Little is known about the short- and long-term benefits mentors gain from their mentoring relationships. This study examined the extent to which short-term proximal benefits reported by mentors (improved job performance, recognition by others, rewarding experience, and loyal base of support) predicted the long-term distal outcomes of mentor career success, work attitudes and behavioral intentions to mentor in the future. Mentors' reports of short-term mentoring benefits significantly predicted their work attitudes and their intentions to mentor again in the future, but were unrelated to their career success. Upon closer inspection, short-term "instrumental" mentor benefits (improved job performance, recognition by others) were more important in predicting mentor work attitudes, whereas short-term "relational" mentor benefits (rewarding experience, loyal base of support) were more important in predicting intentions to mentor in the future. Implications for mentoring theory, future research, and practice are discussed.