’t at all how I would have predicted things to go, but when I think back, everything that I consider exciting and attractive in a potential job – solving problems, data analysis, encouraging collaboration for decision-making – is what I found in the Big 4, where I spent 10 years.
It was an amazing experience, to be at a firm like that—the mentors and sponsors I had, the educational opportunities, and the friends I made—I absolutely credit my time there as pivotal in setting me up for more future success. But that wasn’t the only thing going on in my life—in 2012, I became a mother. Such a huge shift created a new need for more flexibility—I needed a firm where I didn’t have to choose between being a partner and a mother and that’s when I found Schellman. Its founder Chris reached out and asked me to help him with business development and marketing—I didn’t know much about all that but I did know the space, what clients wanted, and how to increase our presence and brand, so I made the decision to come aboard. As years passed, I would continue taking more and more off of Chris’ plate—first, it was service delivery, then people and talent, and then finance, and so on and so on. In 2018, after passing my CPA exam—remember, I took a non-traditional route into this industry—I became President of the firm, with Chris still on as CEO.
But then, in 2021, we partnered with a private equity firm. Though we hadn’t been actively exploring the possibility, we recognized that to realize our growth and innovation goals, we would need a strategic partnership with the right organization, which became Lightyear Capital. They’d become aware of our firm and our reputation through their portfolio companies, for whom we had performed compliance work, and they were interested in including us as part of their investment thesis for companies in the attestation and compliance assessment space. It was a bit of serendipitous timing—at the time when Lightyear expressed interest in stepping in, Chris already had plans in place to retire by 2027. When we completed our thorough due diligence process and moved forward with the deal, he was able to step out 6 years ahead of schedule and I became Schellman’s CEO and President.
We all face challenges, but looking back would you describe it as a relatively smooth road?
Getting people to buy into change can be a significant challenge, especially when it comes to changing established ways of doing things. Humans are creatures of habit, and we often resist change, even when we know it’s necessary for growth and success.
However, there are strategies that can help organizations and individuals manage to change more effectively. Here are a few tips:
Communicate openly and frequently: Communication is key when it comes to managing change. It’s important to be transparent about why the change is happening, what it will mean for individuals and the organization as a whole, and what the timeline for implementation will look like. Regular updates and opportunities for feedback can help people feel more involved and informed.
Empathize with concerns: Change can be scary, and it’s natural for people to have concerns and reservations. It’s important to listen to these concerns and empathize with them. Acknowledge that change can be difficult, and be prepared to address concerns and offer support.
Provide training and resources: When people are asked to change the way they work, it’s important to provide the resources and training they need to be successful. This might include training on new tools or processes, or offering support from a change management expert.
Offer a clear vision of the future: Change can be easier to accept when there’s a clear vision of what the future will look like. Be sure to communicate the benefits of the change and how it will help the organization and individuals achieve their goals.
Celebrate successes: Finally, it’s important to celebrate successes along the way. Recognize when individuals or teams have adapted well to the change and acknowledge their hard work and dedication.
Great, so let’s talk business. Can you tell our readers more about what you do and what you think sets you apart from others?
Schellman is a leading provider of attestation and compliance services. We are a globally licensed PCI Qualified Security Assessor, an ISO Certification Body, HITRUST CSF Assessor, and a FedRAMP 3PAO.
Renowned for expertise tempered by practical experience, Schellman’s professionals provide superior client service balanced by steadfast independence. Our approach builds successful, long-term relationships and allows our clients to achieve multiple compliance objectives through a single project team.
We’re always looking for the lessons that can be learned in any situation, including tragic ones like the Covid-19 crisis. Are there any lessons you’ve learned that you can share?
The COVID-19 pandemic forced many organizations to quickly transition to remote work, making it the biggest experiment in working from home in history. And while the transition was challenging for many, it has also revealed some unexpected benefits.
One of the most significant lessons learned from the crisis is that remote work can be effective and productive. In fact, studies have shown that many employees are actually more productive when working from home. This is partly due to the flexibility that comes with working remotely. Employees are able to work when they are most productive and avoid distractions that often come with working in an office environment.
Another lesson learned is that trust and flexibility are key factors in making remote work successful. Organizations that trust their employees to work independently and give them the flexibility to manage their own schedules and workloads tend to see the most positive results. This is because when employees feel trusted and empowered, they are more likely to take ownership of their work and be motivated to do their best.
Overall, the COVID-19 pandemic has shown that remote work can be effective and even beneficial for both employees and organizations. By trusting and giving employees the flexibility to work from home, organizations can unlock a range of positive outcomes, from increased productivity to improved work-life balance.
As we move forward, it’s likely that many organizations will continue to offer remote work options, leveraging the lessons learned from the crisis to build a more flexible and resilient workforce.
Contact Info:
- Website: www.schellman.com
- Linkedin: https://www.linkedin.com/in/avanimdesai/
- Twitter: @AvaniDe
- Youtube: https://www.youtube.com/channel/UCtxfJZwXq43jYrGkgNFzGIQ
