Swedish corporate governance culture is characterized by flat hierarchies, consensus, and openness, which influences how a Chief of Staff works with risk and compliance. In Sweden, the CoS is expected to act inclusively and transparently, involving both management, the board, union representatives, and employees in risk management processes. The Swedish corporate governance code is based on the ”comply or explain” principle, which means that organizations either follow the code’s guidelines or explain deviations. Therefore, the CoS must ensure that risk management and compliance are well embedded in the organization’s strategy and that the processes are clearly documented and communicated. The consensus culture means that changes often require broad buy-in and dialogue, especially when introducing new compliance systems or changing work routines. The CoS needs to be skilled at building relationships, creating consensus, and driving change without losing trust or creating resistance. This differs from more hierarchical cultures where compliance is often more top-down-driven. In Sweden, it is crucial that CoS balances legal rigor with cultural sensitivity and the ability to facilitate collaboration across organizational boundaries.