I have a strict EMAIL INTERVIEW POLICY. Giving interviews by email (in a “Question and Answer” format) is the best way for me to keep a record. On several occasions, stories with quotes attributed to me misquoted or misrepresented what I said.
Follow these steps:
- Send your email to: firstname.lastname@example.org
- Include your name, publication, and website you’re writing for.
- Ask your questions and provide as much details as possible. HOWEVER, if your line of inquiry comes across as rambling or if you’re trying to tackle too many topics I will not respond.
- Tell me when you need a response by.
If your inquiry is relevant/applicable, I will respond by email.
(1) I will let you know if I’m available or if I’m busy. I will also indicate that I am busy if your inquiry takes a while to respond to and won’t be available in the time frame you’ve requested.
(2) If the topic you are inquiring about is beyond my area of expertise, I will let you know, and if I know of another expert, I will include that person’s name.
(3) If your inquiry is about a vague or trivial connection between certain topics that are unrelated to Industrial-Organizational (I-O) Psychology, Talent Development, or Change Management then you will not hear back from me. I know this is strict, but I get too many emails about trivial or nonsensical topics.
Finally, I sometimes post the email interview, with comments or modifications (which I will note), on WorkPlacePsychology.Net.
Steve Nguyen, Ph.D.
Leadership & Talent Development Consultant