Over the past decade, we have witnessed significant transformations in the legal field, where the inclusion of new generations has proven to be a key factor in energizing organizations. As a young lawyer with a solid track record in the energy sector, especially in hydrocarbons, oil and petrochemicals, and with recent experience as a legal and compliance director, I have been able to observe closely how our active participation is transforming the way companies face legal and regulatory challenges.
Generational change is not limited to a mere change of leadership; it represents a valuable opportunity to challenge paradigms and bring fresh perspectives. As young lawyers, we have the ability to adapt quickly to new technologies and social demands. However, in order for our potential to materialize, it is essential that we are given the confidence and support necessary to grow and assume leadership roles.
The growing importance of compliance in the business world is an area where our generation can make a difference. With a focus on ethics and integrity as fundamental pillars, young lawyers can help organizations build robust and resilient compliance cultures. This is not just about complying with regulations, but about fostering an environment in which transparency and accountability are the norm, thus contributing to the sustainability and reputation of companies.
In my experience, investing in young talent has been crucial to addressing complex challenges. We are often able to see innovative solutions from different angles. In the context of compliance, this translates into the implementation of technological tools and agile methodologies that facilitate risk monitoring and regulatory compliance. Our generation’s familiarity with digitalization and data analysis allows us to proactively address the challenges that organizations face in this field.
However, it is also important to recognize and value the role of experienced lawyers, who bring their wisdom and accumulated knowledge to the teams. This balance between the energy of our generation and the experience of more established professionals enriches our organizations and fosters an environment of mutual learning. Together, we can build compliance strategies that not only adhere to regulations, but are also an integral part of the organizational culture.
I have witnessed how, with the right support, new professionals can achieve exceptional goals. This process requires a collective commitment to create environments conducive to our professional growth, based on trust, meritocracy and inclusion. Promoting a collaborative approach to compliance, where voices from all levels are heard, can lead to early identification of risks and the creation of effective solutions tailored to the needs of the organization.
The path is not easy, and the challenges we face as young lawyers are significant. However, our motivation and desire to excel are engines that can drive positive changes in the industry and in the companies where we work. Fostering inclusive leadership that gives voice to our generation is essential to building a more dynamic and competitive future, while learning from those who have walked this path before us.
Trust is fundamental to the success of any organization. Giving space to new professionals not only boosts our personal growth, but also enriches companies. My experience has taught me that leadership is not just a matter of experience, but also of vision and adaptability to a constantly evolving environment.
It is time for more organizations to recognize the value of promoting this generational change. By trusting the new generations and valuing experienced professionals, we are building a solid present and a promising future. Furthermore, by integrating this new perspective into the field of compliance, it is possible to ensure not only legal compliance, but also an ethical commitment that boosts the reputation and sustainability of companies in the long term.
By Daniel Cheang, Chief Legal and Compliance Officer at Energas | Compliance Latam Collaborator
