Purpose: The purpose of this qualitative study was to examine the learned experiences, challenges, and leadership pathways of Latinas currently in California community college management positions. Latinas have been underrepresented in community college leadership positions. Currently, women constitute a majority of those attending college, and the California community college system serves a diverse student population. From the voices of these participants, a series of exemplars and lessons learned are shared to provide Latinas interested in executive leadership and decision makers with guidance on how to achieve that goal and increase Latina representation. Theoretical Framework: The theoretical framework of this study is based on the research foundations of social equity, critical race theory, representative bureaucracy, human capital, social capital and mentoring. Methodology: In-depth interviews were held with 8 participants. The participants were Latinas in midlevel to executive-level management positions and ranged from dean to president and associate vice chancellor. Participants also served at colleges designated as Hispanic-serving institutions (HSIs) by the U.S. Department of Education. Findings: Review of the qualitative data suggests that Latinas considered for an executive leadership position need to meet and exceed the qualifications and experiences required. The Latina candidate must possess a strong academic foundation including attainment of a doctorate. Participation in mentoring, networking, teaching experience, and demonstration of leadership in college initiatives and program management are essential to be successful. Common themes include the importance of a mentor to help guide, inspire, and provide support when confronted with leadership challenges. Several study participants remarked that there is no established pathway for Latinas to move from the dean position to executive leadership. Recent management books were recommended to assist on the leadership pathway. Conclusions and Recommendations: The data support the conclusion that educational attainment and a strong professional foundation are essential to attain an executive-level leadership position. Mentors and mentoring are critical support mechanisms in attaining and surviving competitive leadership positions. The current data indicate that achievement of gender and ethnic diversity in administrative positions continues to be a challenge in Community Colleges. It is recommended that the Chancellor's Office of California provide more leadership training and encourage all who may be in executive leadership to participate. [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.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]