The advancement of women in higher education and the selection process of college presidents are addressed. The leadership role is increasingly a "political" one and authority has decreased in the last decade. There is much variation and complexity in institutions that affect the selection process. The two-year colleges are different in governance traditions and in the role of faculty and president. Collective bargaining alters, or should alter, the dynamics of presidential selection, and private colleges seek different qualities than public colleges. In most cases, the selection of a president is a political process. In order to have potential success of the president, there must be some constituent representation in the search process. The appointing authority needs to tailor the description of the position to the specific institution for the next five years. There is a need to get more women to become known as aspirants to careers in college and university administration and to provide more opportunities for the necessary socialization that will result in their being recommended by persons whose judgment is respected and trusted. No matter what the official search and screening process, or the legal requirements, sponsorship is important in developing candidates for advancement and obtaining the recommendation of someone whose judgment is trusted. A few efforts that have encouraged and identified women for advancement are cited. (SW)