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Steve Nguyen, Ph.D., is a Leadership 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.


  • 13 years of experience in Leadership Development, Training/Learning & Development, and Organizational Development
  • 5 years of leadership development experience in both a Talent Management and a Learning & Development organization
  • 9 years of experience facilitating training for adults in a classroom environment
  • 5 years of experience facilitating learning for adults in a virtual environment
  • 5 years of experience as a Leadership Development Manager and Program Manager of two Corporate University Academies
  • Prosci Change Management Certified
  • Lean Six Sigma Black Belt Certified
  • Myers-Briggs Type Indicator (MBTI) Certified
  • DISC Certified Practitioner
  • Hardiness Resilience Gauge (HRG) Certified 


  • Work Ethic: Self-Directed & Tenacious
    Self-directed, dedicated, disciplined, and quality-conscious. Tireless work ethic in solving complex problems. High degree of tenacity and follow-through.

  • Strengths: Strategy & Execution
    Exceptionally skilled at developing strategies, using foresight, implementing ideas, and creating structures to meet goals.

  • Talents: Synthesis & Insight
    Excellent ability to synthesize and organize ideas to clarify complex issues, and offer insights and visions to define the essence of a problem or solution.



Sept 2018Present

Leadership Development Manager

Service King Collision Repair Centers

Service King Collision Repair Centers, one of the most respected and recognizable collision repair brands in the world, is a leading operator of comprehensive, high-quality collision repair facilities. It is consistently recognized for customer satisfaction, quality workmanship, and innovative training.

  • Responsible for the planning, design, delivery, and evaluation of leadership development curricula to support management and leadership development company-wide.
  • Partner with CHRO, Sr. HR Director, Operations SVP and VPs, and other business leaders to understand and identify leadership development needs and design solutions, helping to drive continuous improvement in the way the company attracts, develops, and creates meaningful work experiences throughout the organization.
  • Cultivate a robust leadership pipeline through development/training actions, identified as part of the talent reviews and succession planning processes.
  • Administer learning evaluations and assessments to ensure targeted levels of effectiveness and impact of learning programs to achieve business outcomes.
  • Develop and roll out post-training support and reinforcement tools to sustain behavioral change and drive improved performance and business outcomes.
  • Primary ownership and oversight of Service King Leadership Academy.
May 2014Dec 2017

Corporate Leadership & Talent Development Consultant


MedSynergies (a physician practice consulting firm) was acquired in September 2014 by Optum, a consulting and analytics division of the country's largest health insurer, UnitedHealth Group.


  • Advised on all aspects of learning to clients and senior leadership to support learning & development initiatives. Consultations included: strategy, measurement, needs analysis, and course and program selection and implementation.
  • Collaborated with stakeholders on how to achieve desired results efficiently & effectively, addressing root causes of performance gaps rather than symptoms or side effects.


  • Program manager responsible for corporate university (MedSynergies Institute Academy) that aims to develop employees & high potentials (Sales, Operations, and IT) and teach them business acumen, revenue cycle management, physician healthcare practices, and company’s product lines.
  • Developed a detailed, executive-level Succession Planning presentation (including a “Talent Profile” template and a “9-Box Grid & Key”) for managers and executives.


  • Developed a change management workshop (Organizational & Individual Change and Prosci/ADKAR Change Management Model) to train and equip workshop participants with an understanding of and appreciation for change, as well as the needed skills to manage that change.
  • Created a detailed Change Management Plan with a project plan that walked stakeholders through integrating Change Management process and methodology into a Talent Management Project.

College Professor

University of Phoenix

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.

Key Objectives:

  • Engage and lead students using didactic and facilitative techniques to help them sharpen their academic skills while learning practical, relevant lessons about health and wellness.
  • Facilitate the learning process by analyzing, organizing, and translating the information to be learned into a format that matches the student’s current level of understanding. This allows students to build upon knowledge that they have already learned.
  • Equip and empower students to use critical thinking skills, teaching them to learn to “fish for themselves” without having to rely on others to “fish for them.”

Senior Diversity Trainer

University of North Texas

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.

Key Results:

  • Ensured successful delivery of diversity education and training programs throughout campus including development and implementation of policies and procedures in the areas of training, faculty and student rights and responsibilities, and new student and faculty orientations.
  • Fostered a teamwork environment conducive to positive dialogue across all departments. Personal efforts were cited as a driving force behind new students’ interests and retention in multicultural activities.
  • Created and delivered Ally Training program to support faculty and staff in creating a safe zone for highly diverse, minority group members. Wrote and designed the ALLY Training manual covering issues including safety, discrimination, expert insights, and rights information.

Project Management Accounting Specialist

Nestlé Waters North America

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.

Key Results:

  • Consulted with senior project managers ensuring 100% accuracy & timeliness of value streams.
  • Evaluated and reconciled numerous international, $20+ million construction projects.
  • Effectively negotiated with subcontractors achieving 10% cost and time reductions.
  • Managed allocation of budgets using SAP R/3 GLOBE for WBS (work breakdown structure) elements to ensure appropriate project funding.

Disability Services Advisor

Collin College

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.

Key Results:

  • Developed and delivered quality disability services to student population at Collin College. Implemented programs and policies in the areas of advising to students and training to faculty, to improve college learning experience for students and college teaching experience for faculty.
  • Promoted teamwork-based environment to drive better interaction with & services to students. Personally cited by students as the dynamic force behind improved advisor-student relations.
  • Counseled students in getting the appropriate level of mental health care. Proctored and administered tests for students on all campuses needing special testing arrangements.
  • Delivered presentation on alternative education for students with disability, helping them and their families to understand their rights and options.

Crisis Intervention Consultant

CNMI Public School System

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:

  • Focus on prevention and strategies for defusing anxious, hostile, or violent behavior at the earliest possible stage.
  • Developing crisis management plan & communication: (i) Prevention: three levels of prevention for inappropriate behavior, ranging from school-wide positive behavioral expectations to specialized individual systems for specific groups or individuals, (ii) Collaboration: collaborative team approach to prevention through the involvement of key stakeholders including the individual, family, staff, and administration, (iii) Person-Centered Plans: Relationship-based approaches foster person-centered, respectful interactions between staff and the individual.
  • Training individuals & teams in physical crisis intervention, to be used as a last resort (Nonviolent Crisis Intervention® training delivered to over 800 individuals).
  • Empowering educators and community about crisis management: (i) 3-hour presentation to the local community, and (ii) School Crisis & Acute Traumatic Stress Management Handbook.



Bachelor of Arts - B.A. in Philosophy

Baylor University

Activities and Societies: 

  • Caritas of Waco
  • Habitat for Humanity
  • Waco Animal Shelter

Master of Arts - M.A. in Counseling Psychology

Texas Woman's University
  • Kate Adele Hill Scholarship

Doctor of Philosophy - Ph.D. in Industrial and Organizational Psychology

Capella University
  • Dissertation: Gender and Conflict-Handling Style as Predictors of Indirect Workplace Aggression
  • Graduated with Distinction


May 2019Present

Hardiness Resilience Gauge (HRG) Certified

OKA (Otto Kroeger Associates)

Certified to administer and interpret the Hardiness Resilience Gauge (HRG), an instrument designed to assess a person’s hardiness level and how key characteristics that s/he possesses can enhance or undermine his/her stress resilience and adaptability across a range of circumstances.

June 2018Present

EQ-i 2.0 and EQ 360 (Qualified Administrator)

Multi-Health Systems Inc. (MHS)

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.

Dec 2015Present

Prosci Certified Change Management Practitioner

Prosci, Inc.

Change management is leading & managing the people side of change to achieve a desired outcome.

May 2018Present

Lean Six Sigma Black Belt Certification

Council for Six Sigma Certification

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.

Aug 2016Present

Lean Six Sigma Green Belt Certification

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).

Sept 2016Present

MBTI Certified Practitioner

GS Consultants

Trained in Myers-Briggs Type Indicator (MBTI) assessment.

Mar 2017Present

DISC Certified Practitioner

Assessments 24x7

Trained in DISC (Dominance, Influence, Steadiness, and Conscientiousness) assessment.


June 2007

Executive Director’s Letter of Appreciation

Crisis Prevention Institute

Letter from Director of the Crisis Prevention Institute for delivering Nonviolent Crisis Intervention® training to hundreds of individuals in the school system.

June 2007

Certificate of Appreciation

CNMI Mental Health Planning Council

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.

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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.

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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.

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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.

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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.

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International Coach Federation (ICF)

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)

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.