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Published on: August 29, 2025
Evaluation of the Laboratory Leadership Service Leadership Curriculum and Leadership Assessment, 2025
Caitlin E McColloch1, Meagan Davis, Joi Barkley
1Author Affiliations: National Center for State, Tribal, Local, and Territorial Public Health Infrastructure and Workforce, Centers for Disease Control and Prevention, Atlanta, Georgia (Ms McColloch, Davis, and Barkley, Drs Jacobs, Ty, and Mohr); and CRH Americas Building Products, Atlanta, Georgia (Ms Cash Bargabus).
Context:
Training laboratory professionals as public health leaders is essential for building resilient public health systems. Public health leadership training is complex and requires intentional investment in developing soft skills (eg, communications, emotional intelligence, building trust).
Program:
The US Center for Disease Control and Prevention's Laboratory Leadership Service (LLS) fellowship program trains laboratory professionals to be future public health leaders. In 2022, LLS implemented an enhanced leadership curriculum designed to empower LLS officers to take ownership of their roles and effectively apply leadership skills to expand their professional development and the performance of their teams.
Implementation:
LLS's enhanced leadership curriculum includes didactic leadership training, senior leader panels, peer-to-peer leadership activities, and personalized coaching regarding individual leadership action plans targeting specific growth areas within defined competencies. Officers complete pre- and postprogram assessments to reflect on and monitor leadership development progress.
Assessment:
We analyzed qualitative feedback from LLS officers, self-reported officer assessment data, and supervisor evaluations of officers' leadership-related attitudes and behaviors. We assessed possible effects of the enhanced leadership curriculum on officer leadership-related attitudes and behaviors and sought to understand the curriculum from officers' perspectives.
Discussion:
Self-reported and supervisor-reported data indicate perceived improvements in leadership-related attitudes and behaviors among officers. The extent to which this is linked to the enhanced curriculum remains uncertain. This article highlights potential benefits of integrated, personalized leadership training and offers insights into refining and assessing early career leadership programs. Future evaluations might explore applicability of this enhanced leadership curriculum model across other training contexts.
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