Transcript for Advice: How to Talk To Your Boss About Work-Life Balance
Staying with the importance of company culture there are lawsuits that are piling up in corporate America because qualified employees say they are being shot out of the workplace they argue that the long hours. -- incomplete flexibility and schedules that. Men have been used you for decades is a one size fits all approach and it's making it increasingly difficult to maintain a work life balance especially if you have to raise children. And work a high pressure job we'll -- green -- -- -- co-founder and CEO of business talent group she comes to the rescue when her fortune 1000 clients have issues. And develops a strategy to move the business forward -- says lawsuits are not the answer but if companies don't change their ways. You can lose out on top talent is so nice to have you with us -- -- -- so this world I mean I don't know a single person anymore who doesn't feel as if their job. Has become bigger then you know ten years ago that that they John has encroached on every part of our -- well technology. Globalization have changed the world. Unfortunately companies have not changed and what you have is a situation where we're working in a very -- equated. Mindset. Of what me what it means to work I mean it's not a lot of nature. That work should be five days a week six days a week. Eight to five or six or seven or eight it's man made. And what we need to do -- take a step back and we think about work. What needs to get done how much time does it need. Take take to get it done and who needs to do it and what you think about work like pat. It's possible to restructure written and accommodate a variety of different needs among the work force people like to work like that. And if I have a bit of -- work addiction I'm not penalized but sometimes I do think that we we we need to slow down and appreciate a more balanced full full life. -- and I and you you something that I find very interesting here which is. Deciding what the purpose of the work as is the purpose of the work face time. Or is the purpose of the work -- actually fulfilling certain goals and objectives and if we were to say this is the goal the goal isn't to be sitting at a desk or to be on a Blackberry or an iPhone or whenever the case may be the goal. It if managers to find the goal. Then in some cases perhaps. You could work a lot less and still and getting -- -- You're exactly right and our company we actually let people decide. How much they want to work with and we structure that job in a -- it. The effect -- -- work they choose they say I want to work and compensated as such yes there -- accompanies her erratic compensation. But the fact is what it requires. Is. -- level of managerial. Responsibility -- is much greater you're exactly right you've got to know what work needs to get done -- had given natural. Metrics become more important -- born in this world but it takes work. And it's hard it's a lot easier to say the so when you're -- of marketing. Go to it and do whatever you can bring you hit the wall. Screen and then -- at a resource instead he's say. We have five specific projects that we need to get done in marketing and by the way they all -- slightly different skill set so we're -- Figure out team that's going to do this one and take. Nine months but added we're gonna do the teens and this one and -- the right team to get the worked you all of a sudden open up. Options for people instead of what I think is a pretty lazy way to manage. Well it's not only -- I agree with you can be lazy but I see this in the real world the issue is what you're talking about takes the up front time. It requires -- I have to take a step back I know that there's a million things that need to get done right this second instead I have to take a step back and have to prioritize big picture instead of dealing with every little piece of minutia. Which is why people come to you in the first place to actually figure out that big picture strategy right what -- help people do is project -- work. So we help people who say I have a problem. I need to -- moved into a new market. How we figure that out and -- make that into a project and apply the talent that can help them figure that out. And so we help them understand how to get work done in a different way. There -- a lot of people now with entrepreneur -- start -- who are their own boss what are your top let's say three tests. To figuring out how to make that balance a better balance and I get the reality is we're -- -- hit the balance all the time but. For that some of the time and that objective. What how do you do so first I start with not talking about yeah actually -- think -- part -- loaded I'm not sure what it means anymore I write about. Figuring out what the white relationship for you is between work and the rest of your life because it changes for every individual and it changes for individuals over their lifetime. The first -- understand what does it mean for you. Second you have to be realistic about the work that needs to get done. And what it's gonna take to do it and -- you decide how much habit of mind and open -- verses how much do I wanna have other people do. And you build your teens. To support your goals and -- she was individual or it's part of a big company at the same process. It's very analytical is very strategic it's very purposeful. And what we -- in corporate America today is that it's not -- not institutionalized. And what happens is individuals who are superstars go in and say you know I want this deal I want that -- try to cut a deal. But -- never gonna solve the overall problem because culturally here -- the one person who's got the ability to work from home two days a week. It doesn't worked with everybody else that you have to create a culture where the company understands it's in their interest. To offer different models. To do the work -- -- to say here's the -- of work as my and I'm going to be Gigi says that here the -- -- -- that need to get done. Here's the kind of people we need to do it and I could do it with to a number I could do it with five. It just depends how we want to build. The possible and it's a puzzled appear and I always think. The archetype of great management in the twenty -- Jack well -- -- built his company up people -- twenty or thirty years it it worked today it's very different. Sure well and I -- of course today you have to really move around a lot of people at least have to move around -- The time that it takes to climb the ladder can be. Much faster and so the sense if you're not climbing the ladder within an organization. And oh my goodness look at those people and now we see everybody because everyone's on social media out. Whether they're linked -- account reflects -- -- their race but there are -- Twitter account reflects that. There's a sense we don't have enough time we have to get what we have we have to get ahead as quickly as -- Which comes back to the cycle of I have to work around I think one of the real opportunities -- create alternative paths to leadership. So that you don't have only one way to get to the top. Why can't talented people. Get to the top by demonstrating their talent -- results. But doing it thirty hours a week instead -- they come -- for that Jodi thank you so much we really appreciate you joining us.
This transcript has been automatically generated and may not be 100% accurate.