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 Leadership Lab

​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​Leadership Development at AMCHP 

Team Building.jpgState 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. 

AMCHP is excited to share that the Leadership Lab will be offering three leadership development trainings for the 2019-2020 programming year! These trainings are offered in place of our typical cohort structure and will be open to anyone interested in the designated topic for each training. We will be offering these trainings in December 2019, February 2020, and April 2020. Once we have identified topics, presenters, and specific dates, we will send a save the date and registration link so please be alert for more information as these months draw closer. If you have questions, feel free to contact Michelle Crawford at 

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 2019 through October 2019. 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, New Directors Cohort and Epi-Net P2P Cohort.  

The program uses a three-pronged approach: 3 pronged approach.png

  • 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.

This project is supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services (HHS) under grant number U01MC00001 Partnership for State Title V MCH Leadership Community Cooperative Agreement ($1,696,335). This information or content and conclusions are those of the author and should not be construed as the official position or policy of, nor should any endorsements be inferred by HRSA, HHS or the U.S. Government. 


 Program Purpose

​​businessman213.pngThe Leadership Lab is designed to provide program participants with knowledge, tools and resources to enhance their development as MCH leaders. Participation in the Leadership Lab will support MCH leaders as they promote policies, programs, and systems at the national, state and or local-level that impact the health and well-being of women, children, and families, including children and youth with special health care needs. ​

 Program Benefits

personal growth (1).png​​​Participants in the Leadership Lab
  • ​​​​​Gain a greater understanding of Title V

  • Increase their understanding of AMCHP

  • Enhance their network of leaders, parent professionals, MCH and CYSHCN professionals

  • Receive mentoring from experienced MCH leaders

  • Commit to personal transformation and mastery

  • Increase individual knowledge related to key topics

  • Increase individual knowledge related to MCH Leadership Competencies

  • Provide feedback on how to improve the Leadership Lab

  • Attend the AMCHP annual conference

    • ​​​​I​​​​​​n addition to developing leadership skills and building their network of MCH leaders, another key benefit of being selected as a participant is attending the AMCHP annual conference. Conference attendees have consistently praised the value of the conference as a way to network with other MCH professionals and Title V programs and to understand more clearly how Title V/ the MCHB Block Grant makes a difference in the lives of children, youth, families and communities.

 Feedback from Participants

leader.pngFeedback from Members

New Directors Leaders Cohort 
  • "The NDMP was critical in acclimating me to my role as Title V Director. It was my primary source for orientation to the world of Title V. Moreover, the vision, leadership, and direction I was able to provide for my agency, MCH Council, and state partners would not have been as structured or "developed" without the NDMP."

  • "The program was extremely helpful as it allowed me to realize that although I was new in this role, MCH is changing and no one has all the answers, but it is beneficial to have someone to call to "figure out" a process or response to questions and issues."

Next Generation Leaders Cohort
  • “I enjoyed the practical applications that were shared regarding how to be a leader, qualities of a leader, and tools that leaders can use.”

  • “I appreciated the thoughtfully planned training activities, the discussion forums, having a peer cohort, the subscription to Harvard Business Review, and the in-person activities at AMCHP Annual Conference.    

Family Leaders Cohort 
  • “I am very appreciative of this opportunity and I feel that all of the support I have gained from AMCHP through leadership lab and other AMCHP resources has really helped me fast track my way into MCH. I have recommended Leadership Lab to one of my family leaders and she is excited to apply." 

  • "Thank you Michelle and AMCHP staff for your work! It has been a wonderful year. My knowledge base has increased." 

MCH Epi-Net Peer to Peer Cohort
  • “I am very appreciative of AMCHP including the Epi track for the Leadership Lab; and I am honored to be a part of the Epi cohort.”

Leadership Instituted for CYSHCN Directors (LICD)
  • "LICD is excellent - informative - allows for much needed positive networking with other directors"

  • ​​"Being a new director, all of the info shared was helpful, but the most helpful was putting me at a table with experienced directors and giving us time to talk about issues."​


strategical.pngThe Leadership Lab is a 10-month development program guided by the Maternal and Child Health (MCH) Leadership Competencies. The MCH Leadership Competencies fall into three domains of leadership development: self, others, and the wider community.

MCH Leadership Competencies which may be addressed through Leadership Lab components:

1.    MCH Knowledge Base/Context

2.    Self-Reflection

3.    Ethics

4.    Critical Thinking

5.    Communication

6.    Negotiation and Conflict Resolution

7.    Cultural Competency

8.    Family-Professional Partnerships

9.    Developing Others through Teaching, Coaching, and Mentoring

10.  Interdisciplinary/Interprofessional Team Building

11.  Working with Communities and Systems

12.  Policy

​For more information on the MCH Leadership Competencies, visit:

 Lab Activities

​​personal growth (1).pngLeaders​hip Lab Activities

In​​-Person Meeting. The Leadership Lab features an in-person meeting in San Antonio, TX at the 2019 AMCHP Annual Conference (before or after) March 9-12, 2019. 

Distance Learning. The program features virtual trainings on specific topics. In addition to virtual trainings, participants may be assigned program readings or monthly stretch assignments to support learning and development.

Individual Development Plan. Development planning is an on-going, evolutionary process. The Leadership Lab Individual Development Plan provides the structure to support participants in creating goals that positively impact and support their growth as leaders.

Mentor/Mentee Relationship. Leadership Lab participants (New Director Leaders, Family Leaders, and MCH Epis) are matched with a mentor and participate in individual virtual mentoring calls and group mentoring calls.

Peer-to-Peer Support. Leadership Lab participants receive peer-to-peer support through networking on webinars, emails, and group mentee calls. ​