Huntington Bancshares Incorporated is a $183 billion asset regional bank holding company headquartered in Columbus, Ohio. Founded in 1866, The Huntington National Bank and its affiliates provide consumers, small and middle-market businesses, corporations, municipalities, and other organizations with a comprehensive suite of banking, payments, wealth management, and risk management products and services. Huntington operates over 1,000 branches in 11 states, with certain businesses operating in extended geographies.
The senior leaders of Talent Management at Huntington, and their business counterparts, identified specific executives in regional president roles as high-potential leaders. After serving in various roles within the organization, these leaders wanted to focus on building and strengthening their leadership skills, especially creating and sharing a strategy, and developing leaders on their teams.
Huntington, focused on growth over the last couple of years, recently completed a significant acquisition. This has created opportunities for internal promotions and talent development at the senior level. However, the consequence of this growth has been that leaders have been unable to focus on getting ready for larger, more complex roles as they are typically very involved in the operations. The organization knew that support was needed for these leaders, especially with the expanded scope and expectations of these roles, and that the leaders must now manage and lead their former peers. Huntington’s Talent Management engaged Connect the Dots to provide a coaching solution for them during this transition.
Connect the Dots provided each leader with a certified executive coach who led them through intake and personality assessments to establish a baseline. Feedback was collected from the managers, HR partners, and other relevant stakeholders to help each leader identify her unique coaching objectives. A stakeholder survey was conducted to assess where each leader was at the beginning, middle, and end of each engagement. Resources, tools, and best practices were shared, methods role-played and communication skills honed during the coaching work.
Feedback from the leaders who received coaching, their managers, and HR partners has been extremely positive and the results show in the data. Huntington has been able to quickly transition these leaders to contribute confidently to their respective regions and enabled organizational change at a faster rate than expected. Team engagement is up and these leaders have demonstrated success in their specific roles and unofficial leadership for the larger organization.
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