{ "media_type": "text", "post_content": "Dept goes to CCO concerned about company culture and the lack of respect and inclusion they experience. They want to brainstorm about how to change this. CCO states no one actually cares about compliance, defends the culture, and tells the team that they need to change or accept. CCO then gives team the cold shoulder/makes snarky comments in writing and verbally that team can’t require depts to “do stuff” and “endear” itself to them at the same time. Team is angry and bewildered. Contd.", "post_id": "61e8ceb45b70be00370ff66f", "reply_count": 14, "vote_count": 2, "bowl_id": "5dc50686129b3e0021a249b4", "bowl_name": "In-House Counsel", "feed_type": "bowl" }

Dept goes to CCO concerned about company culture and the lack of respect and inclusion they experience. They want to brainstorm about how to change this. CCO states no one actually cares about compliance, defends the culture, and tells the team that they need to change or accept. CCO then gives team the cold shoulder/makes snarky comments in writing and verbally that team can’t require depts to “do stuff” and “endear” itself to them at the same time. Team is angry and bewildered. Contd.

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Join the mutiny.

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I am a legal dept director, but not an attorney in title. I do incidental legal work when needed/asked and am covered under the malpractice. So, sort of a gray space. It’s not a significant risk, it’s more of a reputation issue and a retention issue. Our industry is small so no one is going to sue, but they will leave and they will talk and the co. Will have trouble attracting talent. Sadly, tho, we already have that issue and they refuse to acknowledge it or act to change it…. The recruiters are really struggling to turn quality resumes for vacancies…

Leave.

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I read your further explanations and I honestly don’t know what I would do to try and fix that culture. But I would definitely leave. I know there are restrictions on each individual’s ability to do so, but that’s not an environment I would tolerate, especially in this market.

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Team leader has been dealing with morale issues since joining team and tried to address with CCO to no avail. Team leader has spent 18 mos. Shielding team from CCO behavior. Team leader tried to warn team that CCO is not receptive. Team wants to take additional steps to address, but it’s the CCO that refuses to address the issues…. Team leader has played out all possible paths and actions and sees no viable path to address their concerns. Team leader is looking for any and all suggestions while trying to fend off a mutiny with gum and rubber bands…. 😢

When you say inclusion, do you mean "seat at the table"? Racial inclusion? Your post is bewildering. If this is a culture clash that a C-suite exec is disinterested in fixing, vote with your feet. If it's a true risk/liability issue, escalate to another C-suite member or the Board. Just because a team disagrees with leadership does not mean leadership must act though.

A1 - I agree it’s cultural and crappy…. There is no speak up culture or if there is - I’m it! I am about the only person that will stop folks in the moment, which is something NO ONE has ever done before and comes with consequences (esp. since I am a woman and newish to the corp.), but I’ve been beat down so many times now that - even I limit my battles to only the most egregious offenses…. The reason that we’re trying to fix it is bc, as we have actually gotten our team up and running with real processes and monitoring, we HAVE identified serious gaps - even in board reporting and associated data. Our CCO (who is also GC) knows this and I am pretty sure he is defensive bc the gaps have been ongoing under his watch. You’re 100% right about the great resignation. I am just such a true believer that I really thought I could effect change here - culturally and from a risk perspective. I do have a discussion with a recruiter, but I feel so guilty about abandoning my team…. I actually passed on a great job offer last year bc I was sure that when we all got back to the office things would be better, more personalized, thinking that the zoom effect was the real issue…. Jokes on me. It just highlighted that that is their behavior…

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