Managers are now focusing on developmental relationships by providing career-related mentoring to their direct reports, but research is lacking in showing whether such mentoring is in fact related to outcomes that benefit the manager. This study investigates whether self- and direct report ratings of the extent to which focal-managers provide career-related mentoring are associated with perceptions of their promotability as perceived by their bosses (n = 1623) and peers (n = 1597). Results of hierarchical regression indicated that both self- and direct report ratings of focal-managers' career-related mentoring were significant and positively related to boss and peer ratings of focal-managers' promotability. Within a self-other rating agreement framework, results of polynomial regression indicated that higher ratings of career-related mentoring by focal-managers and their direct reports were positively related to both boss and peer ratings of focal-managers' promotability. Furthermore, underrating (i.e., when self-ratings are lower than direct report ratings) was more positively related to promotability than overrating (i.e., when self-ratings are higher than direct report ratings). (Contains 4 tables and 2 figures.)