What Got You Here Won't Get You There: UNLEARNING as a Strategic Advantage

 

 

 

 

 

 

“The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn. ” ― Alvin Toffler

Okay, let’s be honest: If unlearning were an Olympic sport, most of us would trip over our laces at the starting line. You know those ideas and habits that got your organization or team to where it is today? Well, sometimes, those same things can hold you back in the future—like trying to win a Formula 1 race in a horse-drawn carriage. A lot of the time, it’s not the competition outside that’s the problem—it’s what’s happening inside.

Take Google, for example. They didn’t lose their lead in AI because they didn’t have enough smart people or cool tech. At one point, a sixth of OpenAI’s team was made up of ex-Google folks! The real issue? Google clung to the beliefs and ways of working that made them successful in the past. They focused too much on protecting their old products and playing it safe, and that got in the way of trying new things.

Sure, those ideas worked for them once, but the world changed. OpenAI shook things up by launching ChatGPT quickly, while Google played it safe—and ended up losing out. This is actually a pretty common problem. Companies and teams hang on to what used to work, and that makes it hard to adapt. Real change isn’t just about switching up strategies—it’s about being willing to question and even ditch the old ways of thinking. That’s what unlearning is all about.

Most of us are told to just keep adding skills and knowledge—learn more, know more. But often, the big breakthroughs come from letting go instead. When you make room for new ways of thinking, you let in fresh ideas. Psychologist Adam Grant calls old, outdated beliefs “mental fossils.” 

Google’s history is full of these—like when they only hired computer science majors for Product Management jobs. They lost out on some really talented people who ended up starting big companies like Twitter, Pinterest, and Instagram, and more recently, that same stubbornness cost them ground in the AI race.

Every organization or team has these invisible “cultural relics.” If everyone’s just defending old ideas, attacking anything new, or cherry-picking evidence to support what they already believe, it’s hard to move forward. A current example? The endless debate over remote work. Instead of really thinking about what helps a company culture grow, some leaders just dig in their heels and stick to the old “everyone in the office” mindset.

The Role of Unlearning in Changing Team Culture

The idea of unlearning actually goes back to Zen philosophy, where you have to let go of your old assumptions to really learn something new. Studies show that people often just repeat what they’ve done before, so if you want to change, you have to do it on purpose. Unlearning isn’t just about forgetting stuff—it’s about actively spotting which beliefs no longer work, and swapping them out for better ones.

Step 1: Unlearn – Let Go of Old Mental Models

If your team wants to shake things up, you need to dig deep. Don’t just look at habits—look at the beliefs underneath them. Ask yourself:

·         What “truths” does our team or organizaation believe about how we work or the  market?

·         Which ideas might’ve worked before, but are now holding us back?

·         Are we missing chances with new tech, like AI, because of old assumptions?

·         Where are we just staying comfortable instead of pushing ahead?

It’s important not just to let go, but to understand why you’re doing it. Like, if you only see AI as a way to boost productivity (and not as something that could totally change collaboration), you’re probably missing out.

Step 2: Relearn – Build New, Relevant Mental Models

Once you’ve ditched the old thinking, it’s time to pick up new ideas that actually fit today’s reality. Sometimes it means rethinking things from the ground up, not just tweaking what you’ve got. Try asking:

·         What do we need to do differently to get the results we want?

·         How can we make ongoing relearning just part of how we do things?

·         What needs to shift to keep us relevant?

·         How do we work best with human–AI teams?

·         What does it actually look like to “think big but start small”?

Relearning is about being intentional—choosing to see things differently so you can handle new challenges. The best companies these days see AI as a reason to value people skills, emotional smarts, and flexibility even more.

Step 3: Breakthrough – Make New Habits Stick

If you want these changes to last, they have to become new habits. That means lots of practice, feedback, and reinforcement. Some things to consider:

·         How will you make “unlearning and relearning” just part of everyday work?

·         How will you know it’s working?

·         What alerts you if you start slipping back into old ways?

·         How do you reward smart risks and put mistakes in the right context?

·         When does acting on new ideas start to feel natural, not forced?

The best organizations encourage experimenting and learning from it. It’s not about getting everything right; it’s about owning what happens and bouncing back stronger.

Unlearning is something you have to keep doing, especially as the world changes. In AI, this means noticing when there’s a gap between what you say you want and how you actually reward people. Plenty of companies say they want people using AI, but then punish folks for really diving in. That’s not going to work.

Getting Started with Unlearning

Just look at Google—holding on too tightly to old ways can cost you. Leaders should regularly ask themselves what assumptions are running the show and be open to changing them.

The bottom line? Making a habit of unlearning is a huge strategic advantage. If you’re willing to “empty your cup” every so often, you’ll always be ready for whatever comes next.

So, what’s your team or organization ready to unlearn?

“In a world of change, the active learners shall inherit the earth, while the learned shall find themselves perfectly suited for a world that no longer exists.” 

 ― Eric Hoffer 

Be curious, challenge the status quo,

Peter Mclees, Leadership Coach, Trainer and Performance Consultant
SMART DEVELOPMENT 

Take the Next Step...
Interested in learning how to develop your organization's leadership capability, culture, and employee engagement? We begin with a collaborative discovery process identifying your unique needs and business issues. To request an interview with Peter Mclees please 

contact: Email: petercmclees@gmail.com  or  Mobile: 323-854-1713

Smart Development has an exceptional track record helping service providers, ports, sales teams, restaurants, stores, distribution centers, food production facilities, wealth management services, third-party maintenance providers, real estate services, nonprofits, government agencies and other businesses create a strong culture, leadership bench strength, coaching skills and the teamwork necessary for growth.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.

Having worked with several companies throughout their growth cycle, we have valuable insights and strategies that would help any late stage startup, small or medium sized company achieve sustained growth and prosperity.