{"id":5345,"date":"2019-05-03T09:34:58","date_gmt":"2019-05-03T09:34:58","guid":{"rendered":"https:\/\/glocalthinking.com\/unlearning-the-next-challenge-for-training-in-the-future\/"},"modified":"2021-08-31T10:38:53","modified_gmt":"2021-08-31T10:38:53","slug":"unlearning-the-next-challenge-for-training-in-the-future","status":"publish","type":"post","link":"https:\/\/glocalthinking.com\/en\/unlearning-the-next-challenge-for-training-in-the-future\/","title":{"rendered":"Unlearning: The Next Challenge for Training in the Future"},"content":{"rendered":"

By Lola Lotero Vecino<\/em><\/p>\n

We live in times where traditional classroom training has given way to continuous training in the workplace, where the culture of “others train me up” has transformed into “I participate in the design of my professional development”.<\/p>\n

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This change has become indispensable, in line with the McKinsey Global Institute\u2019s predictions, as by 2020 there will be 95 million people in the world without the technical training that companies demand, in addition to 85 million active workers without the necessary training to fit in these jobs.<\/p>\n

Thus, continuous learning must be the competency driving our personal and professional progress; learning and unlearning become fundamental skills for people in this new setting. To achieve this, we need to feel the curiosity to discover and be unafraid of making mistakes. Above all, we must be aware that the greatest enemy of such progress is conformism, which distances us from what we can become, only allowing us to be what we were.<\/p>\n

Companies wanting to be at the vanguard of innovation must have the learning culture installed in their DNA. That said, it is important to be clear about the learning model that we want to implement in our organization. The traditional model inherited from the industrial revolution and the Age of Enlightenment is oriented to acquiring knowledge and seeking stability. However, this vision of learning is rather outdated.<\/p>\n

From the training field we need to design a development model that facilitates employability of people, while contributing to their mobility and productivity at work. The challenge for professionals who work in the training and development field is to teach how to unlearn, getting people to question what they have been doing for years in the same old way. The problem for many teams and companies is not about knowing nor discovering more, but about unlearning. What is important is to apply, put into practice, and stop doing things that are no longer valid.<\/p>\n

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Some of the key factors that should serve as a guide for creating this new model are as follows:<\/p>\n

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