{"id":19827,"date":"2023-08-28T13:44:32","date_gmt":"2023-08-28T10:44:32","guid":{"rendered":"https:\/\/www.talentlms.com\/blog\/?p=19827"},"modified":"2026-11-04T13:45:31","modified_gmt":"2026-11-04T11:45:31","slug":"power-of-unlearning","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/power-of-unlearning\/","title":{"rendered":"The Power of Unlearning: Relearn the Way You Learn"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><span style=\"font-weight: 400;\">You\u2019ve probably heard it before. \u201cNever stop learning.\u201d<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"font-weight: 400;\">But there\u2019s a part people often overlook. As work changes, some of the habits and assumptions that once helped us succeed may need to change too. Learning a new process can mean recognizing when a familiar approach no longer works and practicing a different way.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"font-weight: 400;\">That can be difficult when the old approach has become second nature. According to TalentLMS\u2019s <strong><a href=\"https:\/\/www.talentlms.com\/research\/habit-hugging-report\">&#8220;Habit hugging: When old habits block new ways of working&#8221;<\/a> <\/strong>report, 65% of employees say letting go of an old habit is harder than learning a new one<\/span>.<span style=\"font-weight: 400;\"> An employee might complete training on a new system, then return to their usual spreadsheet when a deadline gets tight. Helping them make the switch starts with understanding why they\u2019re falling back on it and what support they need.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"font-weight: 400;\">Yet managers and employees don\u2019t always agree on the skills people already have. According to TalentLMS\u2019s<\/span><a href=\"https:\/\/www.talentlms.com\/research\/skills-visibility-report\"> <b>Skills Visibility Report<\/b><\/a><span style=\"font-weight: 400;\">, 90% of managers say they understand their team\u2019s skills, while only 69% of employees agree. That gap makes conversations about existing strengths and development needs a useful starting point.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"font-weight: 400;\">From there, HR teams and managers can help employees identify what still works, question what needs to change, and practice a better approach. That\u2019s where unlearning, relearning, and applying come together in everyday work.<\/span><\/p>\n\n\n\n<div class=\"wp-block-group has-border-color has-global-padding is-layout-constrained wp-container-core-group-is-layout-40f86078 wp-block-group-is-layout-constrained\" style=\"border-color:#E2E8F0;border-width:1px;border-top-left-radius:12px;border-top-right-radius:12px;border-bottom-left-radius:12px;border-bottom-right-radius:12px;padding-top:var(--wp--preset--spacing--400);padding-right:var(--wp--preset--spacing--400);padding-bottom:var(--wp--preset--spacing--400);padding-left:var(--wp--preset--spacing--400)\">\n<h2 id=\"h-tl-dr\" class=\"wp-block-heading has-orange-500-color has-text-color has-link-color has-350-font-size wp-elements-1\" style=\"border-bottom-color:var(--wp--preset--color--gray-300);border-bottom-width:1px;margin-bottom:var(--wp--preset--spacing--300);padding-bottom:var(--wp--preset--spacing--200)\">TL;DR<\/h2>\n\n\n\n<p class=\"has-200-font-size wp-block-paragraph\" style=\"margin-bottom:var(--wp--preset--spacing--300)\"><\/p>\n\n\n\n<ul class=\"wp-block-list has-200-font-size\">\n<li>Unlearning means questioning and letting go of old habits or ideas that no longer help you.<\/li>\n\n\n\n<li>Employees often fall back on old routines when they&#8217;re stressed or rushed. Managers can help by understanding what&#8217;s holding them back.<\/li>\n\n\n\n<li>Make space for unlearning with practical training, hands-on practice, and ongoing feedback.<\/li>\n\n\n\n<li>Track unlearning progress by reviewing learning data alongside real-world feedback and changes in performance.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/The-power-of-unlearning-26Oct2026-SMALL.webp\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"268\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/The-power-of-unlearning-26Oct2026-SMALL-1024x268.webp\" alt=\"\" class=\"wp-image-27484\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/The-power-of-unlearning-26Oct2026-SMALL-1024x268.webp 1024w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/The-power-of-unlearning-26Oct2026-SMALL-300x79.webp 300w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/The-power-of-unlearning-26Oct2026-SMALL-768x201.webp 768w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/The-power-of-unlearning-26Oct2026-SMALL.webp 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 id=\"h-what-is-unlearning\" class=\"wp-block-heading\"><strong>What is unlearning?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Unlearning is the process of questioning and changing knowledge, habits, or assumptions that no longer help you work effectively. It involves recognizing what needs to change so you can adopt a more useful approach.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, a manager might be used to reviewing every single task. But as the team grows, that creates a bottleneck. Unlearning means letting go of the need to sign off on everything and trusting team members to make decisions on their own.<\/p>\n\n\n\n<h2 id=\"h-why-does-unlearning-matter-now\" class=\"wp-block-heading\"><strong>Why does unlearning matter now?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As tools, roles, and expectations change, familiar ways of working can become less useful. A process that helped a small team stay organized may create unnecessary approvals as the business grows. Similarly, introducing AI into a workflow means employees need to reconsider which tasks they handle themselves and how they check the results.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Experience is valuable, but the trick is figuring out what still works and what needs tweaking. Without clear guidance, people might follow a new workflow in training only to slip back into familiar habits when pressure builds.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Only 41% of employees consistently use a new way of working after being trained on it, while 52% sometimes fall back on old habits. Knowing where to begin can be difficult, though. Also, 12% of employees and managers say their company has no skills visibility issues. When organizations struggle to understand their existing capabilities, deciding what to retain, develop, or reconsider becomes harder.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Unlearning creates space to look at everyday routines together. By talking through where work gets stuck or feels unnecessarily hard, managers and teams can zero in on the specific habits worth changing.<\/p>\n\n\n\n<h3 id=\"h-learning-vs-unlearning-vs-relearning\" class=\"wp-block-heading\"><strong>Learning vs. unlearning vs. relearning<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Learning, unlearning, and relearning describe different parts of changing how you work. Understanding the difference helps you identify the support someone needs.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Learning<\/strong> is picking up a brand-new skill or tool, like figuring out how a new reporting software works.<\/li>\n\n\n\n<li><strong>Unlearning<\/strong> is stepping back from an old habit, like questioning the idea that every report has to be put together by hand.<\/li>\n\n\n\n<li><strong>Relearning<\/strong> is putting a fresh method into practice, like letting automated tools run the report and double-checking the results yourself.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Someone might know how to use the new software but still stick to doing it manually. When that happens, the best help is talking through why they prefer the old way, trying out the new process together, and building confidence until it feels natural.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As Elena Leandros, Chief Marketing Officer at Epignosis, puts it, <em>\u201cUpskilling today isn\u2019t just about learning new things. It\u2019s also about relearning what you already know.\u201d<\/em><\/p>\n\n\n\n<h2 id=\"h-the-hidden-cost-of-not-unlearning\" class=\"wp-block-heading\"><strong>The hidden cost of not unlearning<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">When employees keep relying on methods that no longer fit their work, the costs can build gradually. Tasks take longer, colleagues repeat checks, and teams spend time correcting problems that a different approach could prevent.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Those old methods are often still running. The Habit Hugging report found that 42% of employees say they still use tools or processes their managers think have been replaced.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Those habits can also make it harder to address learning debt. TalentLMS\u2019s <a href=\"https:\/\/www.talentlms.com\/research\/learning-debt-report\"><strong>Learning Debt Report<\/strong><\/a> explores what happens when employees\u2019 development falls behind changing job demands. Familiar workarounds may keep tasks moving while leaving people without the knowledge or practice they need to work more effectively.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Organizations may also overlook skills employees already have. The Skills Visibility Report found that 49% of employees say their skills are underutilized, while 50% of respondents say their company hires externally for skills that already exist internally.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Before looking elsewhere for help, leaders should check if someone on their team already has the necessary skills. Often, unlearning is as much about shifting leadership habits as it is about updating employee workflows.<\/p>\n\n\n\n<h2 id=\"h-why-traditional-training-fails-without-unlearning-in-the-workplace\" class=\"wp-block-heading\"><strong>Why traditional training fails without unlearning in the workplace<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Traditional training often emphasizes what\u2019s taught without addressing how employees will change established habits. When programs concentrate on content without enough support for behavior change, they can fall into familiar traps.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ignoring individual needs.<\/li>\n\n\n\n<li>Overwhelming learners with information.<\/li>\n\n\n\n<li>Valuing course completion over competence.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">As Julie Dirksen discusses in <a href=\"https:\/\/www.talentlms.com\/podcast\/psychology-of-learning\"><strong>\u201cWhy we don\u2019t learn at work: The psychology behind great training,&#8221;<\/strong><\/a> from TalentLMS\u2019s podcast series, Talent Talks, real-world relevance is the biggest predictor of learning success. If a person can\u2019t see how training applies to their work, they\u2019re less likely to engage with it or use what they\u2019ve learned.<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"314\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/Quote-Dirksen-1200x314-2-1.png\" alt=\"julie dirksen \" class=\"wp-image-25864\" style=\"aspect-ratio:3.821656050955414;width:1200px;height:auto\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/Quote-Dirksen-1200x314-2-1.png 1200w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/Quote-Dirksen-1200x314-2-1-300x79.png 300w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That relevance also helps employees reconsider familiar methods. When training explains why an existing approach needs to change and gives people opportunities to practice its replacement, employees can start adjusting how they work.<\/p>\n\n\n\n<h3 id=\"h-barriers-to-unlearning\" class=\"wp-block-heading\"><strong>Barriers to unlearning<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Even when employees understand the reason for a change, putting it into practice can feel difficult. Before assigning more training, talk with them about what happens when they try the new approach.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Several barriers may emerge during those conversations.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Confidence tied to experience.<\/strong> Someone who colleagues regularly turn to for answers may feel uncomfortable becoming a beginner again. Acknowledge the expertise they bring and identify the specific habit that needs adjusting.<\/li>\n\n\n\n<li><strong>Fear of making mistakes.<\/strong> Employees may avoid experimenting if previous mistakes led to blame or embarrassment. Give them a low-risk place to practice and explain how they can ask for help.<\/li>\n\n\n\n<li><strong>Pressure to work quickly.<\/strong> Under a tight deadline, a familiar method can feel easier to trust. Make time for practice before expecting employees to use the new approach at their usual speed.<\/li>\n\n\n\n<li><strong>Conflicting expectations.<\/strong> Training may encourage employees to make decisions independently while managers still expect to approve every step. Check whether team routines and expectations support the behavior you\u2019re asking people to adopt.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These conversations can also reveal problems with the new process. If employees keep using a workaround, ask what it helps them accomplish and what makes the recommended approach harder to use.<\/p>\n\n\n\n<h2 id=\"h-the-unlearn-relearn-cycle-and-how-it-works\" class=\"wp-block-heading\"><strong>The unlearn\u2013relearn cycle and how it works<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In <a href=\"https:\/\/www.talentlms.com\/podcast\/learning-2026#transcript\">\u201cL&amp;D in 2026: Learning debt, AI, and transformation,&#8221;<\/a> David Kelly discusses how legacy L&amp;D models struggle to keep pace with the way people work.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Modern learning isn\u2019t linear. Think of it as a cycle that reflects how skills actually develop today, not in isolated training sessions, but through ongoing adaptation. It\u2019s continuous and works as a loop:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Unlearn:<\/strong> Challenge assumptions and question existing habits.<\/li>\n\n\n\n<li><strong>Relearn:<\/strong> Adopt updated knowledge and better approaches.<\/li>\n\n\n\n<li><strong>Apply:<\/strong> Reinforce through real-world practice.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Then <strong>repeat.<\/strong><\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1500\" height=\"1147\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/Learn-Unlearn-Text-Graphic-1.png\" alt=\"\" class=\"wp-image-25936\" style=\"aspect-ratio:1.3077593722755012;width:1500px;height:auto\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/Learn-Unlearn-Text-Graphic-1.png 1500w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/Learn-Unlearn-Text-Graphic-1-300x229.png 300w\" sizes=\"auto, (max-width: 1500px) 100vw, 1500px\" \/><\/figure>\n\n\n\n<h2 id=\"h-signs-your-employees-need-to-unlearn\" class=\"wp-block-heading\"><strong>Signs your employees need to unlearn<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Unlearning needs aren\u2019t always obvious, but everyday work can reveal habits worth examining. Watch for these signs.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Familiar processes go unquestioned.<\/strong> \u201cWe\u2019ve always done it this way\u201d becomes the standard response to a proposed change.<\/li>\n\n\n\n<li><strong>Training doesn\u2019t change daily performance.<\/strong> Employees complete courses but continue using the same methods or struggling with the same tasks.<\/li>\n\n\n\n<li><strong>Employees return to old methods.<\/strong> New tools or processes are met with workarounds or a return to familiar manual steps.<\/li>\n\n\n\n<li><strong>Experienced employees struggle with changed responsibilities.<\/strong> Approaches that previously helped them succeed no longer fit what their roles require.<\/li>\n\n\n\n<li><strong>The same mistakes keep recurring.<\/strong> Employees repeat errors despite training, suggesting they may need support replacing an established habit.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These patterns can also point to unclear instructions, workload pressures, or problems with a new tool. Ask employees what\u2019s getting in their way before deciding what they need to unlearn.<\/p>\n\n\n\n<h2 id=\"h-how-to-build-unlearning-into-your-l-amp-d-strategy\" class=\"wp-block-heading\"><strong>How to build unlearning into your L&amp;D strategy<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Unlearning needs structure, support, and a clear link to how people work. Start by explaining why an approach needs to change so employees understand what they\u2019re working toward.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As they try something different, use setbacks to identify where they need more practice or support. The following steps can help you build that process into your L&amp;D strategy.<\/p>\n\n\n\n<h3 id=\"h-1-identify-outdated-skills-and-habits\" class=\"wp-block-heading\"><strong>1. Identify outdated skills and habits<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Before you can replace anything, you need to see what\u2019s no longer working.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Outdated habits can be difficult to spot, especially when they\u2019ve been repeated for the past year or even long for many years. They become the way things are done, even when results suggest something needs to change.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Start by combining these sources of information:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Skills mapping<\/strong> to understand which capabilities are needed and which employees already have.<\/li>\n\n\n\n<li><strong>Performance data<\/strong> to spot gaps between expectations and outcomes.<\/li>\n\n\n\n<li><strong>Employee feedback<\/strong> to uncover friction in day-to-day work.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">To understand what\u2019s behind those gaps, ask new hires what feels inefficient or unclear, review recurring issues, and talk to managers and long-term employees about existing workflows.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Together, those conversations and data can help you distinguish a missing skill from an established habit that needs adjusting. TalentLMS\u2019s <a href=\"https:\/\/www.talentlms.com\/skills\"><strong>Skills<\/strong><\/a> can support skills mapping and connect training to specific development needs. Pair that information with observations of everyday work to decide where support is needed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"font-weight: 400;\"><div class=\"cta-banner\"><div class=\"cta-banner__left\"><h5 class=\"cta-banner__title\">Turn skills into your most powerful asset.<\/h5><p class=\"cta-banner__text\">See exactly which capabilities your team has, who\u2019s ready for promotion, and what training closes skills gaps with TalentLMS.<\/p><div class=\"cta-banner__actions\"><a class=\"tb-cta-btn cta-banner__btn\" href=\"https:\/\/www.talentlms.com\/create\/aff:blog\"  >Get started free<\/a><\/div><\/div><div class=\"cta-banner__right\"><img width=\"1024\" height=\"763\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2025\/10\/TalentLMS-product-Skills-1024x763.webp\" class=\"cta-banner__img\" alt=\"\" sizes=\"auto, (max-width: 782px) min(90vw, 360px), 360px\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2025\/10\/TalentLMS-product-Skills-1024x763.webp 1024w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2025\/10\/TalentLMS-product-Skills-300x223.webp 300w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2025\/10\/TalentLMS-product-Skills-768x572.webp 768w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2025\/10\/TalentLMS-product-Skills.webp 1192w\" \/><\/div><\/div><\/span><\/p>\n\n\n\n<h3 id=\"h-2-challenge-assumptions-and-mental-models\" class=\"wp-block-heading\"><strong>2. Challenge assumptions and mental models<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">When teams rely on familiar approaches, they may stop questioning whether those approaches still work. To help them take a closer look, encourage employees to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Question existing processes.<\/li>\n\n\n\n<li>Bring in outside perspectives or industry benchmarks.<\/li>\n\n\n\n<li>Discuss what\u2019s not working and why.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">One practical way to guide those discussions is through scenario-based learning. Give employees a situation they recognize from work and ask them to consider how they would handle it:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What would you do differently here?<\/li>\n\n\n\n<li>Which approach would work better, and why?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Comparing their answers helps employees examine the assumptions behind their decisions and consider alternatives. With <a href=\"https:\/\/www.talentlms.com\/talentcraft\"><strong>TalentCraft<\/strong><\/a>, you can create and update course content around those workplace situations, keeping the discussion relevant as tools and processes change.<\/p>\n\n\n\n<h3 id=\"h-3-design-for-behavior-change\" class=\"wp-block-heading\"><strong>3. Design for behavior change<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Designing for <strong>adoption, not completion<\/strong>, means giving employees opportunities to use new skills during everyday tasks.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Build these elements into the unlearning and relearning experience:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Practice:<\/strong> Let employees try new approaches in realistic situations.<\/li>\n\n\n\n<li><strong>Feedback:<\/strong> Help them understand what worked and what needs adjusting.<\/li>\n\n\n\n<li><strong>Real-world application:<\/strong> Tie learning directly to the tasks they handle each day.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.talentlms.com\/blog\/learning-paths\/\"><strong>Learning paths<\/strong><\/a> help organize that development. You can build role-based sequences of courses, with opportunities to practice between them, so employees work toward the skills their responsibilities require.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Making training relevant and easier to follow helped <a href=\"https:\/\/www.talentlms.com\/customers\/tagmarshal\"><strong>Tagmarshal<\/strong><\/a> improve participation. The company replaced long videos with 5-minute modules and short assessments, tailored training paths to different roles, and introduced automated reminders. Following those changes, monthly course completions increased by 600%, signups grew by 350%, and the Customer Success team saved more than 180 hours of one-to-one training.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Alongside those training measures, check how employees handle the tasks they\u2019ve practiced. Ask managers to observe whether they use the new approach and where they still need feedback or support.<\/p>\n\n\n\n<h3 id=\"h-4-create-a-safe-environment-for-unlearning\" class=\"wp-block-heading\"><strong>4. Create a safe environment for unlearning<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Unlearning can feel uncomfortable, especially for experienced employees. Letting go of something they\u2019ve relied on for years isn\u2019t easy. It can feel like losing expertise.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A safe environment gives people room to work through that uncertainty. Support employees by:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Encouraging experimentation without judgment.<\/li>\n\n\n\n<li>Giving coaching and guidance along the way.<\/li>\n\n\n\n<li>Listening to concerns and discussing what would help.<\/li>\n\n\n\n<li>Treating mistakes during practice as opportunities to adjust.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.talentlms.com\/learning-playground\"><strong>Learning Playground<\/strong><\/a> gives employees a place to rehearse conversations and explore workplace scenarios before trying a new approach on the job. They can experiment with different responses and use feedback to decide what to change, making unlearning more self-reliant.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For questions that come up during a course, AI Coach can help learners understand the material through explanations and practice. Alongside that support, managers should make time to discuss difficulties openly, so employees feel comfortable asking for help when they return to their work.<\/p>\n\n\n\n<h3 id=\"h-5-encourage-curiosity-and-continuous-relearning\" class=\"wp-block-heading\"><strong>5. Encourage curiosity and continuous relearning<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Being curious about how others work can help employees reconsider familiar methods to unlearn. Make those conversations part of the working week by:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Creating space for knowledge sharing across teams.<\/li>\n\n\n\n<li>Encouraging employees to learn from each other\u2019s experiences.<\/li>\n\n\n\n<li>Using discussion boards, peer learning, or mentoring.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Then help employees try what they\u2019ve discovered in their own work. A useful idea from a colleague becomes easier to adopt when people have time to test it and access to guidance if they get stuck.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Support learning in the flow of work with quick, accessible resources, guidance within the tools employees already use, and opportunities to explore new approaches during regular tasks.<\/p>\n\n\n\n<h3 id=\"h-6-reinforce-relearning-over-time\" class=\"wp-block-heading\"><strong>6. Reinforce relearning over time<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Unlearning doesn\u2019t happen in one session. Old habits need to be replaced, and the new approach needs regular practice, especially when a busy day makes familiar methods tempting.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Build unlearning training reinforcement into everyday work through:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Microlearning:<\/strong> Short refreshers that help employees revisit a specific task or skill.<\/li>\n\n\n\n<li><strong>Nudges:<\/strong> Timely reminders to use the new approach when the relevant task comes up.<\/li>\n\n\n\n<li><strong>Repetition:<\/strong> Opportunities to practice the behavior across different situations.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">For example, after training on a new handoff process, give employees a short checklist to use during their next project. Follow up afterward to discuss which steps helped and where they returned to the old routine.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.talentlms.com\/features\/lms-reporting\"><strong>Progress tracking and reporting<\/strong><\/a> can help you monitor training participation and completion. Pair those records with manager observations and employee feedback to understand whether people are using the new approach and what support they still need.<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1876\" height=\"1050\" src=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2024\/12\/Administrator-Reports-user-dashboard.png\" alt=\"\" class=\"wp-image-25297\" style=\"aspect-ratio:1.7866666666666666;width:1876px;height:auto\" srcset=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2024\/12\/Administrator-Reports-user-dashboard.png 1876w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2024\/12\/Administrator-Reports-user-dashboard-300x168.png 300w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2024\/12\/Administrator-Reports-user-dashboard-1024x573.png 1024w, https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2024\/12\/Administrator-Reports-user-dashboard-768x430.png 768w\" sizes=\"auto, (max-width: 1876px) 100vw, 1876px\" \/><\/figure>\n\n\n\n<h2 id=\"h-unlearning-examples-at-work\" class=\"wp-block-heading\"><strong>Unlearning examples at work<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The examples below show how teams can question familiar assumptions and practice a different approach.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Familiar habit or assumption<\/strong><\/td><td><strong>What changes<\/strong><\/td><td><strong>How to put it into practice<\/strong><\/td><\/tr><tr><td><strong>Saving feedback for annual reviews.<\/strong> Employees hear about problems months after they happen.<\/td><td>Give feedback while the work is still fresh, alongside formal reviews.<\/td><td>Discuss a recent task during a regular check-in, agree on an adjustment, and revisit it after the next attempt.<\/td><\/tr><tr><td><strong>Treating classroom training as the only place learning happens.<\/strong> Employees wait for a scheduled session when they need help.<\/td><td>Make guidance and practice available during everyday work.<\/td><td>Create a short task guide employees can consult while working, then use team discussions to address recurring questions.<\/td><\/tr><tr><td><strong>Sticking to \u201cthat\u2019s not my job.\u201d<\/strong> Knowledge stays within individual roles or departments.<\/td><td>Share relevant skills across teams while keeping responsibilities clear.<\/td><td>Pair colleagues from different teams on a shared task so they can learn how each other\u2019s work affects the outcome.<\/td><\/tr><tr><td><strong>Rebuilding every report manually.<\/strong> Employees copy data between spreadsheets because that\u2019s how reporting has always worked.<\/td><td>Use a shared dashboard where it meets the team\u2019s needs, with checks for accuracy.<\/td><td>Compare dashboard figures with the existing report, resolve discrepancies, and agree on which manual steps can stop.<\/td><\/tr><tr><td><strong>Using tenure as the main reason for promotion.<\/strong> Time in a role becomes a substitute for evidence of readiness.<\/td><td>Consider demonstrated skills and the requirements of the new role.<\/td><td>Give candidates relevant assignments and assess their work against clear criteria before making a promotion decision.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 id=\"h-the-role-of-leadership-in-unlearning\" class=\"wp-block-heading\"><strong>The role of leadership in unlearning<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders set the tone for how teams approach change and whether they feel comfortable questioning old ideas. When leaders model unlearning, they show employees that reconsidering an approach is part of the job. That could mean explaining how feedback changed a decision or acknowledging that a process they introduced now needs updating.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Consistent adoption is more than twice as common among employees whose managers use the new ways of working too, at 49% versus 22%. They also create the conditions for employees to follow through. For example, a leader might ask their team to review recent projects and identify where old habits held them back. From there, they can agree on an adjustment, arrange any training needed, and check how the new approach works in practice.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To stay involved between those conversations, managers can use TalentLMS\u2019s <a href=\"https:\/\/help.talentlms.com\/hc\/en-us\/articles\/27464091325340-What-is-the-Group-Supervisor-role-in-TalentLMS-and-how-it-works\"><strong>Group Supervisor<\/strong><\/a> role to access their group\u2019s training reports without full administrator access. That visibility helps them identify who may need a check-in, then discuss how employees are applying the learning at work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Those discussions can also help leaders reconsider assumptions about employees\u2019 potential. At <a href=\"https:\/\/www.talentlms.com\/customers\/42-north-dental\"><strong>42 North Dental<\/strong><\/a>, a blended learning program supported front desk employees as they developed their careers. Director of Learning &amp; Development Randy Schumacher reported that some became practice managers, while 3 employees who started at the front desk became regional managers over a 3-year period.<\/p>\n\n\n\n<h2 id=\"h-measuring-the-impact-of-unlearning\" class=\"wp-block-heading\"><strong>Measuring the impact of unlearning<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Understanding the benefits of unlearning starts with measuring <strong>what happens after training<\/strong>. Decide which behavior needs to change and what improvement you expect.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One way to track progress is to compare behavior and performance over time. If employees are learning a new reporting process, for example, check whether they use it consistently, how many corrections their reports need, and how long the task takes. Record a baseline so you can compare results after they\u2019ve had time to practice.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Choose <a href=\"https:\/\/www.talentlms.com\/blog\/learning-and-development-metrics\/\"><strong>learning and development metrics<\/strong><\/a> that match the change you\u2019re working toward. You might also track <a href=\"https:\/\/www.talentlms.com\/blog\/time-to-competency\/\"><strong>time to competency<\/strong><\/a> to understand how long employees need to perform the task independently at the expected standard.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Connecting training to performance helped <a href=\"https:\/\/www.talentlms.com\/customers\/fabletics-os\"><strong>Fabletics OS<\/strong><\/a> assess its progress. Director of Global Training &amp; Communication Julie Barton reported that learner engagement rose from 85% to around 95\u201398% after introducing TalentLMS. She also credited a more knowledgeable workforce with helping the company improve across every KPI it tracked.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Alongside the numbers, gather feedback directly from employees. Surveys, interviews, and check-ins can reveal where they still rely on old habits and what makes the new approach difficult. Compare those accounts with manager observations to decide whether employees need more practice, clearer guidance, or changes to the process itself.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When reviewing results, account for other changes, such as staffing levels, workload, or new tools. Improvements after training can help you assess progress, but they don\u2019t establish that unlearning alone caused the change.<\/p>\n\n\n\n<h2 id=\"h-unlearning-in-the-workplace-letting-go-builds-real-skills\" class=\"wp-block-heading\"><strong>Unlearning in the workplace: Letting go builds real skills<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As work changes, employees need opportunities to reconsider familiar methods and practice better approaches. Helping them recognize what no longer works gives them a clearer reason to use what they learn.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Start with a recurring problem your team already wants to solve. Discuss the habit behind it, agree on an approach to test, and make time to review what happened. Those conversations help you decide what support people need as they unlearn, relearn, and apply new ways of working.<\/p>\n\n\n\n<h2 id=\"h-faqs\" class=\"wp-block-heading\"><b>FAQs<\/b><\/h2>\n\n\n<div style=\"--tb-faq-gap:var(--wp--preset--spacing--250)\" class=\"faq-wrapper wp-block-talent-blog-faq\"><details class=\"faq-item wp-block-talent-blog-faq-item\" open><summary class=\"faq-question\"><strong><strong>What does unlearning mean in the workplace?<\/strong><\/strong><\/summary><div class=\"faq-answer\"><p class=\"wp-block-paragraph\">The unlearning process at work is the act of questioning and replacing traditional education, outdated knowledge, habits, and assumptions that no longer support performance. It helps employees adopt approaches and new perspectives that better fit their current responsibilities.<\/p><\/div><\/details>\n\n<details class=\"faq-item wp-block-talent-blog-faq-item\" open><summary class=\"faq-question\"><strong><strong>Why is unlearning important for employee performance?<\/strong><\/strong><\/summary><div class=\"faq-answer\"><p class=\"wp-block-paragraph\">Outdated habits can limit performance even when employees complete training. Recognizing and changing those habits helps employees put new skills into practice and adjust how they work as their responsibilities change.<\/p><\/div><\/details><div class=\"faq-schema\"><script type=\"application\/ld+json\">{\"@context\":\"https:\/\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"What does unlearning mean in the workplace?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"The unlearning process at work is the act of questioning and replacing traditional education, outdated knowledge, habits, and assumptions that no longer support performance. It helps employees adopt approaches and new perspectives that better fit their current responsibilities.\"}},{\"@type\":\"Question\",\"name\":\"Why is unlearning important for employee performance?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Outdated habits can limit performance even when employees complete training. Recognizing and changing those habits helps employees put new skills into practice and adjust how they work as their responsibilities change.\"}}]}<\/script><\/div><\/div>\n\n<div style=\"--tb-faq-gap:var(--wp--preset--spacing--250)\" class=\"faq-wrapper wp-block-talent-blog-faq\"><details class=\"faq-item wp-block-talent-blog-faq-item\" open><summary class=\"faq-question\"><strong><strong>What is the difference between learning, unlearning, and relearning?<\/strong><\/strong><\/summary><div class=\"faq-answer\"><p class=\"wp-block-paragraph\">Learning means gaining new knowledge or skills. Unlearning means letting go of what no longer works, while relearning involves adopting updated approaches. Together, they help people adjust their work as circumstances change.<\/p><\/div><\/details>\n\n<details class=\"faq-item wp-block-talent-blog-faq-item\" open><summary class=\"faq-question\"><strong><strong>How can organizations encourage unlearning in the workplace?<\/strong><\/strong><\/summary><div class=\"faq-answer\"><p class=\"wp-block-paragraph\">Organizations can help employees identify outdated habits, question assumptions, and practice different approaches. Managers support that process by explaining why changes matter, listening to concerns, and giving feedback as employees apply what they\u2019ve learned.<\/p><\/div><\/details><div class=\"faq-schema\"><script type=\"application\/ld+json\">{\"@context\":\"https:\/\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"What is the difference between learning, unlearning, and relearning?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Learning means gaining new knowledge or skills. Unlearning means letting go of what no longer works, while relearning involves adopting updated approaches. Together, they help people adjust their work as circumstances change.\"}},{\"@type\":\"Question\",\"name\":\"How can organizations encourage unlearning in the workplace?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Organizations can help employees identify outdated habits, question assumptions, and practice different approaches. Managers support that process by explaining why changes matter, listening to concerns, and giving feedback as employees apply what they\u2019ve learned.\"}}]}<\/script><\/div><\/div>\n\n<div style=\"--tb-faq-gap:var(--wp--preset--spacing--250)\" class=\"faq-wrapper wp-block-talent-blog-faq\"><details class=\"faq-item wp-block-talent-blog-faq-item\" open><summary class=\"faq-question\"><strong><strong>What are the signs that employees need to unlearn outdated skills?<\/strong><\/strong><\/summary><div class=\"faq-answer\"><p class=\"wp-block-paragraph\">Common signs include returning to old processes, relying on \u201cwe\u2019ve always done it this way,\u201d and repeating mistakes despite training. Discuss these patterns with employees to understand whether an established habit, unclear guidance, or another obstacle is causing the problem.<br><\/p><\/div><\/details>\n\n<details class=\"faq-item wp-block-talent-blog-faq-item\" open><summary class=\"faq-question\"><strong><strong>What is an example of unlearning at work?<\/strong><\/strong><\/summary><div class=\"faq-answer\"><p class=\"wp-block-paragraph\">A manager who saves feedback for annual reviews may realize that employees repeat mistakes while waiting for guidance. They reconsider that habit and begin discussing recent work in regular check-ins, giving employees opportunities to adjust sooner.<\/p><\/div><\/details><div class=\"faq-schema\"><script type=\"application\/ld+json\">{\"@context\":\"https:\/\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"What are the signs that employees need to unlearn outdated skills?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Common signs include returning to old processes, relying on \u201cwe\u2019ve always done it this way,\u201d and repeating mistakes despite training. Discuss these patterns with employees to understand whether an established habit, unclear guidance, or another obstacle is causing the problem.\"}},{\"@type\":\"Question\",\"name\":\"What is an example of unlearning at work?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"A manager who saves feedback for annual reviews may realize that employees repeat mistakes while waiting for guidance. They reconsider that habit and begin discussing recent work in regular check-ins, giving employees opportunities to adjust sooner.\"}}]}<\/script><\/div><\/div>\n\n<div style=\"--tb-faq-gap:var(--wp--preset--spacing--250)\" class=\"faq-wrapper wp-block-talent-blog-faq\"><details class=\"faq-item wp-block-talent-blog-faq-item\" open><summary class=\"faq-question\"><strong><strong>What are the barriers to unlearning?<\/strong><\/strong><\/summary><div class=\"faq-answer\"><p class=\"wp-block-paragraph\">Common barriers include fear of making mistakes, confidence tied to existing expertise, time pressure, and workplace expectations that reward old habits. Employees may need practice, reassurance, or changes to team routines before they can consistently use a new approach.<\/p><\/div><\/details><div class=\"faq-schema\"><script type=\"application\/ld+json\">{\"@context\":\"https:\/\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"What are the barriers to unlearning?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Common barriers include fear of making mistakes, confidence tied to existing expertise, time pressure, and workplace expectations that reward old habits. Employees may need practice, reassurance, or changes to team routines before they can consistently use a new approach.\"}}]}<\/script><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>You\u2019ve probably heard it before. \u201cNever stop learning.\u201d But there\u2019s a part people often overlook. As work changes, some of the habits and assumptions that once helped us succeed may need to change too. Learning a new process can mean recognizing when a familiar approach no longer works and practicing a different way. That can [&hellip;]<\/p>\n","protected":false},"author":66,"featured_media":27482,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"custom_last_edited_date":"20261104","expert_name":"","expert_position":"","expert_linkedin":"","expert_thumb":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[221],"tags":[387,9872,9891],"class_list":["post-19827","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-instructional-design","tag-company-culture","tag-learning-and-development","tag-workplace-culture"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.6 (Yoast SEO v28.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The Power Of Unlearning: Relearn The Way You Learn<\/title>\n<meta name=\"description\" content=\"Explore unlearning at work, with practical ways to help employees replace outdated habits, apply new skills, and measure progress.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.talentlms.com\/blog\/power-of-unlearning\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Power of Unlearning: Relearn the Way You Learn\" \/>\n<meta property=\"og:description\" content=\"Explore unlearning at work, with practical ways to help employees replace outdated habits, apply new skills, and measure progress.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.talentlms.com\/blog\/power-of-unlearning\/\" \/>\n<meta property=\"og:site_name\" content=\"TalentLMS Blog\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/talentlms\" \/>\n<meta property=\"article:published_time\" content=\"2023-08-28T10:44:32+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-11-04T11:45:31+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/08\/The-power-of-unlearning-26Oct2026-BIG.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"628\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Elena Koumparaki\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@talentlms\" \/>\n<meta name=\"twitter:site\" content=\"@talentlms\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Elena Koumparaki\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"17 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.talentlms.com\\\/blog\\\/power-of-unlearning\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.talentlms.com\\\/blog\\\/power-of-unlearning\\\/\"},\"author\":{\"name\":\"Elena Koumparaki\",\"@id\":\"https:\\\/\\\/www.talentlms.com\\\/blog\\\/#\\\/schema\\\/person\\\/6f3a9bd51a976c0975d90242d3586a5c\"},\"headline\":\"The Power of Unlearning: Relearn the Way You Learn\",\"datePublished\":\"2023-08-28T10:44:32+00:00\",\"dateModified\":\"2026-11-04T11:45:31+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.talentlms.com\\\/blog\\\/power-of-unlearning\\\/\"},\"wordCount\":3578,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/www.talentlms.com\\\/blog\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.talentlms.com\\\/blog\\\/power-of-unlearning\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.talentlms.com\\\/blog\\\/wp-content\\\/uploads\\\/2023\\\/08\\\/The-power-of-unlearning-26Oct2026-BIG.webp\",\"keywords\":[\"Company Culture\",\"learning and development\",\"workplace culture\"],\"articleSection\":[\"Instructional Design &amp; 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