From reputational crises to day-to-day risks, corporate culture management falls—in-part—to the chief legal officer (CLO) or general counsel (GC) and his or her lieutenants, who are often rising CLOs, GCs and corporate secretaries. It makes sense. CLOs have a unique view across internal business operations and external relationships. Further, a strong corporate culture can be a great asset to the board and c-suite, helping organizations: improve crisis response and recovery; support relationships with vendors, service providers, customers; and bolster talent recruitment and retention efforts.

To help CLOs navigate the responsibilities associated with culture, here are a few questions to consider asking:

  • Are you consistently driving—and modeling—your organization’s corporate culture strategy?

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