There's no right answer to this problem as all the nuances are situational. It's difficult to assess the situation without understanding the context but the first question I'd have is are you one "hop" from the ceo .... I.e. Do you report directly to him or do you have the relationship with him to tackle this directly.
That's the starting point. If you two are close (I don't mean holidays with each other's families close - close in terms of you working together) then you need to start establishing regular communication channels. Setup a weekly meeting and make sure that you represent what you need from him to do your job.
Regular communication is the key part of this and then tackle these issues head on with the Ceo. Most people I find struggling with these types of situations (particularly men) let this stuff boil and boil and then boil over one day where they get annoyed or angry and feel like they've now "communicated" the problem to the individual. It may take weeks to help him understand if there is behaviour that is detrimental to the business. Set that expectation with yourself first and be patient with how you communicate. First part of that is discovery... Don't accuse, just ask questions. If you've built yourself up in to an annoyed state because of this then calm down first before entering in to these conversations. Most people are not able to conceal how they feel so the probing questions come across as accusatory both in tone and language.
All of that being said, if there is behaviour that needs to be corrected, communicate that to him clearly after you're sure you've exhausted the discovery route.
My pop manager diagnosis here is that if you're coming on to an Internet forum to ask for advice then you're not communicating enough with your colleague (ignore he's the ceo)
If you're not high enough in the food chain to make that representation then there's precious little you can do apart from trying to build a relationship to have that communication.