Requests for Interviews


If you would like to interview me for a story you’re writing, please understand that I have a strict EMAIL ONLY INTERVIEW POLICY.

Giving interviews by email (in a “Question and Answer” format) is the best way for me to keep a record. On numerous occasions, published stories with quotes attributed to me either misquoted or misrepresented what I said.

After I email my responses back to a reporter or writer, I will often repost the email interview, sometimes with additional comments or modifications (which I will note) on WorkPlacePsychology.Net.

If you accept my EMAIL ONLY INTERVIEW POLICY then follow the steps below:

My email:

  1. Tell me your name and the publication you write for.
  2. The topic you are inquiring about, in as much detail as possible.
  3. Your time frame (i.e., when you need a response by).

In turn, I will respond (if appropriate*) by email.

(1) I will let you know if I’m available to respond 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) *VERY IMPORTANT. If you ask for comments about a vague/weak connection (which you’re hoping to tie together) between certain topics that I consider unrelated or not relevant to the topic of Industrial/Organizational (I/O) Psychology, Organizational Behavior, and Change Management then you will not hear back at all from me.

Sorry if this is a bit harsh, but I get too many email requests asking me to comment on trivial/nonsensical topics that have absolutely nothing to do with Industrial/Organizational (I/O) Psychology, Organizational Behavior, or Change Management.

Don’t contact me if you are trying to use me to promote/mention your business or services or to get me to say something favorable about your specific company or industry. Also, I do not accept guest posts, infographics, link exchanges, or advertising.


Steve Nguyen, Ph.D.
Leadership and Talent Consultant


The Science of People at Work