This basic qualitative study contributes to what is known about mentoring in higher education: the mentoring experiences of minority women leading in academic and student affairs at Pacific Island community colleges (PICC). This study examined the mentoring experiences of these minority women leaders and related mentorship to their leadership development. A qualitative methodology and collaborative leadership theory was applied to collect and analyze the descriptive data on the mentoring experiences of 10 minority women leaders in PICC. Semi-structured interview questions were the sole method for collecting data on these women leaders' mentoring experiences. Purposeful sampling was conducted based on the criteria that the female leaders were from a minority group, were employed in a community college in the Pacific Island region, participated in mentorship, and served at least one year as a leader in student affairs or academic affairs units. Snowballing was also employed; 10 female participants were selected, including nine Pacific Islanders and one Asian American. An inductive thematic analysis was conducted utilizing concept mapping and a Microsoft Excel matrix to interpret, analyze, and categorize the data into themes based on the participants' mentoring experiences. There were two sets of themes: First, themes of leadership challenges or significant events in which participants received mentorship; and second, themes of leadership skills that participants developed because of mentoring. This study revealed that informal mentoring was prevalent when participants faced leadership challenges or significant events. This study demonstrated that informal mentoring contributed to developing leadership skills of minority women leaders in PICC in the following areas: professionalism, collaboration, community advocacy, communication, problem-solving, resources management, organizational strategies, decision-making, cultural competencies and protocols, and planning and organizational skills. An important finding was these women leaders' interpretation of formal mentoring differed from the traditional definition of formal mentoring-structured mentoring that involves pairing a mentor with a mentee. Women leaders in PICC identified formal mentoring as mentoring at a professional level to support and encourage leadership development and advancement. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]