Unlearn “Unlearn”: Why Relearning is the Key to True Transformation
Today, organizations and professionals frequently advocate for “unlearning.” According to the Oxford Dictionary, unlearning is the act of “discard (something learned, especially a bad habit or false or outdated information) from one's memory.” While the idea sounds promising, the reality is far more complex.
The Problem with Unlearning
Forcing a leader, professional, or an entire organization to unlearn deeply ingrained behaviors and beliefs is nearly impossible—unless you have a futuristic memory-erasing machine. And if you’re trying to apply this concept across a whole organizational system, you’d need a massive, high-efficiency version of that machine. Sounds like science fiction, doesn’t it?
As humans, our experiences shape our perceptions, behaviors, and decision-making processes. These lived experiences contribute to our identity, and attempting to erase them is not only unrealistic but can also cultivate a toxic organizational culture. Expecting employees or leaders to “forget” past behaviors without acknowledging them disregards the valuable lessons those experiences offer.
The Power of Relearning
Instead of focusing on unlearning, the real growth lies in RELEARNING. The Cambridge Dictionary defines relearning as “to learn again; to learn how to do something again.” This concept respects past experiences while encouraging the development of new perspectives and behaviors.
Why is relearning more effective? Because it acknowledges that even negative experiences carry value—they offer insights into personal growth and development.
Example: Transforming Leadership Styles
Consider a high-level executive who has long adopted an authoritarian leadership style—frequently raising their voice at staff for missed deadlines or unresolved product issues. Expecting this leader to unlearn their reactive behavior means asking them to erase years of conditioned responses.
However, relearning invites a different approach. It allows the executive to:
Acknowledge past behaviors.
Reflect on the impact these behaviors had on team morale and productivity.
Adapt by developing new, constructive ways to handle high-pressure situations.
Rather than erasing the past, the leader builds upon it, fostering emotional intelligence and empathy—key traits of modern leadership.
Creating Safe Spaces for Relearning
Successful transformation requires an environment where individuals feel safe to reflect, grow, and experiment. Whether it’s through executive coaching, workshops, or team-building initiatives, creating spaces for self-reflection accelerates meaningful change.
When leaders and employees are empowered to take ownership of their personal and professional growth, the changes they make are more likely to stick. They develop sustainable habits, leading to long-term success—not just temporary fixes.
The Role of Accountability in Relearning
Relearning isn’t just about personal growth—it’s about fostering accountability. The executive who once raised their voice at employees can now look back, recognize the emotional toll it took on the team, and use that insight to lead with empathy. This transformation not only improves workplace culture but also positions the leader as a mentor, guiding others away from similar pitfalls.
Unlike unlearning, which demands forgetting the past, relearning encourages responsibility—owning past behaviors while committing to improvement. This approach doesn’t just change individuals; it reshapes organizational culture, promoting transparency, growth, and innovation.
Why Relearning Drives Lasting Organizational Change
When leaders model relearning, they create ripple effects throughout the organization:
Enhanced Team Collaboration: Leaders who relearn foster open communication and trust.
Increased Employee Engagement: Employees feel valued when leaders acknowledge past mistakes and work toward positive change.
A Culture of Continuous Improvement: Organizations thrive when growth is seen as an ongoing journey, not a one-time event.
Final Thoughts
In a world that’s constantly evolving, relearning offers a more authentic and sustainable path to personal and organizational transformation. It respects past experiences, encourages growth, and fosters accountability—laying the foundation for stronger leadership and resilient company cultures.
So, instead of focusing on how to unlearn outdated habits, ask yourself: “How can I relearn and evolve?”
Embrace the past. Shape the future. That’s the power of relearning.
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Heather Ritson
Career Coach & Trainer
Founder of Phoenix Empower, LLC
419-957-1539