I came across this interesting resource recently–The 30 second MBA.

It’s a venture of Fast Company Magazine.  Leaders and entrepreneurs from a variety of industries are asked to describe their approach to various leadership problems and topics in 30 seconds or less (ticking clock and all).  The site describes their mission like this:

The great lament of any reporter is what to do with the jewels that routinely get left on the cutting room floor after a really great interview. Enter the 30-Second MBA, an ongoing video “curriculum” of really good advice from the trenches, directly from people who are making business happen.

The “professors” providing this curriculum include the likes of Mark Zuckerberg (CEO, Facebook) Alan Mulally (CEO, Ford), Padmasree Warrior (CTO, Cisco) Vivian Schiller (President, NPR) and a host of others.  They each take on topics and business problems such as leadership, teamwork, decision making, customer relationships, growth, communication, crisis management and more–all within the 30 second video format.

The site is interesting from a few perspectives.  You can take or leave the messages provided, but the site demonstrates a model that can easily be mimicked inside organizations for capturing and sharing knowledge.  The site also includes community features to discuss the perspectives from the business leaders and post post your own perspectives.  Knowledge captured like this can be used as informal learning assets to support a management development approaches like the one I described in my recent post Management Development Redux.  Learning assets like this are not the complete picture however, and should never be used as a replacement for a targeted management development program.   They should used as learning resources to support solving unique business challenges through discussion and reflection in action learning teams, communities of practice or other collaborative approaches.

Sites and management development services like this are popping up more frequently.  They’ll likely start to change the shape of management development inside organizations, both as suppliers of content for internal communities and simply as models for the direction internal management development might take.

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2 Responses
  1. Hi, Tom. We just connected on Linkedin so I thought I’d check out your blog. Interesting stuff. You’ve really got your ear to the ground. I like your critical perspective on these breaking ideas and methodologies, not losing sight of the goal among the glitz, yet still appreciating its sparkly qualities!
    Nice to be in touch,
    Mitch

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