Swedish leadership culture has a significant impact on how the Chief of Staff can drive ambidexterity. The consensus culture and flat hierarchies mean that the CoS must work inclusively and build broad support for both innovation and efficiency initiatives. The collegial culture and emphasis on collective responsibility mean that the CoS needs to highlight the team’s achievements rather than individual individuals, which can facilitate knowledge sharing and collaboration between different parts of the organization. The MBL (Medbestämmandelagen) requires that trade unions be involved in major changes, which means that the CoS must integrate risk and innovation processes with formal dialogue and negotiation. The Swedish model gives the CoS the opportunity to build long-term trust and create a culture where both stability and change are valued. At the same time, decision-making processes can take longer, which requires patience and perseverance. CoS must therefore be skilled at facilitating dialogue, creating consensus, and balancing the needs of different stakeholders in order to succeed with ambidexterity in a Swedish context.