Learn, Then Unlearn And Relearn - Using Feedback To Help You

by Skill Packs skillpacks

In times of rapid change, learning is only part of the way towards success. You need to learn, then unlearn and relearn. This is because many of the things you learn have become outdated, they are no longer true.

 

Here are a few examples:

 

Markets are changing fast. What you learnt about your competitors just a few months ago may no longer be true. You need to be willing to constantly learn, then unlearn and relearn what you know about the market.

 

Technology is changing even faster. What you knew about your channels to market, the best ways of reaching your customers, may no longer be true.

 

For both these reasons, customer expectations are changing rapidly too. What you previously considered to be ‘best practice’ in the market may now be lagging the market and the expectations of your customers.

 

These are just a few examples of what you need to be constantly learning and unlearning.

 

At a more profound level you must also learn, then unlearn and relearn what you know about yourself. You may think you have strengths in certain areas: perhaps your leadership skills, your grasp of technology, your understanding of the industry. But all these strengths are contextual, and the context is a shifting like sand beneath your feet.

 

One of the best ways of making sure you continue to unlearn and relearn is by getting feedback from your coworkers.

 

Requesting feedback from your coworkers should be a regular practice that becomes habit. Take the time to think about what you want to get feedback about (and how it aligns to your development plans) and who you would like to get feedback from. Approach them with the request, show your appreciation, then let them know how you take action as a result of the feedback they provide. You’ll soon have a valuable source of insight to help you.

 

You should also be into the habit of providing effective feedback yourself.

 

Effective feedback has a simple structure. It would usually start with a question, for example: “Do you have a moment to discuss how that meeting went?”. It’s useful to ask this type of question because it gets buy-in, the person you’re talking with can choose whether to say yes or no.

 

The feedback itself has 3 steps:

1.       What happened

2.       The impact

3.       The desired future action

 

The feedback should be short and sweet. For example: “You interrupted me several times during that meeting, as a result I feel like you’re not really listening to me. Please wait until I’ve finished speaking in future.”

 

Finally, open the dialogue with a question, for example: “what are your thoughts on that?”.

 

It might seem scary to get into the habit of giving and receiving feedback, but the more you do it the more comfortable you will be. And it’s a great way to stay connected. It will help you learn, unlearn and relearn through-out your career. 

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Created on Jun 19th 2020 23:47. Viewed 179 times.

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