The graying of community college leadership is an issue across the country. More than half of all community college presidents expect to retire in five years, according to data from the American Association of Community Colleges (AACC). Succession planning is yet another opportunity for colleges already navigating a variety of reforms to innovate. Finding the right leader, who is prepared to lead a college through reforms and who reflects the diversity of the college's student population, is a tough task. While grooming a president's successor is the traditional way to select a successor, it is not always in the best interest of the college--or the future president. Stakeholders such as faculty have come to expect a role in selecting the new president. This article discusses leadership-development programs that have shown promising results, such as the Leadership Excellence and Development (LEAD) Academy at the Portland Community College (PCC) in Oregon, and the Targeted Leadership Development Program (TLDP) at Northeast State Community College.