Unlearning is the New Learning: Why Letting Go of Outdated Skills is Key to Innovation

As a coach and trainer with over 20 years of experience in large insurance, banking, and consulting companies, I’ve had the opportunity to witness the evolution of work across industries. When I transitioned from traditional SDLC roles to becoming a Scrum Master, I encountered one of my greatest professional challenges: letting go of the mindset and methods that had defined my career as a project manager. My PMP training had taught me to focus on structure, predictability, and control, but in the fast-paced, customer-driven world of agile, these principles were often a hindrance. I had to unlearn these habits to fully embrace the agile mindset.

This experience opened my eyes to the importance of unlearning. In a world that’s constantly evolving, unlearning isn’t just an occasional necessity; it’s a core skill. To innovate and thrive, we must continually question long-standing beliefs and practices. This is true for individuals, teams, and organizations, especially those slow to change or reluctant to let go of "the way we have always done things."

Why Unlearning is Crucial in Today’s World

We live in a time of unprecedented change, where technology, customer needs, and market conditions are evolving at an exponential pace. What worked yesterday might not work tomorrow. Yet, many organizations continue to rely on the same methods and practices, clinging to what’s comfortable. I’ve seen this time and again in large organizations where phrases like “this is the way we have always done things” become a common justification for resisting change. This mindset can stifle innovation, limit growth, and, more importantly, prevent teams from reaching their full potential.

When I transitioned to agile, I had to confront this reality within myself. The traditional methods I had routinely leveraged were no longer sufficient. I had to unlearn the structured, linear approaches of waterfall project management and adopt new ways of working that emphasized flexibility, collaboration, and responsiveness to change.

For organizations striving for innovation, it’s essential to create a culture where unlearning outdated methods is as valued as learning new ones.

Creating a Culture of Learning—and Unlearning

A culture of continuous learning is critical, but it’s equally important to foster a culture that encourages unlearning. In my experience, unlearning isn’t about discarding everything you know; it’s about being open to questioning and letting go of practices that no longer align with your goals.

Here are some steps that have proven effective in creating a culture that supports both learning and unlearning:

1. Lead by example:As leaders, we must model the behavior we want to see in our teams. I openly shared my journey of unlearning traditional project management approaches when I embraced agile. By being transparent about my struggles and successes, I created an environment where my teams felt comfortable with their own learning journeys.
2. Promote experimentation and iteration:Innovation requires experimentation, which means being willing to try, fail, and adapt. For teams to experiment effectively, leaders need to minimize the fear of failure and emphasize acceptable risk, making it clear that not every experiment has to succeed to be valuable. Agile’s focus on iterative cycles and continuous improvement allows teams to test ideas, learn from them, and refine their approach. An early Agile Coach mentor of mine once told me that the individuals, teams, and organizations that move to a high-performing state are those that “get better at getting better,” and I’ve never forgotten that expression. It perfectly encapsulates the essence of continuous improvement.
3. Recognize adaptability as a key skill:Adaptability, the ability to pivot, adjust, and align with changing conditions in real time, is a cornerstone of thriving in today’s world. In traditional environments, success often hinged on sticking to a plan. In today’s dynamic landscape, adaptability is the true measure of success. Continuous rolling planning is required to remain responsive to change and ensure success. Recognizing and rewarding individuals and teams who can quickly pivot in response to new information or changes in the environment is essential.
4. Make learning opportunities accessible and meaningful:To ensure employees are not only learning but also unlearning, offer opportunities for skill development that challenge them to rethink their current approaches. Encourage them to not just acquire new skills but also to critically evaluate which existing habits they may need to unlearn.

Strategies for Helping Teams Continuously Update Their Skills

One of the greatest challenges I’ve observed is how easy it is for individuals and teams to get stuck in old habits, even when they recognize the need for change. Continuous learning isn’t just about adding new knowledge or skills to the toolbox; it’s also about helping people shed practices that no longer serve them.

Here’s how you can help your teams avoid stagnation:

1. Hold regular retrospectives:While retrospectives are commonly used in agile teams, they’re valuable for any team looking to improve how they work. By reflecting on what’s working and what isn’t, teams can identify processes and behaviors that have become outdated.
2. Leverage both traditional and reverse mentoring:Pairing experienced staff with newer employees creates opportunities for shared learning. However, reverse mentoring, where junior staff share fresh perspectives or newer skills (like technology trends), can provide an equally valuable experience for senior team members.
3. Foster psychological safety:For teams to successfully unlearn and adapt, they need to feel safe admitting that certain approaches are no longer working. Creating an environment where employees can openly discuss challenges without fear of judgment is critical.

Embracing Unlearning as a Path to Innovation

In today’s rapidly changing world, innovation requires not only learning new things but also unlearning outdated ways of working. As leaders, we must embrace and encourage a culture of unlearning if we want our teams to thrive. Remember, the organizations that succeed in the long term are the ones that, as my mentor said, "get better at getting better." By creating an environment that encourages both learning and unlearning, you can unlock your team's potential to innovate and adapt in ways you never thought possible.