Unlearning is impossible. Using what you learned differently is possible.

Unlearning is not a thing.

Learning is the process of acquiring knowledge or understanding of or skill in by study, instruction, or experience. Un- is explained as when it is prefixed to a verb, un- almost always means "do the opposite of" or "deprive of." In this case, the prefixed word implies an altering action. (Merriam Webster Dictionary)

The knowledge or skill people learn is intangible and cannot be unknown, you can't unsee something. Let’s explore how unlearning is impossible and how it is possible to use what is known differently.

You can't unlearn procrastination.

You can't unlearn __-ism/_-phobia.

Barry O’Reilly, who wrote the book Unlearn: Let Go of Past Success to Achieve Extraordinary Results, explores how leaders can rethink, retool, reinvent, and revitalize what they already know to achieve new goals. The main premise of O’Reilly’s work is problem-solving during times of change. The book encourages business leaders across industries to use the information they have in a different way which requires a new view of learning.

Unlearning is not possible. Coaches, consultants, and business owners advocate people 'unlearn' beliefs and skills. However, you can’t unknow what you know; but you can change how you use what you used for years.

For example:

• Tomás J. Ryan and Paul W. Frankland explain in detail how learning and forgetting occur. They share that adults learn when the brain processes information and creates a connection between brain cells. To recall information, the brain reactivates the connections; the more the information is recalled the stronger the knowledge/skills become. Equally, if the information is rarely recalled over time it will be more difficult to recall. Severe brain trauma or degeneration contribute to levels of amnesia and problems with recalling - this is not unlearning information.
• Barry O’Reilly, in his book Unlearn: Let Go of Past Success to Achieve Extraordinary Results, explores how leaders can rethink, retool, reinvent, and revitalize what they already know to achieve new goals. The main premise of O’Reilly’s work is problem-solving during times of change. The book encourages business leaders across industries to use the information they have in a different way, which requires a new view of learning.

Adult learning experts know that adults’ life experiences contribute to what someone knows, believes, and does. When a person wants to make a personal change, they learn how to make changes by referring to their past. This helps put new information in context making it easy to learn and remember.

If you want people to change, help them reconsider their learning. Transformation and innovation happen when people learn how to do things in a different way.

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