The Soft Skill That’s Hard to Ignore
By Prachi Chheda
If communication is the golden child of soft skills, then unlearning is its quirky, underappreciated sibling—the one who doesn’t get much attention but always shows up when things get tough.
We’re often told what to learn. But what about what to unlearn?
As organizations evolve, so do their tools, structures, and expectations. Yet many teams continue trying to run next-gen systems on outdated thinking. Imagine installing a cutting-edge app on a clunky old operating system—it’s not going to end well.
That’s where unlearning steps in.
Why Unlearning Deserves a Seat at the Soft Skills Table
In the middle of a recent organizational shake-up at my own workplace—new leadership, fresh structures, updated processes—I noticed a clear divide. Those who embraced the changes with curiosity adapted quickly. Others, who clung tightly to “how we’ve always done it,” found themselves disoriented.
The secret sauce? Unlearning.
It’s not just my observation. Research in personality psychology shows that individuals high in “openness to experience” tend to be more curious, imaginative, and receptive to change. These are the very people who are more likely to unlearn old ways and engage meaningfully with new systems (PositivePsychology.com, 2022).
Hiring for the Unlearning Mindset
While resumes shout about technical know-how, unlearning is often a quiet whisper between the lines—disguised as adaptability, curiosity, and problem-solving. What if, during hiring, we looked beyond hard skills and began spotting candidates who show an ability (and willingness) to let go of what they know?
A candidate who asks, “Why do you do it this way?” might be on to something. They’re already signalling curiosity—one of the mental muscles that fuels unlearning.
How Employers Can Make Unlearning Part of the Culture
Let’s be clear: unlearning isn’t just an individual exercise. It thrives in an environment that invites questioning, experimentation, and yes, even a little chaos.
Here’s how employers can create space for it:
- Reframe Change as Discovery: Instead of presenting changes as “updates” to old systems, position them as entirely new challenges. Research on organizational change suggests this mindset shift makes teams more receptive and reduces friction (Tsang & Zahra, 2008).
- Celebrate Curiosity: Recognize the employees who question the status quo or propose alternative ways of working. Curiosity isn’t disruptive—it’s a catalyst.
- Foster a Growth Mindset: Not just for the business, but for individuals. Encourage people to take risks, voice ideas, and push beyond their comfort zones.
In fact, curiosity itself has been strongly linked to workplace learning and innovation. A systematic review by Wang and Li (2022) showed that curiosity plays a key role in helping employees adapt and innovate in response to change—a foundational part of unlearning.
These aren’t just feel-good culture moves. They reduce resistance during transitions, improve morale, and most importantly—help retain top talent. When people feel psychologically safe to unlearn and relearn, they stick around longer.
Tips for Employees: Practicing the Art of Unlearning
So how do you flex your unlearning muscles? A few ways:
- Notice Your Defaults: Ask yourself, “Is this the only way to do this, or just the familiar way?”
- Engage in Cross-Training: Working on a different function or shadowing a colleague can open up new ways of thinking.
- Seek Feedback—Then Act on It: Listening is great. Acting on insights is how unlearning really takes root.
- Document Your ‘Unlearning Wins’: A fun twist—keep track of something you’ve let go of each month and what it made space for.
However, why should job seekers or employees care about all this? Because unlearning makes you future-fit. The ability to shed outdated knowledge and pick up new approaches quickly is what makes professionals not just valuable—but indispensable. In dynamic industries, this adaptability often sets apart the promoted from the plateaued. It's the skill behind the skillset.
Parting Thoughts
The workplaces of tomorrow don’t just need fast learners—they need fast unlearners. Hiring for it, building environments that foster it, and actively practicing it as individuals isn’t just smart—it’s essential.
Unlearning might not yet be a line item in a job description or a KPI, but the organizations that start valuing it now? They’re already ahead.
References
PositivePsychology.com. (2022). Openness to experience: 13 characteristics of open people. https://positivepsychology.com/openness-to-experience/
Tsang, E. W. K., & Zahra, S. A. (2008). Organizational unlearning. Human Relations, 61(10), 1435–1462. https://www.researchgate.net/publication/235263268_Facilitating_Unlearning_during_Implementation_of_New_Technology
Wang, Y., & Li, Y. (2022). The role of curiosity in employee learning and innovation: A systematic review. Industrial Marketing Management, 103, 148–157. https://www.sciencedirect.com/science/article/abs/pii/S0263237322000792
