This study aimed to investigate and improve the experience for mid-level female leaders moving into leadership positions at a comprehensive community college in a medium size city in the Northwest of the United States. The retirements of the baby boomer generation have created labor shortages across all industry sectors. Higher education is not immune from this shortage, and it is a crisis at all levels of leadership. A key purpose of this action research was to provide recommendations for formalized succession planning for women at the community college. The intended outcomes from this research were strategies and explanations for organizational change and action, designed to help current and future female leaders gain the required skills, knowledge, competencies, and disposition for advancement into executive leadership positions. This study further reviewed why potential female leaders choose not to pursue advancement within the college. An initial research cycle identified experiences and characteristics required and desired in these leadership positions. Action steps for the study included stretch assignments coupled with formal mentorship. This study revealed stretch assignments were valuable for women at the institution. Another key finding was the value of acknowledging and investing in a college culture of continued and sustainable support for women in leadership. [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.]