Purpose: To be the first study to consider the difference between men's and women's perceptions of most important mentoring functions. Design/methodology/approach: Survey recipients identified the three most important things that mentors can do for their proteges. Two independent coders categorized the behaviors listed by the 637 respondents. Findings: There was little difference between men's and women's perceptions of important mentoring behaviors. Women more than men reported championing and acceptance and confirmation behaviors to be in what they consider the top three for importance. Additionally, the lists respondents generated under-represented the mentoring behaviors commonly identified in the extant literature, whereas some of the behaviors most frequently identified are not well represented in the mentoring literature. Research limitations/implications: Respondents were graduates of a top-tier MBA program, although from multiple years. Future research should examine perceptions of mentoring behaviors by employees with different educational backgrounds and across cultures, particularly to explore perceptions of mentoring behaviors where cultural and gender stereotypes are present. Practical implications: The design of mentoring programs and fostering of cross-sex mentoring are discussed in lieu of managing protege expectations and educating mentors about actual expectations versus the expectations they might associate with the other sex. Originality/value: The findings here extend existing research by first asking men and women to generate a list of what they perceive to be the three most important mentoring behaviors and then showing that, for MBAs at least, there is little difference across the sexes. (Contains 1 table.)