Mentoring Program Information

What’s New: The NOVA/Dulles Mentoring Program celebrates its 10th year in 2008!  The 2008 mentoring “cohort” held a formal kick-off meeting on March 12. The cohort will meet on a monthly basis through January 2009.  In addition, 10-year anniversary celebratory activities are being planned for 2008, including an alumni reunion happy hour in the fall and recognition activities at the December chapter meeting.

Mentoring Program Overview: The NOVA/Dulles Mentoring Program combines aspects of several mentoring techniques, including: group mentoring, peer mentoring, and virtual mentoring. The NOVA Mentoring Program merged with the Dulles chapter in 2007 to create the NOVA/Dulles Mentoring Program. The NOVA chapter received a Pinnacle Award for Excellence by the Society for Human Resource Management in 2003 for implementing a highly successful group mentoring model. Approximately 70 percent of NOVA SHRM mentoring alumni have been afforded promotions, lateral career moves, and new job opportunities.

Mentoring Program Objectives: The NOVA/Dulles Mentoring program has several objectives:

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

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

• Build a broad, collegiate network of HR professionals
• Clarify work expectations
• Overcome obstacles to reach career success
• Learn mentoring, coaching, and feedback skills
• Gain access to the alumni network and a career coach
• Earn credits towards PHR/SPHR/GPHR recertification

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 the 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 complete an application and be accepted into the program by the committee, which is comprised of both NOVA and Dulles chapter members. All participants must be members in good standing in either NOVA or Dulles. Since the program is based on the principles of group mentoring, at least three years of professional experience in the HR field is required.  The mentoring program seeks individuals who are goal-oriented, seek challenges, take initiative, show an eagerness to learn, and accept personal responsibility.

Group Mentoring Meetings: Group mentoring links multiple individuals with a more experienced colleague. Group mentors share personal experiences and provide guidance and insight just like a one-on-one mentor would. We will hold 10 group mentoring meetings during the calendar year. Approximately half of these meetings feature “guest” mentors outside of the mentoring program. Meetings with guest mentors will focus on career development topics such as expanding HR competencies, understanding strategic HR issues, and building professional credibility. The format may be small-group discussion or a panel discussion. The other meetings will feature our participants leading group discussions on various HR functional topics (i.e., managing retention issues, designing a corporate wellness program) which are of a specific interest to the group.

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. 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.

Career Coaching: Each mentoring participant will have the opportunity to receive a career coaching session with a professional coach. Please refer to the career coach bios section of the website for more information.

Learning Assignments: Participants will be provided with assignments to enhance their professional development during the program. Activities may include: reading a book or article on mentoring, sharing a favorite HR resource with the group, or critiquing your peer mentor’s resume.

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 Mentoring Program requires a time commitment of approximately three to four hours per month. 

Coaching Tips for Peer Mentors

NOVA/Dulles SHRM Mentoring Partner Agreement Form

2008 Mentoring Program Application

Mentoring Resource List

Career Coach Bio