Community colleges across the nation are facing a critical void in leadership during a time of unprecedented budget constraints due to the retirements of baby boomer presidents and vice presidents who started their careers in the 1960s and 1970s. Results from the Career and Lifestyles Survey indicated that 84% of the community college presidents across the nation planned to retire by 2016. The leadership development options that currently exist to train future community college leaders include university-based educational programs (Ed.D. and Ph.D.), short-term conferences and workshops, and internal succession planning "grow your own" (GYO) programs. Succession planning programs known as GYO programs emerged in the early 2000s as a strategy to recruit employees who are interested in career advancement into the leadership pipeline and prepare them for leadership positions. This study explores the results of a GYO succession planning program in recruiting and preparing employees for career advancement. A qualitative case study was conducted to gain an in-depth understanding of the GYO program participants' experiences in the program, the impact of the program on their career advancement behaviors, and the effectiveness of the program in filling the leadership pipeline. The American Association of Community Colleges Competencies for Community College Leaders and two of Malcolm Knowles' assumptions on andragogy were used as theoretical frameworks to guide investigation of the GYO program. This study is intended to inform community college leaders, those professionals who create leadership development programs, and aspiring leaders about the status of one GYO program.