For over 20 years the current model of Public Health Leadership Institutes (PHLIs) has been the primary model for “leadership” development. Past studies have shown that the model is successful in increasing participants’ knowledge and developing individual skills. However, limited evidence suggests that the model leads to outcome-based results. This review compares the current PHLI model with traditional corporate leadership development models and determines that the PHLI model is in fact related more closely with a “leader” development model. Additionally, it is suggested that it is not possible to measure outcome-based results because of the limitations of the current model. Finally, recommendations are made to refine the model to make it more closely aligned with a true “leadership” development model, thus making it more effective at educating and training the current public health workforce.
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