Gian's OD Services

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Gian Fiero

Overview of Gian's organizational development consulting services

Business

What Can Gian Do For Organizations?
What is Organizational Development ? (OD)

What Can Gian Do For Organizations?
Gian worked for over 70 companies in various
business administration, HR, and consulting
capacities before studying and mastering a
menagerie of psychology disciplines that would
enable him to maximize workforce talent, and
harmonize workplace relationships. Gian’s niche
and focus is centered on the impact that
company culture plays in the effectiveness,
productivity, and happiness of workers performing
in all types and levels of organizations.

Gian Fiero | Growth Expert
Help them utilize psychology theories such as…

Gian Fiero | Growth Expert
The greatest cause of job satisfaction or…dissatisfaction

Gian Fiero | Growth Expert
One of the top reasons why employees leave…or stay

Gian Fiero | Growth Expert
The theory that undermines or drives competency…

Gian Fiero | Growth Expert
…and influences self-empowerment

Gian Fiero | Growth Expert
Gian provides the missing piece for organizations to grow...

Gian Fiero | Growth Expert
and excel with his sound insights that enable them to…

Gian Fiero | Growth Expert
Objectively & accurately assess organizational inefficiency…

Gian Fiero | Growth Expert
and prevent process loss…

Gian Fiero | Growth Expert
Educate managers on the science of human motivations

Gian Fiero | Growth Expert
Provide insights into key human motivators

Gian Fiero | Growth Expert
Improve employment engagement with known drivers

Gian Fiero | Growth Expert
Enable organizations to harvest the power of the 80/20 rule

Gian Fiero | Growth Expert
Get different personalities on the same page and mission

Gian Fiero | Growth Expert
Align employee goals with those of the organization

Gian Fiero | Growth Expert
Help put the human element back into HR

Gian Fiero | Growth Expert
Support companies in designing/refining their culture…

Gian Fiero | Growth Expert
Help influence employee behavior & improve productivity

Gian Fiero | Growth Expert
Assist in reforming unappealing company cultures

Gian Fiero | Growth Expert
Harmonize workplace relationships

Gian Fiero | Growth Expert
Maximize workforce talent

Gian Fiero | Growth Expert
Provide incentives & strategies to fire up employees

Gian Fiero | Growth Expert
Help employees think and perform like a real team

Gian Fiero | Growth Expert
Reduce employee turnover

Gian Fiero | Growth Expert
Transform managers into effective leaders

Gian Fiero | Growth Expert
Teach managers how to truly empower employees

Gian Fiero | Growth Expert
Implement systems that enable workforces to flourish

Gian Fiero | Growth Expert
Offer a wide array of professional development workshops

Gian Fiero | Growth Expert
Rates vary by project/scope/hour. Contact for proposals.

Gian Fiero | Growth Expert
Contact Gian: fieroflair@gmail.com or 510.924.6079

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To accommodate career development and retention in today’s diverse work environment, it’s more important than ever to ensure you have key strategies in place that support the alignment of individual employee goals and development. Join us for part one of this two-part webinar series and learn key steps to improving employee engagement through goal and development plans that allow everyone in your workforce to share the same vision of success and the tools to get them there.

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The future of work is changing. To win in today’s competitive business world, companies need to adapt to their evolving landscape and develop an agile workforce which enables them to tap into expert knowledge, and/or add additional resources when required. Leaders at the forefront now look beyond the traditional methods of employment, that is, they’ve moved away from just hiring full time permanent employees who work between 9am and 5pm from an office desk, to engaging a more free and remote workforce whereby contingent workers and freelancers are an essential element of core business operations. Find out more about Alifery www.alifery.com.au

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You wouldn’t think that business and psychology are two things that go together but without psychology in business, companies and entrepreneurs wouldn’t be as successful. Business Psychology ensures organizations are designed to make the most effective use of their people and these employees are able to do their jobs to the best of their abilities, and they are happy, engaged, and productive. Why do we want happy and engaged people? Because they are the most profitable, productive, sell more, are sick less and tend to stick around for longer! So happy people are the aim. Business psychology integrates the study of human psychology with practical business applications to enhance employee work environments, increase productivity, and organize groups of people in firms. Its goal is to delve deeper into human behavior and its interplay with the corporate lifestyle to create better sustainable and human-friendly workplace conditions for employees’ maximum performance and growth.

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Running head: TALENT MANAGEMENT 1 TALENT MANAGEMENT 8 Assignment 3 Talent Management Strategy Salathea Brown HRM 532 – Talent Management Strayer University Dr. Daniel C. Frost August 14, 2017 All organizations, whether for profit or non-profit, require the right set of human resources to realize its vision and goals. Talent management, therefore, refers to the acquisition, development, and empowerment of human resources so that each in an organization reaches their optimal potential and performs at an optimal capacity. When human resources are well managed, developed and empowered, they become better regarding motivation and skills. The organization stands to operate with higher efficiency and productivity when talent is properly managed. This paper, therefore, seeks to explore specifics of talent management, including strategies, components and future modifications for a for-profit organization (Berger & Berger, 2010). Talent Management Strategy An organization that seeks to make a profit must take into account the aspect of efficiency. This is because profits can only be optimized if every employee is operating at an optimal level of productivity and effectiveness. With 200 employees 20 of whom are leaders, talent management strategy must be highly elaborate so that every department is improved at the end of the process. Below are elements of the best strategy such an organization should adopt. Talent management professionals must know what a team is looking for to tailor the process by this vision. More often than not, organizations fail to set a clear vision when hiring talent management professionals. The professionals end up gathering information through a survey of individual employees and making an inductive inference, which may combine conflicting views. The above-described organization must, therefore, use the success profile technique, which bases the talent management process about the business objectives. The talent expectations according to the success profile should include core competencies, personal attributes, knowledge requirements, and experience. An organization should, therefore, manage talent to strengthen its core competencies and improve on its weakness. To do so, the right combination of personal attributes, knowledge level and experience are necessary considerations (Farndale, Scullion, & Sparrow, 2010). Alignment of Talent Management Process to Business Strategy Once the organization has made it clear about what it requires regarding talent, the talent management process should be tailored to reflect the end goal in mind. The employees need to understand the purpose of the talent management process. According to Farndale, Scullion, and Sparrow (2010), the best way to communicate this mission is by ...

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1 Observation Paper Observation Paper for Equity Management Taihessa Lee Organizational Leadership Professor Stephen D. Griffin June 30, 2013 The purpose of this paper is to describe the observable aspects of my current organization’s culture. I will address my perceptions using the following three viewpoints: vision, mission and core values. I am currently employed at Equity Management Corporation, which is a leading third party management company throughout the property management industry. It is a highly competitive organization that works on creating opportunity for their employees and managing with integrity. On the grounds that I work for Equity Management I know first-hand the extent they will go to meet their expectation out of every department and one thing they will always strive to be number one in the housing market. The greater part of these things are expressed inside Equity Management’s vision and mission statement. Their vision and mission are similar as it precisely what the company does and how it plans to develop. The Mission: Managing with integrity. The Vision: Creating opportunity. The Core Values: will focus on the heart of our company. There are many other parts of Equity. Leasing Agents are the face of Equity. Property Managers are the arms of Equity. Regional Directors represent the head of Equity. But it takes one fundamental body part to keep all this going- the heart. Ultimately, the heart has to beat to make the parts all function together. The heart is where love, care and concern reside evidenced by our commitment to the job, one another and the people we serve. As Equity pays attention to the condition of our personal and corporate heart they can experience a deeper commitment to our everyday activities. The owner’s vision is to improve the heart of Equity in a deeper way. The owner realizes that our hearts inspire us to be our best, and create loyalty in ourselves. Becoming #1 in the industry means being financially strong and growing. But being #1 is also found in a company filled with loyal employees with high integrity, stellar performance while showing you care. I have witnessed this in my current employment with Equity. Working at the corporate office was hard for me at times because of how clan culture the company is however it likewise has numerous motivating forces as well. I started my employment with Equity Management three years prior. This employment has been assisting me to develop passionately and also professionally. They are showing me to strive to be passionately and the best constantly. The major lesson I am learning while at Equity Management is their Core Values which is the heart of an employee to keep it functioning properly. A great deal can be learned about an organization by analyzing and exploring the various aspects of organizational observation. My observation of Equity’s leadership and organizational culture would be healthy organization culture. .

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2. What Can Gian Do For Organizations? What is Organizational Development ? (OD)

3. What Can Gian Do For Organizations? Gian worked for over 70 companies in various business administration, HR, and consulting capacities before studying and mastering a menagerie of psychology disciplines that would enable him to maximize workforce talent, and harmonize workplace relationships. Gian’s niche and focus is centered on the impact that company culture plays in the effectiveness, productivity, and happiness of workers performing in all types and levels of organizations.

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