Three-fold Unlearning to Rethink Leadership Development

Over the years, I’ve experienced two emerging dynamics regarding leadership and employee development: the concern over measuring success and the efficacy of development work. The focus on measuring often prevents the very kind of unlearning required for effective employee development today.

The best development model reveals a three-fold view of new knowledge, new perceptions, and new practices. This view is most effective because it naturally includes unlearning.

The dilemma, however, remains satisfying our preoccupation with return on investment (ROI), which finds it hard to measure unlearning.

The Dilemma of Measuring ROI

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By |2022-01-28T15:22:36-05:00May 24th, 2021|Blog|0 Comments

Art of Unlearning, Part 3: Practice Changing Our View

It is the truth that liberates, not your efforts to be free. — J. Krishnamurti

Unlearning involves breaking down the origins of our thoughts, attitudes, behaviors, feelings, and biases.

In the first part of this three-part series, we examined four ways of seeing: the default view, with our reflexive thoughts; the small view, with concrete ideas; the large view governed DOWNLOAD PDF

By |2022-05-19T12:08:29-04:00March 24th, 2021|Blog|0 Comments

Art of Unlearning, part 2: Mindsets that Impede Unlearning

In our last blog, we explored four ways of seeing: the default view, the small view, the large view, and the whole view. Each of these views expands beyond the self to include more variables, optimize greater complexity and change, and cultivate more space for unlearning, which is critical for learning today.

In this part, I focus on impediments to unlearning that cultivate the final “whole view,” and in Part 3, I will explore practices to cultivate unlearning.

Recall

By |2022-05-19T12:05:58-04:00March 1st, 2021|Blog|0 Comments
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