Organization Unlearning 1

8/8/2019 Organization Unlearning 1

http://slidepdf.com/reader/full/organization-unlearning-1 1/13

Presented by:

ABHISHEK GUPTA



´Learning is about more than simply

acquiring new knowledge and insights; it isalso crucial to unlearn old knowledge thathas outlived its relevance. Thus, forgetting is probably at least asimportant as learning.µ

Gary Ryan Blair

´In a time of drastic change, it is theunlearners who inherit the future. Thelearned find themselves equipped to live

in a world that no longer existsµ.Eric Hoffer



The greatest obstacle to the development of new

learning and knowledge is to be found in what we

already know.

it requires us to risk some part of what we have

already learned.



UNLEARNING is related to the conscious,

deliberate and selective forgetting of any

organization·s learning that may no longer be

relevant in a changed context .

It is "excess baggage".

The elimination of old, obsolete

organizational knowledge²that is, unlearning²

makes room for the development of new

adaptive capacities .



Is it an attitude?

A philosophy?

A belief?

It doesn't matter what we call it, if it is

getting in the way of our success it is time to

let it go, unlearn it, and embrace a better

and more effective approach or technique.



´Learning often cannot occur until after

there has been unlearning. Unlearning is a process that shows people they should no longer rely on their current beliefs and methods.µ

- William Starbuck of New York University



A good Test Cricketer needs to

unlearn the good old test cricket do·s and don'ts to be a good T-20 cricketer



identify existing knowledge.

Recognize the obsoleteness of such existing

knowledge.

Individuals express the obsoleteness of knowledge to organizations

Resist or avoid the application of such

knowledge

Substitution of old knowledge by new

knowledge (learning).



Regards

AwarenessCompassion



Let employees express their feelings about

difficulties and changes they face. Don¶t curtail

this otherwise their feelings will only fester and

turn into anger & employee disengagement.

Seek first to understand people, this will lead

them to listen your exhortations.

Allow employees to solve problems and take

constructive actions, it helps in keeping morale

up.



Amp up your communication. Establish &

communicate short-term goals.

Inspire the people through compelling stories

and analogies.Give reward to employees who discover

obsolete knowledge.

Celebrate victories & examples of excellence

both formally and informally.



I t's only when you drop yesterday's

assumptions that you can glimpse

tomorrow's patterns and possibilities.

´To see deeper, unsee first.µ

Organization Unlearning 1

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