AB 203 Unit 8 Assignment Sun Trust Takes Training to the Bank-Dgoodzh AB 203 Unit 8 Assignment Sun Trust Takes Training | Page 2

the recent financial crisis and recession (and new regulations) that
followed, SunTrust’s management decided that the key to the
company’s future lay with fully engaging employees in serving
customers. That approach is consistent with the company’s mission of
“helping people and institutions prosper.”
SunTrust began to restructure its banking business in accordance with
three guiding principles: (1) operating as a single team; (2) putting
clients first; and (3) focusing on profitable growth. This principle-driven
approach to growth requires managers who know how to foster
employees’ commitment to their work and their clients. To that end,
SunTrust has made it a priority to develop managers’ leadership skills.
First-line managers receive training in how to coach and lead others.
Middle managers work with mentors on their leadership skills. Upper
level managers use assessments by peers, subordinates, and others to
identify areas for growth and, with coaching, develop leadership skills
taught during a three-week training program. SunTrust also selects its
top 3,500 managers to receive training in employee engagement. For
training aimed at emotions to be relevant, it must enable better job
performance. The bank also provides learning support on its SunTrust
Learning Portal. Since SunTrust initiated the new training programs, it
has seen evidence of improved performance.
Directions:
You are the Training Manager for SunTrust. The Director of HR has
some specific inquiries about the new programs and the future of the
training programs. Address the following four items of concern from
the Director in a 500-word business memo.