Culture isn’t something you “fix later”. It’s already shaping behaviours, decisions and risks in your business – whether you’re involved or not.
General Counsels and legal leaders are often brought in when the culture goes wrong. But what if you leaned in earlier – not just as advisors, but as influencers of how organisations think, behave and decide?
Even if you don’t “own” the culture agenda, you can influence it, powerfully.
We were recently joined by Gail Harrison, Managing Director at business transformation company Sewells, to explore how GCs can proactively help shape organisational culture before it sets in concrete.
Here are six simple, meaningful actions Gail shared for GCs and legal leaders who want to make a difference in their team and wider business.
1. Ask better culture questions, and really listen
Don’t ask, “How’s the culture?”, that’s too broad. Ask questions your team can actually answer, such as:
- When have you seen us at our best, culturally?
- What parts of our culture help us do the right thing? Which parts get in the way?
Start with curiosity, not judgment.
2. Turn insight into action – with your team
When you hear something you don’t like, resist the urge to explain it away.
Instead, bring your team into the solution. What small changes would make a real difference? Make culture something they help shape, not just endure.
3. Get clear on the culture you want
If “culture” is everything, it becomes nothing. Get clear about the picture of what you want, not what you don’t.
What two or three specific cultural shifts would have the biggest impact where you sit?
How is that different from today?
Identify one or two small, symbolic actions to move you forward.
4. Seek feedback on how you’re doing
Ask trusted colleagues (or even your team):
- What signals do I send about what matters around here?
- When have I helped or hindered a positive culture?
You don’t have to be perfect, just be open and accountable.
5. Shine a light on what’s working
Culture spreads through stories and signals.
When you see someone modelling the behaviours you want more of, call it out. Celebrate it.
Governance and integrity aren’t just rules to follow, they’re values to live and champion.
6. Build alliances
You don’t have to do this alone.
Find fellow leaders across HR, risk, finance, or operations who also care about culture. Together, you can amplify each other’s efforts, and make the invisible work of culture more visible.
Final thought
Culture can’t wait. And you don’t need permission to start.
Start small. But start now.
And remember “Who holds up the mirror if not you?”
