The Power of Unlearning
In leadership, we’re often told to look forward—to innovate, to strategize, and to adapt. But what if some of the most important steps aren’t forward at all? What if true progress in Equity, Diversity, and Inclusion (EDI) demands that we first pause, turn back, and unlearn what we thought we knew.
Unlearning isn’t glamorous. It’s uncomfortable, sometimes even painful. It requires humility and a willingness to confront the reality that we might be part of the problem we’re trying to solve. Yet, unlearning can be the most transformative step toward a genuinely inclusive culture for those who have the courage to confront it.
In our fast-paced world, we’re constantly asked to absorb new information and develop new skills. But true growth often requires creating space for it by letting go of what no longer serves us. This is the essence of unlearning: to move forward, we sometimes need to take a step back and re-evaluate our existing beliefs and practices.
Reflecting on Our Own Assumptions
Unlearning is about examining parts of ourselves that we’ve left unchallenged—the biases, habits, and assumptions that we carry with us. These may appear as unspoken rules, values we assume are universal, or longstanding practices we’ve accepted without question. When we unlearn, we’re scrutinizing these assumptions, questioning why we hold them, and whether they align with an evolving and inclusive world we want to build.
This isn’t about criticizing ourselves for what we didn’t know; it’s about recognizing that progress requires us to confront our own limitations and move beyond them. It’s an opportunity to let go of beliefs that may have served us once but are now barriers to growth, both personally and within our organizations.
Letting Go to Make Space for What’s Next
One of the biggest challenges with unlearning is that it often involves releasing something familiar—something that has given us a sense of comfort, stability or control. In EDI work, this might mean accepting that our way of seeing the world is just one perspective among many, and there may not be a right or wrong – just different. Unlearning isn’t necessarily about abandoning our values; it’s about embracing the idea that our truth is just one among many and that there’s power in understanding perspectives we might have previously dismissed or overlooked.
This can feel unsettling, especially for leaders who are accustomed to feeling in control. But unlearning requires admitting that the solutions we once relied on may no longer be sufficient. What worked yesterday might not work tomorrow, and adaptability depends on a willingness to let go. By releasing these outdated ideas, we make room for new, more inclusive practices that can better respond to the diverse needs of today’s workforce.
Unlearning is not a one-time event; it’s a lifelong commitment to reflection and growth. For leaders, this means viewing EDI not as a task or initiative but as a mindset—a constant re-evaluation of what it means to lead inclusively. The power of unlearning lies in its ability to transform how we engage with the world. It asks us to be vulnerable, to embrace new perspectives, and to understand that true growth is not about how much we know, but how willing we are to question what we know.
So, as you reflect on your role as a leader, consider this: What might you need to unlearn to truly move forward? What beliefs or habits could be holding you back from embracing EDI in a way that’s both effective and transformative? Embracing unlearning might just be the key to unlocking a more inclusive, adaptable, and impactful leadership journey. Letting go allows us to grow in ways we never thought possible.
