The purpose of this study was to examine Maryland community college trustees' intentions to promote succession planning. This study focused on community college trustees' understandings of their roles and responsibilities related to sustainability of institutions, their knowledge of the leadership crisis, and their intentions to promote succession planning in Maryland community colleges. Two major concerns guided this research: (a) the projected large numbers of community college leaders and staff retiring and preparing for retirements and (b) the need to ensure that current employees are prepared to successfully transition into leadership positions while maintaining the stability and continuance of the institution. Starting with the theory of planned behavior as the theoretical framework, a questionnaire was used to measure trustees' knowledge of the leadership crisis, attitudes towards succession planning, subjective norms about succession planning, and perceived behavioral control of succession planning with trustees' intentions to promote succession planning in Maryland community colleges. The study employed a quantitative research methodology to collect data from the community college trustees associated with the 16 public community colleges in Maryland. The data suggested that Maryland community college trustees believe their primary role and responsibility is the appointment and evaluation the institution's president. The study also revealed that trustees were aware of the pending leadership crisis. In examining succession planning through the lens of the theory of planned behavior, the results suggested that participating trustees had favorable attitudes towards succession planning, felt pressured from the faculty and staff (subjective norms) about succession planning, held favorable perceptions of their perceived behavioral control of succession planning; and indicated intentions to promote succession planning in Maryland community colleges. The data also supported the development of succession planning policies for presidential recruitment and succession planning practices for key positions. Recommendations included: (a) succession planning being incorporated in the institution's strategic plan, (b) trustees participating in succession planning professional development training, and (c) recruitment practices throughout the institution that incorporated succession planning elements. The study concluded with future research recommendations to further enhance the literature about succession planning in community colleges. [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://www.proquest.com/en-US/products/dissertations/individuals.shtml.]