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SUMMARY

Steve Nguyen, Ph.D., is a Leadership & Talent Development Consultant. He develops leaders by teaching them how to unlock their potential so they can produce breakthrough results. Through the use of leadership coaching, skills, and tools, he helps them remove interference and access their best self so they can perform at their highest level. 

Dr. Nguyen received workplace coaching training and certification through InsideOut Coaching, an award-winning coaching program from InsideOut Development. InsideOut Coaching is about the paradigm (insideout), principle (focus), and process (GROW) that can lead to breakthrough performance. 

HIGHLIGHTS:

  • 13 yrs experience in Leadership Development, Learning & Development, and Talent Management
  • 9+ yrs experience managing programs in Training, Learning, and Leadership Development
  • 9+ yrs experience facilitating training in a classroom environment
  • 5+ yrs experience as Leadership Development Manager & Program Manager of two Corporate Academies

TRAINING and CERTIFICATIONS:

  • InsideOut Coaching Training & Certification
  • Prosci Change Management Certified
  • Leadership Effectiveness Analysis 360 (LEA 360) Certified
  • Lean Six Sigma Black Belt Certified
  • Myers-Briggs Type Indicator (MBTI) Certified
  • DISC Certified Practitioner
  • Hardiness Resilience Gauge (HRG) Certified 

STRENGTHS:

  • Strategy & Execution - developing strategies, implementing ideas, & creating structures to meet goals.
  • Synthesis & Insight - synthesizing & organizing ideas to clarify issues; defining essence of a problem.
  • Contextual Thinking - putting events, tasks, and actions into wider perspective or pattern.
  • Creative Assimilation - drawing together disparate information to arrive at decisions or courses of action.

CONTACT:

EDUCATION

19891993

Bachelor of Arts (B.A.) in Philosophy

Baylor University
  • Caritas of Waco
  • Habitat for Humanity
  • Waco Animal Shelter
19982003

Master of Arts (M.A.) in Counseling Psychology

Texas Woman's University
  • Kate Adele Hill Scholarship
  • Court-Appointed Special Advocate (CASA)
20082013

Doctor of Philosophy (Ph.D.) in Industrial and Organizational Psychology

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

TRAINING, QUALIFICATIONS, and CERTIFICATIONS

Sept 2020

InsideOut Coaching Certification

InsideOut Development

InsideOut Coaching Certified Facilitators possess the skills & confidence to effectively facilitate the InsideOut Coaching program & motivate their participants to apply InsideOut Coaching on the job. InsideOut Coaching provides a simple, effective way to help clients reduce the interference that blocks progress or gets in the way of breakthrough performance.

July 2020

InsideOut Coaching Workshop

InsideOut Development

An award-winning daylong workplace coaching program that trains participants to become confident coaches. The InsideOut Mindset is the belief that everyone has the capacity to learn and perform at a higher level. InsideOut Coaching is about the paradigm (insideout), principle (focus), and process (GROW) that can lead to breakthrough performance.

Feb 2020

Leadership Effectiveness Analysis 360 (LEA 360) Certified

Management Research Group (MRG)

Certified to administer and interpret the LEA 360™. The Leadership Effectiveness Analysis 360™ (LEA 360™) is an assessment and development tool that measures 22 leadership behaviors and 31 competencies. It is a powerful instrument for developing a nuanced understanding of an individual’s unique approach to leadership both from their own perspective and in the eyes of their colleagues (bosses, peers and direct reports). 

May 2019

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 2018

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 2015

Prosci Certified Change Management Practitioner

Prosci, Inc.

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

May 2018

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 2016

Lean Six Sigma Green Belt Certification

GoLeanSixSigma.com

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 2016

MBTI Certified Practitioner

GS Consultants

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

Mar 2017

DISC Certified Practitioner

Assessments 24x7

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

SERVICE KING LEADERSHIP ACADEMY PROGRAM

Project: Service King Collision—a leading operator of comprehensive, high-quality collision repair facilities—was interested in designing a company-wide Leadership Academy to ensure that front-line and mid-level leaders throughout the company possessed the knowledge, skills, and abilities to effectively function in their roles.

Solutions: (1) Partnered with The University of Texas at Dallas, a well-respected university, to analyze the needs, and design, develop, implement & evaluate the 3-day portion of the program hosted on the university campus; (2) Designed, developed, implemented, and evaluated the 2-day portion of the program hosted on Service King's HQ campus; (3) Collaborated with Service King's C-suite executives, senior leaders, and subject matter experts to build program curriculum and design session contents; (4) Created a multi-week follow-up to the 5-day in-person training, comprised of monthly calls, podcasts, videos, books, and links to resources; (5) Engaged with every level of leadership (including C-Level Executives; Senior Vice Presidents; Vice Presidents; Associate Vice Presidents; Senior Directors; Directors; Senior Managers; and Managers), across all functions, to deliver strategic, targeted, value-added sessions.

See Project

LEADERSHIP DEVELOPMENT PROJECT

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.

See Project

CULTURE CHANGE PROJECT

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.

See Project

CERTIFICATE PROGRAM PROJECT

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.

See Project

TALENT MANAGEMENT PROJECT

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.

See Project

PROFESSIONAL ASSOCIATIONS

2021Present

Academy of Human Resource Development (AHRD)

Academy of Human Resource Development (AHRD) is a global organization governed by and created for the Human Resource Development scholarly community of academics & practitioners.

2016Present

Society of Psychologists in Leadership (SPL)

Society of Psychologists in Leadership (SPL) is a society made up of PhD psychologists who work as executives, managers, leaders, & consultants with executives and managers in organizations.