Smart HR professionals know that internal mentor programs are good for the company’s bottom line. With turnover costs for managers averaging 150% to 200% of salary, it is better to keep talented and dedicated staff than to seek out new recruits. Better yet to train and groom them to ascend to higher levels of responsibility within the organization. Corporate mentor programs bridge the gap between younger, entry-level executives and managers and experienced mid and high level executives. For the protégés, having a mentor can provide a better understanding of the business and company goals, an increased network of internal contacts and a sharper focus on career development within the organization. Mentors participating in such programs learn to hone their listening skills and report enhanced management and leadership capability.   It’s a win-win-win for the protégé, the mentor and the corporation.