Steve Nguyen, Ph.D.
Leadership + Talent Development Advisor
- Dallas, Texas
- [email protected]
Steve Nguyen, Ph.D., is a Leadership + Talent Development Advisor. A self-directed, enthusiastic, strategic problem-solver, he advises senior leaders on ways to make people and organizations more effective and is involved in developing and implementing key initiatives, training, and programs to create and sustain a high-performing organization.
WORK ETHIC, STRENGTHS, and TALENTS
MedSynergies, an Optum company, is a national leader in bringing hospitals and physician practices together to elevate patient care and improve financial performance.
TRAINING & DEVELOPMENT | LEARNING & DEVELOPMENT:
LEADERSHIP DEVELOPMENT | TALENT MANAGEMENT:
University of Phoenix is accredited by the Higher Learning Commission and is a member of the North Central Association, one of six regional accrediting bodies in the U.S.
Role: Through the subject of health and wellness, I instill in students the belief that no matter how old a person is or how many health problems s/he faces, everyone can make positive changes for a healthier future. I empower students to learn about health risks, develop plans for change, and make healthy lifestyle changes in their daily life. Most of all, I encourage my students to always believe that they can change their own behaviors as well as become an agent for a healthy change in their own families and communities.
UNT is one of Texas' largest universities with 36,000+ students. It has a total endowment of $143.4 million (FY 2014).
Role: Helped design, deliver, and evaluate diversity initiatives for the university. Collaborated with senior-level executives to coordinate and develop orientation and training programs and ensure alignment with university strategic goals.
Nestlé is the world's leading nutrition, health and wellness company. It is ranked by Forbes as one of the world's most valuable brands.
Role: Helped project engineering managers track and guide materials management and service process to build bottling facilities throughout North America.
Collin College is a public, higher learning institution. It serves about 53,000 credit and continuing education students each year.
Role: Served students with disabilities. Established academic and mental health support system, enabling students with learning, emotional, and mental disabilities the opportunity to learn and thrive.
School system in North Pacific Ocean comprised of 20 schools and 12,000 students across three islands.
Role: Helped school district in servicing learning and emotional needs of students. Worked with administrators, teachers & staff to create policies & procedures. Developed and headed orientation & crisis management training programs and effectively handled crisis issues in school & workplace.
Under organizational development framework (i.e., top-down plan to strengthen employee knowledge and skills & improve overall health of the organization), designed and implemented pro-active approach to crisis management in school system that included:
Activities and Societies:
Qualified to use EQ-i 2.0 and EQ 360 (Emotional Intelligence & 360-Degree Assessments). The EQ-i 2.0 and EQ 360 assessments measure emotional intelligence (EI) and how it can impact people and the workplace.
Scrum is a team-based iterative and incremental Agile methodology for managing projects.
Change management is leading & managing the people side of change to achieve a desired outcome.
Lead process improvement projects using Define-Measure-Analyze-Improve-Control (DMAIC; improve existing processes) methodology or Define-Measure-Analyze-Design-Verify (DMADV; design new processes, products, and services) methodology.
LSSGB practitioner trained in the tools, methods, and skills necessary to conduct Lean Six Sigma improvement projects. Lean Six Sigma combines two process improvement methods: Lean (reduces wastes) and Six Sigma (reduces defects).
Trained in Myers-Briggs Type Indicator (MBTI) assessment.
Trained in DISC (Dominance, Influence, Steadiness, and Conscientiousness) assessment.
Letter from Director of the Crisis Prevention Institute for delivering Nonviolent Crisis Intervention® training to hundreds of individuals in the school system.
Given for “Public Service, Volunteer Work and Advocacy in Improving the Lives of Individuals with Mental Health Disability, and most especially for Children with Special Needs.”
Project: Mergers & acquisitions and changing business model contributed to attrition of talents for a $100 million-a-year revenue cycle management firm.
Solutions: (1) Designed an executive-level Succession Planning presentation (including a “Talent Profile” template and a “9-Box Grid & Key” to facilitate Succession Planning meetings and High Potential selections) for managers and executives. The presentation provided both a high-level perspective as well as a detailed walk-through of succession planning. (2) Created a 6-Step Succession Planning process [including a “Talent Profile” template & a “9-Box Grid & Key”]: 1. identifying critical roles; 2. building job profiles & determining competencies; 3. identifying HiPos & conducting talent reviews; 4. developing HiPos with development plans; 5. tracking critical roles & talent movement; 6. deploying talents.
Project: Leadership Development organization was interested in creating a leadership workshop to equip team members and high-potentials with tools and skills to become effective leaders.
Solutions: (1) Designed the workshop curriculum (including topics, course length, descriptions, evidence-based leadership competencies, delivery mechanisms [instructor-led and e-learning], and objectives/learning outcomes), (2) Researched, vetted, and recommended a specific leadership assessment to senior leadership that would identify participant's leadership skills and provide participants with a profile of their leadership skills, including both strengths and weaknesses, (3) Added a mentoring module with six mentoring dimensions, and clearly identified and outlined the mentor’s role and the mentee’s behavioral expectations, (4) Partnered with the Learning Management System (LMS) administrator to certify successful eLearning delivery as well as eLearning evaluation.
Project: Talent Acquisition organization required help to educate and train managers and team members and provide them with tools and skills to better manage change.
Solutions: (1) Developed a half-day change management workshop (covering Organizational & Individual Change; Prosci/ADKAR Change Management Model & Change Curve Model; Leading Change at Every Level) to train and equip workshop participants with an understanding of and appreciation for change, as well as the needed skills to manage that change, (2) Recommended change management as a critical part of a leadership workshop.
Project: A technology firm providing solutions to the travel industry was interested in rolling out a culture change initiative — one that encapsulated its handful of organizational values. With a footprint spread across the globe, the organization’s goal was maximum employee adoption and utilization, while taking into account cultural differences.
Solutions: (1) Created and delivered an executive-level presentation providing both a high-level perspective as well as a detailed walk-through of how to design and implement a Culture of Accountability initiative throughout the enterprise, (2) Recommended and explained the Results Pyramid Model, a simple & memorable methodology for efficiently and effectively changing the way people think and act throughout an organization to ensure that they achieve their desired results, and (3) Suggested a Steps To Accountability model (to be used in conjunction with the Results Pyramid Model) to accelerate the cultural shifts that need to happen.
Project: An Internet subscription service company wanted to create a certificate program for customer service agents in its call center, located in various locations throughout the world. Recognizing the need for call center agents to have a thorough working knowledge of customer service and call center operations, the company was committed to providing call center agents with a comprehensive and engaging training/certificate program.
Solutions: (1) Created executive presentation providing high-level overview of certificate program (determining organizational needs; designing & developing program; implementation; evaluation; & maintenance of program), (2) Designed a 5-day certificate program offering engaging training and hands-on practice in delivering amazing customer service in each of the call centers spread across the globe, and (3) Included two assessments of knowledge and skills.
Project: A Talent & Culture organization within a large international technology enterprise was interested in developing an onboarding program to ensure that new employees start off on the right track while learning the culture, attitudes, knowledge, and skills that align with and support the firm’s business.
Solutions: (1) Designed an onboarding packet that contained key phases and activities, including Before First Day, First Day/Orientation, First Week, First 90 Days, and First Year, (2) Included a separate virtual onboarding process, (3) Contained New Hire Orientation Survey; 30 or 90 Day Follow Up Survey; New Hire Checklist; Check-In Questions; Detailed Onboarding Checklist.
International Coach Federation (ICF) is the world’s largest coaching organization. ICF’s core purpose is to advance the art, science, and practice of the coaching profession.
Society of Psychologists in Management (SPIM) is a society made up of PhD psychologists who work as executives, managers, leaders, & consultants with executives and managers in organizations.