Leadership Development at AMCHP
State and territorial Title V staff are entrusted with carrying out the mission of Title V to improve the health of all mothers, children, including children with special health care needs, and their families. To achieve this laudable aim, staff must exhibit leadership skills on a daily basis, from communicating the importance of Title V to creating a vision for success, to creating a culture of co-creation and collaborating with stakeholders to aligning activities. AMCHP believes leadership skills are developed throughout your life and career. For nearly 20 years, AMCHP has supported the development of maternal and child health leaders – family leaders, MCH, Title V and CYSHCN Directors – through formal and informal learning opportunities, experience, dialogue, feedback, peer-to-peer learning, mentoring, coaching, and more. To meet the expanding needs of Title V staff, AMCHP redesigned our approach to leadership development by launching the Leadership Lab in 2015. The Leadership Lab is a unique developmental activity for state and territorial Title V staff who have the desire to pursue greater leadership responsibility.
The Leadership Lab is structured to allow Title V staff from across the workforce (Family Leaders, new Title V and MCH Directors, CYSHCN Directors, Next Generation MCH Leaders, and MCH / Title V Epidemiologists) to learn from each other. The lab also provides opportunities to learn from role-based peers. Below you will find the different cohorts within the Leadership Lab.
The Leadership Lab requires a 10-month commitment by participants from January 2017 through October 2017. Participants are matched with a mentor/peer and charged with crafting an individual development plan, completing self-directed learning modules, participating in quarterly webinars, and peer-to-peer calls.
Please note the application process is competitive for the Family Leaders Cohort, Next Generation MCH Leaders Cohort, and Epi-Net P2P Cohort.
The program uses a three-pronged approach:
Learning: includes formal and informal learning, through such events as virtual trainings/workshops, on-the-job experience and interaction with peers, co-workers and mentors.
Mentoring/coaching: transmits knowledge, wisdom, experience, and support from a more seasoned professional to a less-seasoned professional. Each program participant (mentee) is matched with an experienced mentor through a selective application process.
Peer-to-peer interaction: facilitates learning in a group setting. AMCHP uses a cohort model for its leadership development cohorts to support the Leadership Lab—activities are used to support cohort engagement and collaborative learning to increase professional networks.
If you want to review the previous application for the cohort you are interested in, please visit the cohort's web page above to access a PDF file of the application.