For Premium Subscribers
TGS GC Tana Pool discusses her biggest challenges, what she seeks in outside counsel, diversity efforts and how the role of the GC has changed during her career.
Texas Lawbook: What have been your biggest challenges during your 10 years at TGS?
Pool: We had a challenging litigation matter that commenced within the first six months of my joining TGS and continued until its final (positive) resolution in 2020. The matter progressed through the Norwegian court system, and all hearings and briefings were conducted in Norwegian, limiting my ability to participate effectively. Fortunately, my team included a Norwegian attorney that I dedicated to the trial process, and he oversaw the matter quite competently.
A general counsel position can be challenging in and of itself, due to the scope of responsibility, but those challenges are what keep the position interesting. I have been practicing law for over 30 years but still learn new things daily and look for opportunities to increase my knowledge base and expertise, both legally and in our industry.
Lawbook: What are the factors you consider when deciding about hiring outside counsel?
The first factor is of course whether the person has the expertise needed. On top of that, I expect cost-effective, practical, business-minded solutions. I rarely need a five-page memo to advise me regarding a legal question I have presented, as often a phone call or a short email will suffice. Communication is key to setting expectations on what is needed. I also like to work with attorneys that I like and get along well with. The latter develops over time, but it makes the working relationship much better when this exists.
Lawbook: How has the role of the GC changed during your career?
Pool: Perhaps this comes more from my own career than in general, but I believe that the role of the GC has evolved to be much more strategic as part of the business. In other words, I believe the GC has become a business partner and not just a support function. As a younger GC, I was viewed more as a lawyer that could structure, document and close transactions or ensure litigation was properly handled, etc. With more experience and a setting —TGS — where my business acumen was not only welcomed but encouraged, my role is that of a business executive with a legal background that contributes through a broad understanding and strategic mindset regarding the opportunities and challenges our company and our industry have.
Lawbook: What does outside counsel need to know about you?
Pool: My expectations of outside counsel are pretty high, and as noted above, I want cost-effective, practical advice. I typically like to work with more senior people and am willing to pay for that higher level of expertise. I understand I am not the only client and try to give as much lead time as possible, although we work in a fast-paced environment and occasionally will need a more immediate response. I like to build rapport with the counsel with whom we work regularly, and I think most counsel like working with me and my team.
Lawbook: With recent court decisions and legislation in Texas, DEI efforts have come under fire or seemingly been restricted. What can corporate legal departments such as TGS and the law firms that work for you do to keep the momentum going toward better diversity and inclusion in the legal profession?
Pool: Diversity (in terms of gender, race, etc.) in the workforce is a tough problem to solve, and the recent rulings/legislation haven’t made it easier. Setting hiring or promoting targets based on diversity is of course taboo, and therefore it must come through a thoughtful mindset across the company.
At TGS, we promote diversity by ensuring that candidate pools for positions are diverse and encouraging managers to keep diversity in mind in hiring and promotion decisions. The same is true in the legal department. However, any decision to hire will be based on the “best person for the job,” and therefore diversity cannot be the sole deciding factor.
As to law firms, law school graduating classes have broad diversity, and therefore law firms should have plenty of options for enhancing diversity. Many law firms have historically been challenged with partner ranks that are less than diverse, and hopefully that is improving, which should begin to trickle down to the more junior ranks.
Click here for the full profile of Tana Pool.