The aim of the study was to assess the impact of mentoring on leadership behaviour. There were fifty-six employees in leadership positions who participated in this study. The sample was drawn from organisations based in Johannesburg. Leadership behaviour was measured using Stogdil's (1963) Leader Behaviour Description Questionnaire (LDBQ) From XII Self. The test scores of participants in leadership positions who went through a formal organisational mentorship programme were compared with those of employees in leadership positions who did not receive organisational mentorship. Data were analysed using t-tests. The results showed significant differences in leadership behaviour between the two groups with respect to two aspects of leadership behaviour. The two groups differed significantly on leadership behaviours such as demand reconciliation and consideration. The findings suggest that mentorship had a positive impact on some aspe