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Unleashing the power of collective learning: Insights from ‘Succession

Embracing unity, skills, and unlearning in your team

You want to get better. Or you’ve heard some feedback from someone outside the team. You need to lift, you need to learn.

In this blog, we’ll explore the TV show ‘Succession’. The shows follows the power struggles and dynamics within a wealthy and dysfunctional media family empire: the Roy family.

The show is a great way to illustrate concepts about learning and unlearning as a team. Knowing what doesn’t work is as helpful as what works.

Learning together

Working together

As the show progresses, the Roys sometimes realise they’re strongest when they present a united front.

This helped them in a few critical business negotiations and crises where the family members put aside their differences to protect their shared interests.

Making plans

As the Roys plan a major acquisition for their media empire, each family member brings their insights and perspectives to the table. 

However, they eventually pulled off the acquisition successfully by working together, solidifying their position in the media industry.

Understanding consequences

One of the company’s shareholders met with 2 family members to get reassurance about his investment. However, the family members didn’t present a united front. 

This led the shareholder to lose confidence in their leadership.

Unlearning together

Power assumptions

The Roys are obsessed with power and control. They hold onto this mindset even though it caused strained relationships, personal misery, and public scandals.

They never realise that true power lies in leading through empathy, compassion, and collaboration rather than control.

Feeling invincible

As the Roys revel in their wealth and success, they often feel invincible and above consequences. But a series of legal and personal challenges shake their belief in their invincibility. 

The most devastating challenge was in season 4 where 2 members of the family lose a leadership vote by the board. They realise they were never worthy successors.


Initially, the Roys believe in absolute loyalty to their family but they gradually unlearn this through internal power struggles and betrayals.

In the end, continuing distrust led to one of their own voting against them—which lost the family leadership of the company.

The Roys’ journey of learning and unlearning serves as a powerful reminder:

that teams and individuals can evolve, adapt, and become better  – or worse. To the benefit or the detriment of teams.


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