Trustmark provides more than 2 million people with flexible medical, life, and disability benefits
and fitness and wellness services. The company, headquartered in Lake Forest, Illinois, has more
than 6,200 full- and part-time employees working in twenty five locations across the United
States. Trustmark experienced steady growth until mid-1990, when it experienced financial
pressures that forced it to re-evaluate its operations. Trustmark concentrated on core
competencies, sold off businesses, and focused on generating capital. Once the company was
financially sound, Trustmark executives moved to create a culture that would be open to
innovation and opportunity. The challenge was to create a culture where all employees felt they
could challenge that status quo and seek new opportunities. The key to creating this culture was
developing effective leaders who supported it.
Trustmark used workshops and 360-degree feedback to help the œTrustmark Renaissance, a radical change in the organization culture and mindset, succeed. The leadership program includes sessions, attended by senior leaders, directors, and
managers, during which participants learn about leadership practices, such as how to inspire a
shared vision, challenge the process, enable others to act, and encourage with the heart. During
these sessions, participants also receive feedback from their 360-degree assessments. Participants
also get one-on-one coaching where they can discuss their leadership challenges and their
feedback. Participants are asked to identify development areas to focus on during the next step in
the process, a two-day workshop. At the workshop, participants learn more about the leadership
practices and how to improve the areas identified in their feedback. Participants leave the
workshop with an improvement plan for improving their leadership effectiveness. Participants
are paired with partners who are expected to provide post-workshop support, exchange action
plans, and commit to follow-up to ensure success in using what they learned.
What development activities are used in this program? Why are they important?
What data or outcomes should be collected to monitor the effectiveness of the leadership development program? Explain the business reason for your choice or outcomes or data.