The role of the department head is one of the most vital and challenging positions held within higher education. Due to lack of training, many department heads experience role strain and subsequent burnout. This leads to a high turnover rate for administrators at this level. Succession planning, realized through a strong mentoring program and support structures, is an essential element to the success of department heads, particularly regarding the unique challenges of those in kinesiology. The purpose of this paper is to discuss succession planning utilizing relational cultural theory (RCT) for training kinesiology department heads prior to assuming the role so that they can develop the relational and cultural skills to help them effectively lead their departments. Additionally, structural support in the form of strategic planning that includes leadership training and professional development is also discussed. One important strategy is the implementation of a robust mentoring program that begins before the individual becomes department head and continues throughout one's career.