As the entrance to sonography programs continues to be competitive, community colleges are seeking methods to select students who will complete the program successfully and practice the standards of the profession. Although researchers have investigated the use of cognitive admission criteria in the selection of sonography candidates, more studies are needed to explore noncognitive traits. The purpose of the research study was to describe the desirable noncognitive traits of sonography professionals. Using the Delphi method, administrators and faculty who were involved in the selection of sonography candidates were invited to identify the noncognitive traits of sonographers that they believed to be essential to succeed in the profession. The conceptual framework that guided this study was Holland's (1985) framework for personal and environmental characteristics that lead people to particular occupations. A three-round Delphi study was performed with 24 expert sonographers. The panel members agreed on 22 noncognitive traits that were essential for successful sonographers. Five major themes emerged from the analysis of these traits as follows: (a) realistic, (b) social, (c) investigative, (d) sonography competencies, and (e) beliefs and values. Of the five themes that emerged, three corresponded to Holland's (1985) theory: "realistic," "social," and "investigative." Further, the three themes were consistent with Holland's (1997) "Occupation Finder" for an ultrasound technologist (i.e., sonographer). The remaining two themes, "sonography competency" and "beliefs and values," pertained to the sonography skills and principles. The noncognitive traits identified in this study could assist in advancing the selection process for sonography candidates. By having a master list of noncognitive traits for sonographers, program admission committees could utilize the list as a reference point in the selection of sonography students. Sonography program administrators could utilize these traits as part of a structured-interview process. In particular, the findings could begin the groundwork for the implementation of a structured interview process, the Multiple Mini-Interview, as part of the sonography admission process. Implementing a more reliable admission process would allow sonography program admission committees to select candidates who are most likely to be successful sonographers and provide quality healthcare services. [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/en-US/products/dissertations/individuals.shtml.]