Principals are the change agents within their buildings when it comes to improving student achievement (Grissom et al., 2021). However, the role of the principal is increasingly complex and continues to become more complicated as new demands are placed on the role. These complexities, alongside a lack of resources, contribute to principal turnover: "Each year, about 20 percent of the nation's 90,000 public school principals leave their jobs, leaving over 18,000 schools with a new principal each fall" (Schmidt-Davis & Bottoms, 2011, p. 7). This turnover has consequences for student achievement, staff morale, and teacher turnover (Schmidt-Davis & Bottoms, 2011). The job demands of the school principal need to be addressed, but even with intentional support added, principal turnover will continue to be a problem due to the propensity for burnout. District-level personnel can mitigate the negative impacts of principal turnover through a comprehensive succession plan. Currently, most districts utilize more reactive approaches to principal replacements, but using a comprehensive succession plan creates more prepared leaders (Schmidt-Davis & Bottoms, 2011). Succession planning is a systematic and purposeful effort to anticipate leadership vacancies and has qualified individuals prepared to fill the role. This comprehensive approach includes identifying potential individuals from within the organization and providing intentional training, enabling them to be prepared to lead from day one (Parfitt, 2017). The goal of succession planning is to align human capital with the strategic goals of the company (Cieminski, 2018). Succession planning includes the elements of talent identification, talent development, selection and placement, and onboarding. Additionally, certain organizational and cultural systems must be in place before these elements are implemented with success. Finally, quality succession planning requires objective and consistent program evaluation to determine if the institution's needs are being met. Very few states have instituted public education policies or requirements for comprehensive succession planning (Schmidt-Davis & Bottoms, 2011). Using a product development methodology, the team created a web-based portal to store documents that assist districts in creating a comprehensive principal succession plan. The aim of this product is to aid districts in supporting succession planning as a comprehensive talent development process and as an alternative to mere replacement planning. Using the web-based portal tool will help districts identify the steps in the succession planning process and also where the district has strengths and weaknesses. The team used the Delphi methodology to refine the product using input from current district superintendents and human resource managers. This product will aid district leaders in managing a comprehensive succession planning process to identify and prepare aspiring leaders, place them successfully, and support their resiliency to make the transition successful for teacher and student achievement. [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://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]