When pitching anything, understanding the WIIFT - "what's in it for them" - is super critical. In the case of flexible working and the job share / roleshare working model, why should your stakeholders and decision makers care? And who are they? Line managers, hiring managers, HR, other executives? Depending on the size of the company the C-suite may even be part of the decision making process.
Deloitte, published a brilliant article Navigating the C-Suite: Managing stakeholder relationships. This article shares useful insights on:
- Determining which stakeholders to leverage for various topics.
- Knowing what stakeholders want and what they do not want.
- Adapting communication styles to stakeholders.
In the case of new working models in a company where the C-suite may be part of the approval or convincing process, how do you communicate the WIIFT properly to the different business personalities - what makes them tick?
Deloitte categorizes these personalities as: Driver, Pioneer, Integrator, Guardian (see Table 1). The article explains "CFOs, they usually hunch themselves primarily into the driver or guardian categories, their CEOs primarily into the driver and pioneer categories, the CHRO into the integrator category, and the audit chair into the guardian category." One could say, CFOs might care about the cost (and therefore gain) of shared roles, whereas CEOs might care about the opportunities, perception, promise of such working models.