Pinnacle Award Winning Program  

Mentoring Program Overview: The NOVA SHRM/Dulles SHRM Mentoring Program is a fusion of multiple mentoring techniques, including: group mentoring, peer mentoring, flash mentoring, and virtual mentoring.  Our Pinnacle Award winning mentoring model is recognized by SHRM as a successful practice to replicate in other chapters. Our program director received the Greater Washington HR Leadership Award for Mentoring in 2008 and is a noted speaker on the topic of mentoring. We are proud to report that participation in our Mentoring Program has resulted in enhanced peer networking for 100 percent of our alumni. Within two years of program graduation, over 75 percent of our alumni have received promotions, lateral career moves, or new job opportunities. Approximately 85 percent of our alumni have served in leadership roles within one of the local SHRM chapters. Nearly 65 percent of our 2011 graduating class reported an improved "leadership presence."  

Mentoring Program Objectives - The NOVA/Dulles Mentoring program's objectives include:

• Increasing the involvement of chapter members in professional development activities that they find meaningful
• Increasing participants knowledge of and practical experience in group mentoring, peer mentoring, and virtual mentoring
• Sharing knowledge and resources among participants, guest mentors, and alumni
• Developing the professionalism of chapter members so that they may increase the likelihood of promotions and other career moves
• Building a high potential talent pool for future chapter leaders
• Providing a sounding board for issues encountered by individuals engaged in HR activities

Mentoring Program Benefits - The NOVA/Dulles SHRM Mentoring Program can help to:

Feedback from Mentoring Alumni - Mentoring Program alums consistently report satisfaction with the program, as demonstrated by some of the quotes below:

- “This is a well run and relevant program. Great people in this program!" (Kristin Berry, Class of 2005)
- "This program is a great networking tool and the peer mentor relationship that I formed was priceless.  We will be friends forever!” (Lisa Roberts, Class of 2005)
- "I am a better HR professional because of the knowledge I collected from the meetings, speakers, and contact with other HR professionals." (Paul Mohnkern, Class of 2006)
- “I was able to learn quite a bit from my colleagues and added to my ever-expanding and very valuable network of human resource professionals whom I can call on if I have questions." (Lee Mariano, Class of 2006)
- "I learned a ton from the group meetings. I was able to bring something back to my company after every meeting." (Carrie Blackburn, Class of 2006)
- "Going in, there was no way to anticipate the impact this program would have for me. Meeting other HR professionals of varying levels and experience has been invaluable." (Amy Rigney-Gay, Class of 2007)
- “I believe that I have benefited tremendously from this program and I have recommended it to several other people I know. “ (John Viarella, Class of 2007)

Mentoring Program Requirements: Mentoring Program participants must 1) Be a member in good standing in either NOVA, Dulles, or Montgomery County SHRM;  2) complete an application, and 3) be accepted into the program by the Mentoring Selection and Matching Committee. Since the program is based on the principles of group mentoring, a minimum of three years of HR experience is preferred.  The Mentoring Program desires individuals who seek challenges, take initiative, and accept personal responsibility.

Group Mentoring Meetings: Group mentoring links multiple individuals with one or more experienced colleagues. Group mentors share personal experiences and provide guidance and insight just like a one-on-one mentor would. We will hold 11 group mentoring meetings during the calendar year. You will be provided with an opportunity to learn from peers participating in the program as well as mentoring alumni and other seasoned professionals who will serve as flash mentors and lend insights during our group mentoring discussions.

Peer Mentor: A peer mentor is at a similar professional experience level, but with expertise in a subject area that their partner does not. A peer mentor provides feedback and helps their partner to improve on-the-job performance, working relationships, and personal satisfaction with work. Participants will be matched with a peer mentor during the program selection process. Matching is based on similar experience level, professional interests, and developmental goals. The role of the peer mentor is to assist his or her partner in making progress towards professional career goals (i.e., provide an accountability mechanism, provide support and guidance).

Mentoring Alumni Network: The alumni network is a trusted virtual mentoring community (listserv managed by the Mentoring Program Director as well as an exclusive group LinkedIn page). Virtual mentoring is self-directed; it provides performance support and fingertip knowledge. The alumni network is a virtual mentoring community comprised of current mentoring participants and alumni of the program. Network members provide HR advice and guidance, share best practices, and post job opportunities. Network members must abide by the SHRM Code of Ethics.

Leadership Development: Self-reflection activities are essential to building leadership presence. Participants will utilize books, articles, and exercises to explore their values, goals, and leadership behaviors.

Learning Assignments: Participants will be provided with assignments to enhance their professional development during the program. Activities may include reading books and articles on mentoring techniques or sharing links to relevant HR articles on our group LinkedIn page.

Mentoring and Coaching Resource Materials: Participants in the program will receive journal articles, books, and other tools related to mentoring and coaching.

Time Commitment: The NOVA/Dulles SHRM Mentoring Program requires a time commitment of approximately five hours per month. 

Useful Resources

• 2013 Mentoring Program Application
• Mentoring Program Fact Sheet
• Coaching Tips for Peer Mentors
• NOVA/Dulles SHRM Mentoring Partner Agreement Form
• Alumni Listing
• Mentoring Resource List
• 2012 Career Coach Bio
• Mentoring Program Director Bio
• Developing Trust Activity
• Improving Future Performance
• 2009-2010 Mentoring Graduates