Vectia Learning Systems ways of working
Vectia Learning Systems has experience in working on all organisational levels with both individual and groups. Our aim is to create interaction between the different levels, which creates the best preconditions for implementing new concepts and other forms of change.
Our strengths are that we focus on actionability and engagement, and we are the only firm in Finland that is able to combine an analytic learning experience with learning that happens on an emotional level. Our point of view is that learning always happens through interaction. This is why we challenge participants to share their reflectations by creating a safe setting for this to happen and by offering tools for discussion.
Our working methods are based on developmental work research and on J.L. Moreno’s theories on roles and sociometrics. We use several action-based methods that encourage participants to express their own views and opinions. These methods facilitate achieving the core questions, which enables the usage of different perspectives also in fast-paced work.
The cornerstones of our working methods
Principles of work practice design
1) Work practices are ways of working, that is what is done and said.
2) In order to change work practices they need to be made visible.
3) Work practices can and should be designed, a person’s personality should not.
4) Work practices are contextual; they are affected by surrounding structure and by the individual.
5) Practices have memories: an organisation’s memory always equals the sum of its memories of practices.
Theory, practice, emotion, reason
Everyday actions and practices work as mirrors for development. We find structure in practice with the help of tools from developmental work research; Moreno’s role theory and action methods facilitate digging into the emotional side and hidden thoughts and feelings, for example from an individual’s point of view in change situations.
Change / development cycles
The change cycle helps to understand and organise change in its different stages. The Vectia Learning Systems development process builds upon the stages in the cycle, as both manager and employee roles and tasks vary depending on which in which stage of the change cycle they are. In this process Vectia Learning Systems’ consultants work as learning coaches and enablers for the organisation’s own activities.
Work practice model
In order to depict work practices we use a so called action structure model, with the help of which we identify work related tensions and conflicts that work as triggers for development.
Tools for disclosure
The tools for disclosure work both as mirroring materials for everyday practices and as tools for illustrating immediate reactions. They also facilitate orientation.