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Steve Nguyen, Ph.D., is a Leadership & Talent Development Consultant. A self-directed and strategic problem solver, he partners with senior leaders and top decision-makers on ways to improve human behaviors in the workplace and on how to make people and organizations more effective (e.g., leadership development, training & development, etc.). He is involved in developing and implementing key initiatives, training, and programs to create and sustain a high-performing organization. 

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. 


  • 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


  • 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 


  • 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.



June 2021Present

Manager, Employee Engagement & Organizational Development

Atmos Energy

Atmos Energy, headquartered in Dallas, is America’s largest natural gas-only distributor. Atmos Energy delivers natural gas to more than 3 million distribution customers in over 1,400 communities across eight states located primarily in the South.

1. Collaborates with Atmos Energy leaders throughout all business units to (a) identify employee and leadership development goals & objectives, and (b) refine and strengthen leadership development approach.

2. Produces toolkit for growing Atmos Energy culture & developing leaders. Innovates and creates programs & tools that develop skills on-the-job & in-the-flow of work, augmenting traditional solutions for employee and leadership development. 

3. Creates and maintains learning path roadmaps for developing Atmos Energy leaders by identifying expectations & capabilities needed at different levels of leadership and providing guidance.

4. Advances a culture of coaching & mentoring where Atmos Energy leaders identify their own coaching styles and hone their coaching skills. Establishes coaching identity as a critical development tool.

5. Supports and empowers new Atmos Energy leaders in adjusting to their new roles and responsibilities while maintaining a high level of support for tenured leaders at all levels of the organization.

6. Assesses effectiveness of Atmos Energy talent development programs using data, metrics, and employee feedback. 

7. Oversees Atmos Energy’s Educational Assistance Program. Advocates for the program as an effective way for employees to learn & grow in their careers. 

8. Manages LinkedIn Learning platform for the Atmos Energy enterprise. Acts as main liaison with LinkedIn Learning customer relationship managers and drives further adoption of the platform across the enterprise.

Sept 2018Oct 2020

Leadership Development Manager

Service King Collision

Service King Collision, 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.
  • Partnered 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.
  • Cultivated a robust leadership pipeline through development/training actions, identified as part of the talent reviews and succession planning processes.
  • Administered learning evaluations and assessments to ensure targeted levels of effectiveness and impact of learning programs to achieve business outcomes.
  • Developed and rolled out post-training support and reinforcement tools to sustain behavioral change and drive improved performance and business outcomes.
  • Program Manager with primary ownership and oversight of Service King Leadership Academy. Service King Leadership Academy is a leadership development program designed to provide a relevant hands-on learning experience for all Service King leaders. In partnership with the University of Texas at Dallas, it is an instructor/expert-led program, built around an in-person, classroom training with a follow-up remote learning content and experiences.
May 2014Dec 2017

Corporate Leadership & Talent Development Consultant

Optum (UnitedHealth Group)

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.
Jan 2010Jun 2014

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 Accomplishments:

  • Engaged learners using didactic, Socratic, and facilitative techniques to help them sharpen their skills while learning practical, relevant lessons about health and wellness.
  • Facilitated learning process by organizing and translating information into a format that matches learners' current level of understanding, allowing them to build upon knowledge they have already learned.
  • Helped learners apply critical thinking skills to evaluate the credibility of information and rely on evidence-based methods to reach a conclusion or develop a solution.
May 2009Oct 2009

Senior Diversity Trainer

University of North Texas

UNT is one of Texas' largest universities with 38,000+ students. It has a total endowment of $200 million.

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.
Jun 2008Feb 2009

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:

  • Cost tracked and reconciled multi-million-dollar construction projects ranging from $5 million to $20+ million.
  • Analyzed and resolved invoicing problems, goods receipt/invoice receipt (GR/IR), vendor billing issues, payment discrepancies for construction and maintenance of water bottling facilities.
  • Managed budgets, checked to ensure that proper funds had been allocated for each project, and worked with project managers to ensure project requests are delivered on time.
Sept 2007Jun 2008

Disability Services Advisor

Collin College

Collin College is a public, higher learning institution. It serves about 59,000 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.
Jan 2004Jun 2007

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.


Leadership Development
Talent Management & Talent Development
Organizational Development
Training/Learning & Development



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


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

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.


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: 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.

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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: 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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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.

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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.


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.

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