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Purpose: Mentorship has many notable benefits. Research about mentorship for physician associates/assistants (PAs) is limited. This study sought to uncover more detailed information on mentorship and its effect on PAs. Methods: A survey was sent via email to all PAs and advanced practice registered nurses at our institution. Subgroup analysis was performed on PA respondents, including satisfaction and independent predictors associated with mentorship. Results: Of the 295 PAs, 63 (21.4%) identified having a mentor. Those with a mentor were statistically more likely to function as a mentor (OR 2.7 [95% CI 1.5-4.9], P = .001), have an academic rank of assistant professor or higher (OR 2.7 [95% CI 1.3-5.5], P = .007), be under age 45 years (OR 6.1 [95% CI 2.1-17.4], P = .008), be less than 10 years into their career (OR 3.1 [95% CI 1.7-5.7], P = .002), and be satisfied with mentorship (88.9% versus 23.9%, P < .001). Conclusions: Mentorship for PAs is crucial and can boost academic promotion and career satisfaction. [ABSTRACT FROM AUTHOR]

Junior faculty mentoring committees have important roles in ensuring that faculty thrive and adjust to their new positions and institutions. Here, we describe the purpose, structure, and benefits of junior faculty mentoring committees, which can be a powerful tool for early‐career academic investigators in science, technology, engineering, mathematics, and medical (STEMM) fields. There is a paucity of information about what mentoring committees are, how to use them effectively, what areas they should evaluate, and how they can most successfully help junior faculty progress in their careers. This work offers guidance for both junior faculty mentees and mentoring committee members on how to best structure and utilize mentoring committees to promote junior faculty success. A better understanding of the intricacies of the mentoring committee will allow junior faculty members to self‐advocate and will equip committee mentors with tools to ensure that junior faculty are successful in thriving in academia. [ABSTRACT FROM AUTHOR]

Unlike many other subspecialties in radiology, breast radiologists practice in a patient-facing and interdisciplinary environment where team building, communication, and leadership skills are critical. Although breast radiologists can improve these skills over time, strong mentorship can accelerate this process, leading to a more successful and satisfying career. In addition to providing advice, insight, feedback, and encouragement to mentees, mentors help advance the field of breast radiology by contributing to the development of the next generation of leaders. During the mentorship process, mentors continue to hone their listening, problem-solving, and networking skills, which in turn creates a more supportive and nurturing work environment for the entire breast care team. This article reviews important mentorship skills that are essential for all breast radiologists. Although some of the principles apply to all mentoring relationships, ensuring that every breast radiologist has the skills to be both an effective mentor and mentee is key to the future of the profession. [ABSTRACT FROM AUTHOR]

Background and Objectives: Mentoring has been introduced in medical professions; nonetheless, formal mentoring for medical students did not develop until the late 1990s. The present study sought to assess the impact of mentoring alone and along with a portfolio on the improvement of students' academic performance. Materials and Methods: In this case-control research, the case group consisted of first-semester students of general medicine in the course of skeletal-muscular anatomy. They received the mentoring program and electronic portfolio. The control group in this study encompassed 2021 incoming general medicine students who were not administered the mentoring program. Mentors in this research were third-semester students. The program was implemented for students during one semester, and the results were analyzed using SPSS software (version 20). Results: The results demonstrated that mentoring was effective in end-ofsemester scores; therefore, there was a significant difference between the endof-semester grades of the two control groups and the case group (P=0.013). There was no significant difference in midterm scores (P=0.157). In addition, the results indicated no significant difference among the six groups of mentee students. Three groups benefited from the mentor alone, and three groups benefited from the mentor plus the electronic portfolio (P=0.323). Conclusion: The findings of the present research confirmed that the use of mentoring increased scores in the case group. Using the mentorship method improves students' knowledge. This method is based on student-centered education. [ABSTRACT FROM AUTHOR]

As advanced practice registered nurses (APRNs) enter practice, support is crucial for success. Formal mentorship has been shown to improve employee turnover, job satisfaction, and clinical competence. In the wake of the COVID-19 pandemic, an APRN team specializing in palliative care experienced an unprecedented rate of staff turnover. As a result, the team decided to create a formal mentorship program to support newly hired colleagues and assist their transition to practice. A subcommittee of APRNs within the palliative care practice met to establish a mentorship practice framework, expectations for the program, and a methodology for matching mentors and mentees. The mentorship program was implemented with two cohorts comprising a total of five mentors and six mentees. It was evaluated by participants using surveys asking open-ended, qualitative questions. Both mentors and mentees reported finding the program valuable. Mentees felt the program helped their transition to practice, created a forum for peer support, and improved their clinical competence. Mentors said the program furthered their own professional development, advanced their clinical growth, and fostered a connection to colleagues. Employee engagement and alignment improved, and staff turnover decreased. Further work is needed to improve on the program framework and analyze the outcomes of mentorship. How an advanced practice registered nurse (APRN) team specializing in palliative care created a formal mentorship program to support new colleagues after experiencing unprecedented staff turnover during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Research suggests that beginner teachers face challenges when transitioning from pre-service to in-service teaching. Both international and local research found that transitioning from preservice to newly qualified teachers can be problematic. This study explores the learning experiences of beginner foundation phase Grade R teachers. The study utilises a qualitative research design embedded in the interpretivist paradigm. Data were collected from six foundation phase Grade R teachers using semi-structured interviews and reflective journals. The findings show that beginner teachers face enormous challenges early in their careers, and their sustainability in the classroom depends on how well they address these challenges. The findings have significant implications for the implementation of formal mentoring in practice. [ABSTRACT FROM AUTHOR]

This article stems from a broader study that foregrounded an existing mentoring programme against the backdrop of low teacher retention in the South African schooling system. It works from the premise that beginner teachers exit the teaching profession within the first three to five years of teaching. This research suggests that one way of addressing low teacher retention is through a formal mentoring programme that will assist in the transition from university graduates into school practitioners. Data were produced through semi-structured individual and group interviews with a principal, two mentors, and two mentees from a purposively sampled high school. Theoretically, we drew on the work of Lave and Wenger (1991) whose constructs of Community of Practice (CoP) and Legitimate Peripheral Participation (LPP) were used as analytical tools to frame this study conceptually. The data revealed that beginner teachers came into the profession with marked shortcomings stemming from their initial training at universities, which meant that they were insufficiently prepared for the realities of teaching at high school level. To overcome this, the data reveal multiple and overlapping CoPs in operation, pointing to viewing mentoring as multidimensional and not only in dyadic terms as a relationship between a mentor and mentee as it has traditionally been viewed. [ABSTRACT FROM AUTHOR]

Mentors often struggle to understand their mentees' needs and to determine effective support strategies that impact the mentor-mentee relationship. This is particularly common among medical faculty, who lack formal training and opportunities to discuss and share. In light of the current situation, we organized an open seminar titled “Empowering Medical Faculty as Mentors” on January 6, 2024, followed by a full-day workshop on February 3, 2024, at Dow University of Health Sciences. This research article aims to involve the medical faculty community of practice to discuss the challenges encountered and coming up with effective strategies in the realm of mentorship. Methods It was an exploratory case study. The event was attended by fifty-one faculty members from 18 medical and dental colleges in Karachi, Pakistan. They were selected based on their teaching experience, seniority, and age. The views and experiences of the participants were documented during discussions and validated through a thorough literature review. The collected data was analysed and coded into themes and subthemes, ultimately identifying strategies for effective mentor-mentee relationships. Results Twelve key strategies for effective mentor-mentee relationship were generated. They were identified as: socialised niceness; transformative capability; adapt a leadership style; psychological resources; manage high assumptions; self-assessment; build a positive connection; avoid pushing personal agenda; reward mentors; efficient time management; recognise gender as a social construct, and to build trust. These should be a valuable resource for new mentors and medical faculty members to be mindful of and consider while involved in the mentoring relationship. Conclusion Both mentor and mentee well-being have received more attention in recent years and is increasingly prioritized in higher education. The identified strategies establish a foundation for future research in health professions education and guidance for educators to be mindful of creating supportive professional relationships that benefit both mentor and mentee.

Mentoring plays a crucial role in fostering the success of all student demographics within engineering education. Particularly in the early stages of their careers, young engineers can significantly benefit from the guidance and encouragement provided by faculty mentors. Ensuring that engineers are adequately prepared, both academically and professionally, to enter the industry underscores the importance of enhancing undergraduate engineering colleges' perspectives on mentoring. This study delves into the perceptions of engineering educators at an autonomous institution in South India regarding mentorship programs in undergraduate education, employing a qualitative approach to assess their viewpoints. A questionnaire featuring open-ended questions was utilized to interview a total of 15 engineering educators. Analysis of the faculty responses yielded several prominent themes, including perceptions of mentoring in engineering education, essential components of successful mentoring, considerations of physical and mental well-being, skill enhancement, delineation of short and long-term objectives, fostering trust and openness in mentor-mentee relationships, and the formulation of effective mentoring strategies. The study also scrutinized variations in participant responses based on their educational backgrounds and prior involvement in mentoring initiatives. Aligned with the Zone of Proximal Development (ZPD) model, which posits that mentors play a crucial role in facilitating both personal and professional advancement, the research underscores the significance of mentors as valuable assets for mentees' growth. Additionally, the article examines the advantages and limitations associated with experienced engineers and educators serving as mentors for young engineers in practice. The findings of this research are intended to serve as a guideline for engineering institutions seeking to establish successful and comprehensive mentoring programs that promote mentees' holistic development and career progression. [ABSTRACT FROM AUTHOR]

Serving over 1.1 million students in more than 1,800 public schools, the New York City Department of Education is the largest school district in the nation. When individuals graduate from college with a bachelor's degree in teacher education the New York City Department of Education assign a school-based mentor for one year. The case study examined how a novice special education teacher described his reflective experiences and progress, or lack thereof. The central research question was, "What were the differences, challenges, and successes between novice teachers' first-year experiences and their third-year mentoring experiences?" Data collection included an individual interview. Data analysis was analyzing themes by manual coding. The findings were a lack of resources and exemplary administrative support. Still, often too late, lack of available materials, qualified mentor-teacher role, impractical standard planning time, meaningful observations, and good work ethics are qualities of mentors and initial dissatisfaction without a mentor. These results can inform school districts what happens when mentors are not assigned and develop improved mentoring programs for new special education teachers. A limitation of this study was one novice teacher was interviewed, and the findings were not generalized to other novice special education teachers. However, the implication was that new teachers, especially special education teachers, need mentors in the first year of teaching and beyond. Social change may include improved mentoring programs for school districts to ensure that novice special education teachers remain in the teaching profession. [ABSTRACT FROM AUTHOR]

Mentorship is critical to supporting professional development and growth of new and emerging faculty members. Working with the Gerontological Society of America (GSA), we created the Advancing Gerontology through Exceptional Scholarship (AGES) Initiative as a mentorship model to promote productivity and peer support for new and early career faculty members. In this commentary, we highlight the AGES Program as a prototype to facilitate peer support, collective learning, and co-authorship opportunities to advance new and early career faculty members, especially in the field of aging. Moreover, we identify four crucial strategies that cultivated and refined our AGES Program including: i) ensuring flexibility to address mentee needs; ii) establishing check-ins and accountability to enhance productivity; iii) fostering peer support and collective learning; and iv) delivering motivational and educational activities. Drawing on our experience with the AGES Program, this commentary provides recommendations to support other groups looking to develop high-quality mentorship programs to support new and early career faculty members in academia. [ABSTRACT FROM AUTHOR]

This paper stems from a broader study that foregrounded an existing mentoring programme against the backdrop of low teacher retention in the South African schooling system. It works from the premise that beginner teachers are exiting the teaching profession within the first three to five years of teaching. This research suggests that one way of addressing low teacher retention is through a formal mentoring programme that will assist in the transition from university graduates into school practitioners. Data was produced through semi-structured individual and group interviews with a principal, two mentors, and two mentees. Theoretically, we drew on the work of Lave & Wenger (1991) whose constructs of Community of Practice (CoP) and Legitimate Peripheral Participation (LPP) were used as analytical tools to frame this study conceptually. The data revealed that beginner teachers come into the profession with marked inadequacies stemming from their initial training at universities which meant that they were insufficiently prepared for the realities of schooling. Furthermore, the data reveals multiple and overlapping CoPs in operation, pointing to viewing mentoring as multidimensional and not only in dyadic terms as a relationship between a mentor and mentee as it has traditionally been viewed.

Research suggests that beginner teachers face challenges when transitioning from pre-service to in-service teaching. Both nternational and local research found that transitioning from preservice to newly qualified teachers can be problematic. This study explores the learning experiences of beginner foundation phase Grade R teachers. The study utilises a qualitative research design embedded in the interpretivist paradigm. Data were collected from six foundation phase Grade R teachers using semi-structured interviews and reflective journals. The findings show that beginner teachers face enormous challenges early in their careers, and their sustainability in the classroom depends on how well they address these challenges. The findings have significant implications for the implementation of formal mentoring in practice.

The article presents a descriptive study of the mentoring practice in business education. The approaches, needs and problems of mentoring in the field of entrepreneurship as a factor of socio-economic development of the country are considered. The article focuses on graduates of MBA programs who have a high level of acquired knowledge, good education and experience, occupy fairly high positions or run their own business. In addition, it was noted that entrepreneurial mentoring should be implemented and built through a formal and organized process. At the same time, the achievement of sustainable development goals and initiatives in all spheres of life depends on the effective mentoring of people who play a two-way role, contributing to personal development, skills, talents, experience and education for the development of other individuals, as well as for society as a whole. It is concluded that mentoring offers a potentially transformative impact on the career orientation of business education programs graduates’, positively affects the opportunities for opening, formation and development of business sustainability. The study suggests options for finding a mentor for an MBA graduate in terms of public initiatives, participation in accelerators or special projects and programs, the use of paid mentoring resources, as well as the development of their own mentoring programs based on a business school. The author concludes that the proposed options will allow mentee to more confidently manage business processes and ensure the development of the company, thereby increasing their professional value.

Mentoring is inevitable for the success of all student populations in engineering education. Early in their careers, young engineers can benefit greatly from the advice and support of faculty mentors. To assure that engineers are ready to join the industry being qualified both academically and professionally, it is vital to improve undergraduate engineering colleges' perspectives on mentoring. The study explores how engineering educators of an autonomous institution in South India perceive mentorship programs in undergraduate education by qualitatively assessing their perceptions. A total of 15 engineering educators were interviewed through a questionnaire consisting of open-ended questions. The following themes emerged from an analysis of the faculty responses viz., opinions of mentoring in engineering education, elements of successful mentoring, physical and mental health, skill development, defining short and long- term goals, trust and openness in the mentor-mentee relationship and Effective Mentoring strategy. The research analyzed the variations in the responses of participants based on their educational background and prior involvement in mentoring programs. The research aligns with the ZPD (Zone of Proximal development) model, which suggests that mentors can serve as a valuable resource for promoting both personal and professional growth. The article explores the limitations and advantages of experienced engineers and educators serving as mentors for students who are young engineers in practice. The results of this research will serve as a reference for engineering institutions to create a successful and integrated mentoring program that supports the mentee's overall development and career. [ABSTRACT FROM AUTHOR]

In a mentoring program, two characters are necessarily involved: the mentor and the mentee. In order to achieve an effective, authentic mentoring process, one must start from the intersection of the answers to two questions: What do I expect from the mentor/mentee and What do I bring to the mentoring process? In addition to personality and professional traits, the mentor teacher has to prepare and use a series of working tools, a mentor's kit, which in a general form we will present in this work paper and which need to be adapted according to the needs of the mentee and the school institution. The tools in the mentor's kit were presented and offered for use to the 293 teachers, participants of the Prof I and II course, in two modules. In short research survey we introduce present the views of the mentors who used them. [ABSTRACT FROM AUTHOR]

IntroductionMillennials are emerging as a prominent demographic in the nursing workforce. It is necessary to create an environment that harmonizes the advantages of each generation in a nursing workforce in which various generations coexist. As the importance of mentoring programs for millennial nurses grows, it is believed that the effectiveness of mentoring to support millennial nurses can be enhanced by identifying the attributes of good mentors as perceived by nurses. This study aimed to explore the attributes of good mentors according to millennial nurses in the nursing workforce with a focus on overcoming turnover intention problems.MethodsFour focus group interviews were conducted to collect data, which were subsequently analyzed using Braun and Clarke’s thematic analysis method. A descriptive qualitative design involving 22 millennial nurses employed at a tertiary hospital, Hospital A, in Seoul, Republic of Korea was utilized.Results and discussionFour themes emerged from the analysis: the concept of a significant others, the presence of a driving force to endure, the importance of a guide to a harmonious life, and the value of a partner for growth. The participants themselves identified these themes. To prevent turnover intention among millennial nurses, mentors should employ diverse strategies, and institutional supports are crucial. Furthermore, since it is unrealistic to expect all ideal mentor characteristics to be present in one person, mentor development education is also necessary. This information is valuable for designing mentor development programs and for establishing a solid framework for effective mentoring programs.

Abstract In critical care medicine, where there is a demanding career with a problematic work-life balance, mentoring is an important support tool to grow professionally, creating a network of support throughout the career. The mentoring process consists of evidence-based steps to guide critical care mentors and mentees and pair them with each other according to the correct selection and matching of participants. In order to focus on the active role of a young intensivist selected as a mentee at any level and to support their success in a mentoring relationship, the NEXT Committee of the European Society of Intensive Care Medicine (ESICM) developed 2012 a mentoring program. The critical steps of the mentoring program start from establishing a policy and program objectives, passing through the selection of participants, and matching with mentors up to the definition of the personal development plan supported by checklists, worksheets, and evaluation forms. The present manuscript provides key steps and tips for a good, essential based on our experience in the ESICM NEXT-Mentoring Program so that they guide for future mentoring programs conducted by other scientific societies. In addition, we discuss common challenges and how to avoid them.

Obstetricians know the statistics-1 out of every 10 babies is born premature; preeclampsia affects 1 in 25 pregnant people; the United States has the highest rate of maternal mortality in the developed world. Yet, physicians and scientists still do not fully understand the biology of normal pregnancy, let alone what causes these complications. Obstetrics and gynecology-trained physician-scientists are uniquely positioned to fill critical knowledge gaps by addressing clinically-relevant problems through fundamental research and interpreting insights from basic and translational studies in the clinical context. Within our specialty, however, physician-scientists are relatively uncommon. Inadequate guidance, lack of support and community, and structural barriers deter fellows and early stage faculty from pursuing the physician-scientist track. One approach to help cultivate the next generation of physician-scientists in obstetrics and gynecology is to demystify the process and address the common barriers that contribute to the attrition of early stage investigators. Here, we review major challenges and propose potential pathways forward in the areas of mentorship, obtaining protected research time and resources, and ensuring diversity, equity, and inclusion, from our perspective as early stage investigators in maternal-fetal medicine. We discuss the roles of early stage investigators and leaders at the institutional and national level in the collective effort to retain and grow our physician-scientist workforce. We aim to provide a framework for early stage investigators initiating their research careers and a starting point for discussion with academic stakeholders. We cannot afford to lose the valuable contributions of talented individuals due to modifiable factors or forfeit our voices as advocates for the issues that impact pregnant populations.

The research aims at the identification of factors influencing mentoring services with a particular emphasis on the country of origin of the mentor and the mentee. The quantitative research was conducted in four Central and Eastern European countries, i.e., Bulgaria, Poland, Latvia and Lithuania and one Southern European country, Italy. The implemented methodology covered Exploratory Factor Analysis (EFA) and reliability analysis, which were performed to identify factors influencing the process of communication in the mentor–mentee relationship. Moreover, to diagnose statistically significant differences between individual countries in terms of factors influencing the effectiveness of communication, the Kruskal–Wallis H Test and the Mann–Whitney U Test, as well as pair-wise comparisons, were used. Factors influencing communication in the mentor–mentee relationship are mentor traits, mentor’s personal background, mentor’s professional background, non-verbal communication channels, communication barriers, written communication channels, online communication, quality of content and the ability of content processing by the mentee. There are differences in the perception of individual factors in the analysed countries. So far, no cross-country comparison has been conducted of factors influencing mentoring services. As a direction for future research, more detailed research can be recommended concerning factors of the mentoring process in such countries as Lithuania, Latvia and Italy by developing separate models (or EFA) for mentors and mentees.

Pedagogic systems are gaining traction in the provision of training, learning, and continuing professional development (often required to maintain professional qualifications). An essential element in pedagogic systems is the matching of teachers (mentors) and students (mentees). In this paper we present an intelligent context-aware learning system based on profile criteria developed using big data analytic solutions. The proposed system is designed to provide systematic support for mentors based on student profiles. The goal of the proposed system is to match the mentor profiles with the type of pedagogic system, the student profile, the student requirements, and the student's goals and expectations. The proposed system is predicated on the use of fuzzy logic definitions with a maximal length matching algorithm using expert knowledge. The proposed system implements a mentor (teacher) and mentee (student) matching algorithm based on their profile criteria. The proposed system has been successfully tested by matching mentor and mentee profiles and preferences. Experimental results show that the proposed system can access multi-factorial mentor and mentee profiles, effectively match suitable mentors (teachers) with appropriate mentees (students), and meet the mentee expectations. [ABSTRACT FROM AUTHOR]

In critical care medicine, where there is a demanding career with a problematic work-life balance, mentoring is an important support tool to grow professionally, creating a network of support throughout the career. The mentoring process consists of evidence-based steps to guide critical care mentors and mentees and pair them with each other according to the correct selection and matching of participants. In order to focus on the active role of a young intensivist selected as a mentee at any level and to support their success in a mentoring relationship, the NEXT Committee of the European Society of Intensive Care Medicine (ESICM) developed 2012 a mentoring program. The critical steps of the mentoring program start from establishing a policy and program objectives, passing through the selection of participants, and matching with mentors up to the definition of the personal development plan supported by checklists, worksheets, and evaluation forms. The present manuscript provides key steps and tips for a good, essential based on our experience in the ESICM NEXT-Mentoring Program so that they guide for future mentoring programs conducted by other scientific societies. In addition, we discuss common challenges and how to avoid them. [ABSTRACT FROM AUTHOR]

Introduction: Mentoring programs minimize stress and anxiety in recent graduates and in newly recruited nurses, guiding their careers and enabling them to retain their skills and correctly care for patients. The objective of this scoping review is to explore and summarize the existing literature on mentoring models and programs in the clinical nursing context. Methods: The databases searched include PubMed, Embase, Cochrane Library, Epistemonikos, Cuiden, Scielo, MEDES, OpenGrey, Trove and MedNar. Published and unpublished studies worldwide that included nurse mentoring programs in a clinical context, in public and private systems and primary, secondary and tertiary healthcare settings, and articles published in English, French, Spanish and Portuguese, were included. Nurse students and training specialists were excluded. The papers were screened by two independent reviewers. In cases of discrepancy, a third reviewer made the decision. Results: Eleven studies were included. Most of them were conducted in the USA. A wide range of nurse mentoring programs were identified with highly variable characteristics. The duration of the programs and the evaluation systems were different, but the expected results matched. Conclusions: Mentoring programs need more in-depth and extensive study. In spite of their differences, they all lead to improvements for nurses, patients and organizations. A gender influence was found in our results, which could be studied in future research. [ABSTRACT FROM AUTHOR]

The benefits of entrepreneurial mentorship are well documented, but there is limited research on how entrepreneurs connect with mentors, especially in digital settings. We partnered with an online platform that connects entrepreneurs to potential mentors to conduct a field experiment in online mentoring. Drawing on literature on entrepreneurial mentorship and Social Cognitive Theory, we compared the effects of three interventions on the likelihood of reaching out and making a connection with a mentor in a digital setting. We find that showing entrepreneurs a video of a successful mentor–mentee relationship increases the chances that they will reach out to a potential mentor but does not improve their chances of making a connection. These findings are more pronounced for female entrepreneurs. While not all entrepreneurs adopt the offered interventions, those that make the effort to learn to navigate the online platform and craft a suitable introductory message are successful in establishing a mentoring connection. We discuss these implications for both theory and practice. Plain English Summary: Showing entrepreneurs an example of a successful mentor–mentee relationship makes them more likely to reach out to a potential mentor, and even more so for women entrepreneurs. Additionally, entrepreneurs that make the effort to learn to navigate an online mentoring platform and craft a suitable introductory message are successful in establishing a mentoring connection. We partnered with a global online platform to test three interventions to encourage entrepreneurs to reach out to mentors. However, since many entrepreneurs did not take up the offered interventions, the real-world implications of these approaches are less positive, and overall result in few connections with mentors. We suggest that requiring entrepreneurs to undertake some basic training before engaging on online platforms may increase the barrier to entry but can ultimately lead to more meaningful connections with mentors. [ABSTRACT FROM AUTHOR]

Many elite athletes pursue higher education or professional employment alongside their sport career. Formal mentoring relationships help athletes to balance the demands of a dual career. Thus, the purpose of this study is to investigate the interrelationship between mentoring, values conveyed in mentoring, and the satisfaction with sporting and non-sporting career goals from a mentee and mentor perspective. This research contributes to the existing literature by examining how mentoring can help athletes attain their dual career goals from a holistic perspective. Elite athletes (i.e. competing in international competitions; n = 105) and business professionals who function as mentors (n = 101) are surveyed regarding their satisfaction with the mentoring relationship and career goals. Logistic regression analyses assessed the proposed interrelationships. The career development function and conveying performance are positively associated with mentees' multiple sporting and non-sporting career goals. Greater investment into mentees' career development and the conveyance of performance and trust is positively associated with mentors' satisfaction (i.e. supporting the mentee and achieving personal career benefits). Conveying performance as value is crucial for increased positive outcomes for mentees, such as easy integration into the workplace and society. A mentor investing more time and consideration into the mentoring relationship increases the mentor and mentee's satisfaction. A mentoring relationship founded on trust is precious for the mentor. [ABSTRACT FROM AUTHOR]