Approximately 50% of New York City hospitals lack succession planning as baby boomers transition out of the workforce into retirement. The potential loss of knowledge capital could affect leadership development and corporate stability. Guided by the transformational leadership theory, the purpose of this single site case study was to explore successful strategies executive-level leaders used to facilitate succession planning within their hospital. Three hospital executive-level leaders from a single site location participated in a semistructured face-to-face interview and provided data that assisted the analysis. Four themes emerged from the data analysis through a word cloud format that showed the most commonly used words and phrases from participants' responses to interview questions and review of company succession planning documents. The themes were organizational strategies used to promote executive-level succession planning, encouraging peer-mentorship, knowledge sharing strategies, and talent management. The findings revealed that the participants' organization lacked formal succession planning strategies, but policies were in place that promoted in-house training and development to prepare the next generation of executive-level leaders. The findings of this study can contribute to positive social change by providing a work-related environment that embraces knowledge sharing and leadership development to increase leadership performance, income, and productivity, to ensure a better quality of life for employees and to improve the healthcare of patients and the community served.