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Isn't flexibility just for people who don't care about their careers?
No. On the contrary, often it's for the people who care about their careers the most. They are passionate enough about their work to not want to let it go, even during periods of their life when they must focus more attention elsewhere. They care enough about their jobs to try to contribute in different ways that will make their work stronger, rather than just trying to put on a show of dedication and hoping to be rewarded for that. Often flex workers have realized that they would do a better job if they could only work differently.

Isn't flexibility just for women/mothers?
While women, especially mothers, often have a particularly pressing need for flexible work, they are far from the only ones who want and need it. Flexible work allows people in all kinds of situations, with all kinds of personal and career goals, to follow their unique paths and dreams. In fact, according to WorldatWork Telework Trendlines, 61% of all teleworkers (including self-employed and road warriors) were male and 31% were female in 2009.

How can I work flexibly and still advance in my career?
Many people continue to advance in their careers while working flexibly. One job-sharing pair has had three promotions "as a pair" in the five years they've worked flexibly. Together, they supervise a team of people. Keep in mind that some kinds of flexible work, such as working reduced hours or taking time off from work, may slow down your advancement. But, other kinds can actually improve your chances because they help you work better.

Will I still be taken seriously at work?
Since job and career flexibility are new concepts, you may run the risk of not being taken seriously by some people who have not adopted to this new way of working and thinking. But if you and your manager have established measurable performance goals and you meet them, it shouldn't be long before that changes. Working flexibly can actually increase your ability to perform; you may even be able to beat your performance targets. That should convince the skeptics. Still, it's wise to communicate well and be sure concrete measures of performance are the real measures used, instead of the old last-one-to-leave.

gt;Why would my employer let me do this?
Allowing employees more choice and control over how, when and where they work is actually good for business, and smart employers are starting to realize this. Your own flexibility provides you with a way to contribute more, either immediately or (if your flexibility involves cutting back) in the long run.

Won't my co-workers be resentful?
While there is always a risk that some co-workers might be resentful, most people who work flexibly find that this new way quickly becomes accepted and even routine. In the beginning, you may have to go out of your way to demonstrate how you are going to be responsible for getting your work done, so they don't feel they will be called upon to pick up the slack. As teams become more comfortable with flex, co-workers also welcome the shift to a different way of working that focuses on results.

Can I move back and forth between flexible and more conventional ways of working? Sure, otherwise you wouldn't truly be working flexibly. Of course, as with any other career moves, you may sometimes have to wait for the right opportunities to arise. Always keep both your and your employer’s best interests in sight.

What if I'm sure my boss won't allow this?
Don't make assumptions about what your boss will or will not allow, unless you have hard evidence. The only way to truly know is to negotiate the flexible work you're seeking. If, in the end, it turns out he or she really won't allow what you consider to be a reasonable request for flexible work, see if you can take your case to someone higher in the organization. If this doesn't work, consider getting another boss.

Is this just what my company calls flexible work arrangements?
Yes and no. Traditional, formal "flexible work arrangements" are often much more rigid than the kind of flexible work we're talking about. If you are allowed to work 10-6 instead of 9-5, but get penalized for arriving at 10:05 (when you don't have a job in which this kind of punctuality matters), that's not flexible work. And flexible work arrangements generally don't encompass any of the informal flexibility (that allows more discretion to change a work schedule or location on short notice) or the career flexibility we're talking about, either. Sometimes, a company's flexible work arrangement policies is enough to make a difference - only you can know if you need more.

I tried working a flexible schedule and it didn't help me. How is this different?
For one thing, sometimes a traditional flexible work arrangement can lock you into a schedule that’s just as rigid as the one you left behind. That means you don't have any more choice or control around how, when and where you do your work than a standard schedule. For true flexibility, the trick is to be able to modify your schedule so that it works for you.

How can I manage people if I'm not working the same schedule as they are or I'm working from home some of the time?
Good management is about leadership, accountability and communication. There is no reason for you to be on the same schedule, or even in the same place, as those you manage to ensure these three elements are in place. In fact, you may find your management skills improving when you have to focus on the most critical aspects of management, like planning ahead and making sure everyone's clear about expectations.