Effective dedicated leaders focused on the organizational mission are essential to the continued growth and development of NAON. The Leadership Search Committee facilitates this goal through presenting the membership with a talented slate from which to choose officers and mentoring prospective organizational leaders through the process of running for national office. Over the last year, the committee (formerly the Nominating Committee) has spent many hours researching competency in organizational leadership and has developed a Leadership Competency model adapted from Sherman's (2007) model of leadership effectiveness. This model was endorsed by the Executive Board at NAON's Annual Congress this past May (see Figure 1).

FIGURE 1. NAON leadership competency model.

The leadership competency model portrays critical competencies that the Leadership Search Committee will use in the process of leadership selection. Divided into five domains, the competencies include Personal Mastery, Interpersonal Effectiveness, Strategic Thinking, Stewardship, and Resource Management. NAON's core values of Integrity, Commitment, Excellence, Innovation and Collaboration are woven into the five domains and their corresponding evidence based statements.

These five domains describe a well rounded individual capable of being part of a team that will sustain our association and guide it into the future. Table 1 defines each domain and presents evidenced-based behavioral statements describing critical performance within each domain at the expert level of competency. Leaders develop along a continuum, and potential candidates at all levels of competency are welcomed to make application for ballot consideration. The Leadership Search Committee in collaboration with the Mentoring Committee will use the guide to provide guidance, support, and encouragement to potential leaders assessing and developing their leadership skills. The Leadership Search Committee plans to develop a self-assessment tool that members can use to determine their readiness for service as a national candidate.

TABLE 1. DOMAIN AND BEHAVIORAL STATEMENTS DESCRIBING CRITICAL PERFORMANCE WITHIN EACH DOMAIN AT THE EXPERT LEVEL OF COMPETENCY

TABLE 1. DOMAIN AND BEHAVIORAL STATEMENTS DESCRIBING CRITICAL PERFORMANCE WITHIN EACH DOMAIN AT THE EXPERT LEVEL OF COMPETENCY (

Potential candidates for office can use the model to clearly understand the skill set necessary for success at the national level as well as understand the selection process. The Leadership Search Committee will review all interview data and submitted written material and score potential applicants with a tool reflective of the leadership model. Candidates' scores can then be compared. Candidates with the highest scores for their category will be selected. The outcome of this is a nonbiased selection process with the expectation that the strongest, most experienced, well rounded leaders will be placed on the ballot.

As always, the Leadership Search Committee remains committed to refining the candidate selection process and preserving a mission driven and member-focused vision as the core of our model.

Members of the Leadership Search Committee are interested in hearing your response to NAON's model for leadership development. Contact any one of the current members to ask questions or make comments. We welcome your input and look forward to hearing from you.

2006/2007 Leadership Search Committee members who participated in development of the model:

Sharon Stormer, BSPA, RN, ONC (chair)

Karen Faler, RN, C, ONC

Ann Maher, MS, RN, APNC, ONC

Margaret A. McWilliams, MA, BSN, ONC

Anita Meehan, MSN, RN, ONC, CNOR(e)

Susan Salmond, RN, EdD, CNAA, CTN

REFERENCE