The purpose of this qualitative descriptive study was to explore how mentees describe the career and psychosocial mentoring functions of mentors in non-profit organizations in the southern United States. The theoretical foundation for the study was Kram's mentoring roles theory. Two research questions focused on how mentees in a subordinate leadership position describe the importance of career and psychosocial mentoring functions of mentors in a superior leadership position. The sample size was 24 mentees from non-profit organizations in the southern United States. Data collection included 14 in-depth interviews and one focus group with 10 mentees. Braun and Clarke's six-step thematic analysis process was used to analyze data. Five themes emerged during data analysis. Mentees felt positive when mentors provided support by actively listening, coaching, and teaching. Mentees felt positive when mentors allowed them to be trained and exposed to new opportunities and when mentors welcomed their presence and contributions. Mentees felt positive when mentors expressed thanks for contributions verbally, tangibly, or non-verbally, and felt positive when mentors extended common courtesies and recognized their worth/contributions. The results of this study showed that career and psychosocial mentoring functions can be used by leaders to positively influence the development and satisfaction of other leaders in non-profit organizations. [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://www.proquest.com/en-US/products/dissertations/individuals.shtml.]