Head-to-head with the CEO

So how do you get this on to the strategic agenda? How is life/work balance going to play out with the CEO and his team?

That, I suppose, depends to begin with just where you figure in the organisational pecking order. Are you really on the top team (a member of the management board) or are you a level below?

This positioning is crucial because, of course, the position of HR in any firm speaks volumes about just how well regarded (and how likely to be listened to) is the function.

Quite frankly, my own view on this is that unless you have a direct relationship with the CEO - and hopefully are a member of the strategic management group - you are possibly going to have a really hard time making much headway on this whole lifestyle/workstyle issue. Reason? Your work colleagues don't think enough about the people issues to accord it the right level of respect in the decision-making process.

So, with the exception of the following paragraph, I am going to assume that you have access and your voice is listened to in most cases. And that is what most of this part is about.

Go grab a champion

If, unfortunately , you are one of those people who hasn't really got the ear of the CEO and the rest of the top management team, don't despair. The option open to you is to find a champion - a member of the top management group that you respect - and persuade them to take the message about changing demographics and desires to the managing board for you. Of course, this is a second-class option, but it is better than nothing. And it will get you recognition. Without a champion you won't get very far, but then neither will the business. Lifestyle/workstyle employees vote with their hearts and then their feet. They know what they want and they increasingly know where to get it, especially in an economy where options are opening daily.