Skilled local special education administrators (LSEAs) are difficult to replace. Estimates vary, but about 10-15% of these positions turn over each year. To build necessary skills, individuals need broad opportunities to lead other adults, but high caseloads and funding constraints too often keep future leaders focused instead on direct services for students. Without a more effective emerging-leaders pipeline, skilled applicants for LSEA vacancies will remain in short supply. Several practical barriers contribute to the shortage of skilled applicants for the many LSEA vacancies, but states are well positioned to make a difference. State agencies can help by supporting partnerships that engage expert academic and applied faculty from universities, school districts, intermediate agencies, and other organizations. In addition, LSEA positions, like other low-incidence roles in special education, often depend on tuition support to attract highly qualified candidates to difficult-to-fill positions. With little federal support for LSEA preparation, such incentives now largely depend on states to determine how preparing local leaders fits in an overall strategy for improving special education services. This paper provides an example of how one state is addressing these challenges. The case study presented here describes the State of Washington's approach and initial results.