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Learning to rewind the hard-earned knowledge and unwind experiences is a tough challenge.

But more importantly we must be willing to let go of outdated practices, technologies and embrace ourselves with latest trends and technologies.

Employees must be openminded to be re-trained and enhance their competitiveness in the ever-evolving technological era. Unlearning is to upgrade knowledge and not erase the expertise. The management must offer cognitive workspaces that encourage the unlearning and relearning process.

Unlearning is an uncomfortable process of change and transformation. Building on familiar foundations and treading the known paths will definitely spare us the psychological discomfort, but it places us in a risk of being outdated and losing pace in a world that’s rapidly marching forward towards technological evolution.

Let’s embrace this discomfort of change and unlearn to venture into new possibilities. Rewind your assumptions and breakdown the unlearning into a bit-by-bit process.

You may need to…

• Unlearn the skills you think are sufficient to take you to the next level?
• Unlearn how you communicate to others?
  • Unlearn how you manage and motivate yourself?
• Unlearn the target market, what they want and value?
• Unlearn how you approach growth opportunities?

Unlearning and relearning are not an end in itself. As such, the key to unlearning is originally embedded within the learner and not the teacher. In other words, it lies within “you” ….

“In your openness to being challenged,

In letting go what you think you know and

In relearning what you need to know”.

Learn something new every day to motivate and challenge yourself to reach the mark!

Relocating to a new country with new culture and traditions can be a perplexing thought in itself and the literal move may seem like a never ending mount of paperwork. To add to the above misery, comes the controversial beliefs and practices.

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I was faced with this question from a shortlisted candidate:
Will it be a crime to practice Apostasy?

Well, the question or rather the concern, really made me to ponder: what do you actually practice? Is this candidate the right fit for our work culture?

I had to admit that such a practice is legally against the law and therefore punishable. However, the extent of the verdict depends on the country’s rules and regulations. The punishment for apostasy may include an annulment of their marriage, seizure of their children, confiscation of property with ownership rights given to their guardians or being taken over by the government. Under adverse conditions, it may even go to the extent of death for the apostate etc.

We are aware of many individuals, though in a private mode, who practice the act of apostasy in order to gain various benefits. However, posing the same query to a recruiter, takes it to a different level altogether.

Have you ever faced a similar query from a potential candidate? Share your experience, thoughts on how you would have handled a similar situation.

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