The Pillars for Leadership Start with the Foundation of Talent

Hosted by Chris Dyer, the CEO of PeopleG2 – TalentTalk Radio features engaging conversation with CEOs, thought leaders and HR executives.  TalentTalk connects professionals who care about talent-related issues and having the cultural mindset to embrace the needed diversity of the workplace.

Today’s guests are Keri Gasiorowski, Vice President of Human Resources for Park Square Homes, and Ryan Naylor, Founder and CEO of To hear the entire show, find it on the TalentTalk Podcast, iHeart Radio, iTunes and Player FM.


Keri Gasiorowski talent

Keri, Vice President of HR for Park Square Homes, is also a busy mom and wife whose strength is in strategic HR leadership. Since joining Park Square, challenges include family owned business with deep roots in the Orlando market. The company is family owned but hadn’t had her role in quite some time. She is very passionate about human resources and cultural building items such as talent development. She enjoys the challenge of building an HR function in a company, while understanding that a company can only digest so much at one time. She understands that most people have a negative viewpoint of HR and so she likes the challenge of making them see the positive and the value of the function of HR.

Keri’s HR Pillars: talent ac, learning and development, performance management, comp and benefits, management development and succession planning, employee relations and communications, and organizational design. Each has about twelve specific HR items under that umbrella. When she came into Park Square she analyzed each to see what was working well for them and where there was room for improvement. She then had a better road map of where they needed to be. She realized that there were so many HR changes within the first few months which is good on paper but that she needed to focus more on the culture of the organization. It wasn’t even across the board.

Park Square has a long history with the community and is literally in the backyard of the entire neighborhood. The history and culture were very appealing to Keri. They truly care about the quality of the community and the homes they build. Employment engagement surveys are full of honest feedback and full of respect and celebration. They take the time to measure their progress on various levels which helps them stay on track.

Keri also teaches at Rollin’s College in their Graduate School for Masters in Human Resources program. One of her topics is Leadership Development. She mentions that behavioral derailers are those one or two areas that can derail a career. There are always those one or two things that we can work on throughout our career to continue to improve yourself and therefore your leadership role. It can be difficult for people to develop those weaknesses so they can then become your strengths.

It’s in Keri’s blood to want to get the best out of people. Human Resources can maximize profit through the talent. “If an organization can get this right”, Keri says, then “they’ll see real measurable return on investment from their employee base which is a mark of a successful HR function”. It’s not just a bunch of happy campers. Talent Management needs to be approached with the question, can I measure it, can I map it to a result? Think of it more as a business driver. Employee engagement is parallel because if you have engaged employees then you have people who are willing to work longer, harder and to provide the better return for you. It can all tie together as one.

Business drivers and results are paramount to creating value in an organization and fulfillment in your career. The relationships you have along the way require you to be authentic, intentional, and full of purpose. If you think about our roles, we are in the most unique position to make the most impact.

What are you reading? Mindfulness by Mark Williams.


Ryan Naylor talent

Ryan is the Founder and CEO of is a platform started about 5 years ago to help small to medium business find talent close to where they are. Ryan says that being an entrepreneur is challenging in that you wear so many hats and that from one moment to the next your topics and responsibilities are very different.

As an entrepreneur, Ryan talks about his experience creating Esso Watches and his visit to ABC’s TV show Shark Tank where he learned that he lacked the passion behind what he was doing. Through his self-reflection, he realized that he is motivated by purpose based business than opportunity. Helping people find work is something he was extremely passionate about. He recalibrated himself to build something to help others. His goal was to help create the ability to help jobseekers to land a better job for them which can help families and the community. When candidates get an opportunity to be exposed to the culture then they become more engaged with their interview and then their first days of employment.

Ryan wrote an e-book about attracting the right talent and creating an enjoyable work environment. Ryan says we really need to illustrate the business environment in the job description. Key structure of what the candidate will be doing is so important. Giving that clarity and impact goal for applicants tells a story of what we do and why we do it. When you can tell a job description to resonate our goals you can attract the best talent.

Companies need to make sure that their talent requisition is available on mobile devices. Candidates are engaging at various points before they even apply, but social media must be done the right way. Leveraging social media to sell a story really helps that potential candidate become more satisfied with the brand.

Ryan mentions that a specific key for recruiting to millennials is transparency. They want to understand more of the overall picture. They want to see the value of what they will be delivering. Ryan encourages recruiters to ask themselves this question: “How do we become a little bit more transparent about our work-life balance and promote from within? How can we show them that we are going to strengthen their talents?” Being up front with candidates can give them a better picture of culture, job tasks, and expectations versus waiting and learning as you go. A well-rounded story of your brand gives employers the opportunity to get the right fit.

What are you reading? The Hard Thing About Hard Things by Ben Horowitz