Mentoring has been a focus for individual career development since the mid-1980s when researchers and human resource administrators began to pay attention to its benefits. Research has shown that successful mentoring relationships can assist individuals in learning the ropes at an organization; increase career satisfaction, salaries, and influence in the organization; and decrease turnover rates. Over the years, the concept of mentoring has changed dramatically, particularly as the job environment has changed. The presumed definition of mentoring as a one-on-one relationship between a senior member and a junior member of the same organization has expanded to include different types of relationships. Today's literature explores mentoring as a peer relationship that has expanded to include relationships within professions, not just those within the organization. Mentoring is a process whereby two or more individuals work together to develop the career and abilities of a single individual. Mentoring can focus on a career or personal context. This article focuses on those aspects that effect career development and success. It discusses how mentoring is done, the benefits of mentoring, and what organizations can do to promote mentoring. (Contains 1 table and 7 endnotes.)