How to Build Compliance Teams That Thrive Under Pressure

Tasked with managing risk, navigating uncertainty, and leading with clarity, compliance officers and their teams need to be able to operate under pressure and respond decisively. According to Fabiana Lacerca-Allen, JD, LLM, Chief Compliance Officer at Cipla USA and author of The Crisis Capable Leader, and Brenda Crabtree, former U.S. Naval officer turned Director of Compliance at Vaxcyte, these traits are best honed by leaning into lived experience, trusted relationships, and value-driven decision-making. Below, we explore their approach to building compliance teams that thrive under pressure.

Embrace Nonlinear Career Paths to Build Resilient Compliance Teams

Increasingly, compliance teams are being led by professionals whose careers don’t necessarily follow a straight line. Before rejecting a candidate whose resume doesn’t include the traditional qualifications, like a law degree, decade of experience, or familiar titles, look for qualities that really matter most in high-pressure environments – adaptability, perspective, and clear decision-making. 

Reflecting on her own path, Lacerca-Allen noted, “All of the decisions I’ve ever made required courage, integrity, strategic thinking, calmness, and the ability to accept and adapt to a changing environment.” Crabtree, who began her career as a microbiologist and U.S. Naval officer before shifting into compliance, emphasized the value of that approach, “Having a mindset of embracing change and new opportunities is really important to be successful in anything. … Each new opportunity gives you a fresh perspective.” 

The key takeaway: Nonlinear careers aren’t necessarily detours—they can become critical training grounds. Experience across functions and industries help compliance leaders sharpen up their instincts and build the kind of judgment that isn’t taught in a classroom.  

Redefine Your Compliance Hiring Strategy by Hiring for Character

In a compliance context, the ability to manage ambiguity and respond quickly with integrity can’t be taught overnight. Lacerca-Allen made that clear when describing how she evaluates people for her teams. “I look at them and think, would I be kidnapped with them?” she said. In other words, who do you trust when the pressure is real and time is short? 

One hiring example made this philosophy clear. Crabtree, then a candidate but now Director of Compliance at Vaxcyte, had only three years of direct compliance experience—well short of the 15 years required on paper. But Lacerca-Allen saw what others on the panel missed. “Do you see that Navy [background] right there? Navy officer?,” she said when first encountering Brenda’s resume. She was highly intrigued by Brenda’s dynamic background. “Do you know how many times she had to make the right decision with very little information, do the right thing, and bring her people together with her? She is more than capable and more than prepared.” 

The key takeaway: Skills can be developed. Values, leadership presence, and crisis judgment need to show up from the start. 

The Key to Resilient Compliance Leadership is Establishing Trust Before a Crisis 

Resilience doesn’t start when a crisis does. It’s built into the habits, trust, and communication patterns teams form well before anything goes wrong. That foundation pays off when stakes are high and timelines are compressed. 

Lacerca-Allen recalled a moment when she and Crabtree needed to respond immediately to a developing situation abroad. “Brenda is the one that said, ‘We have to jump into Colombia. What time do we leave? Who else is coming?”” 

That calm, action-oriented response stood out—not as a one-time reaction, but as the result of preparation and alignment. Crabtree explained her mindset clearly, “Panicking about anything is not effective. … Start thinking strategically about how you going to achieve something.” 

The key takeaway: Trust isn’t accidental. It’s built through shared values, repeated exposure to high-pressure decisions, and a culture that rewards presence over performance. 

Emotional Intelligence in Compliance Is a Leadership Requirement 

Tone at the top is not a communications strategy—it’s a leadership reality. In compliance, where influence often happens laterally or across cultures, emotional intelligence is a core capability. It shapes how leaders handle conflict, guide teams, and communicate in moments of uncertainty. 

Lacerca-Allen explained, “Leadership doesn’t come from a title or from a position in a company. It comes from how you react to a difficult situation and if people are willing to follow you or not.” That distinction matters. Titles don’t drive ethical behavior or decision quality—leadership does. 

Crabtree underscored the role of mentorship in modeling emotional intelligence at scale. “A mentor should lead by example … and fight for [your people] so they can focus on doing a really good job.” The best mentors don’t just give advice. They demonstrate what it looks like to lead with steadiness and conviction—especially when the answer isn’t always obvious. 

When asked if emotional intelligence can be taught, both leaders agreed—but with a caveat. “My only caveat to teaching someone emotional intelligence would be they have to want to learn,” Lacerca-Allen said. 

The key takeaway: “Leadership” isn’t something that fits neatly in a one-size-fits-all box. It’s people-focused and emotionally-based.

Final Thoughts

Compliance leaders need to be willing to think outside-the-box when it comes to who they hire, how they lead, and what kind of team dynamics they cultivate. That means prioritizing adaptability over pedigree, emotional intelligence over perfection, and values over titles. The future of compliance belongs to teams that can act quickly, communicate clearly, and stay grounded when the situation is anything but.

This article is based on our on-demand webinar. Watch: “Resilience Redefined: Using Setbacks to Build Stronger Compliance Programs,” featuring Fabiana Lacerca-Allen and Brenda Crabtree, as part of our ongoing Crisis-Capable Leadership series. 

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