Both formal and informal mentoring programs can help members of an organization's workforce live up to their potential. A recent study, titled “Career Benefits Associated With Mentoring for Mentors,” showed that individuals who have had the opportunity to serve as a mentor experienced greater job satisfaction and felt a higher level of commitment to their employer. However, despite the benefits, many employees have never had the opportunity to participate in such a program, as either a mentor or mentee. When establishing such a program, the first step should be to define the program’s goals. Effective programs often focus on specific objectives, such as increasing productivity, retaining talent, or boosting engagement. Next, potential mentors should be defined. Different personalities should be considered, and a wide array of skill sets should be represented. Training materials should also be designed for mentors to follow with their mentees. And finally, the results of the program should be measured in demonstrable ways.