Cooplexity® Model
Developing trust so that control becomes unnecessary
A model explaining 70% of collaborative performance, empirically validated through research with 600+ executives across 52 management teams in 12 industries.
Modelo Cooplexity®
Desarrollar la confianza para que el control sea innecesario
Un modelo que explica el 70% del rendimiento colaborativo y ha sido validado empíricamente con más de 600 directivos en 52 equipos equivalentes de 12 sectores.
Trust makes things happen
Real change is not imposed. It's built. Cooplexity® defines how to develop that trust step by step.
How to create committed, self-coordinating teams.
Transformation
Transformation does not occur through declarations.
It happens when trust removes friction from execution.
The speed of change depends on building a foundation of trust that enables people to act using shared judgment.
When trust becomes structural, organisations learn faster than their environment, turning change from a threat into a capability.
Commitment
Commitment cannot be forced. It emerges when people feel part of the project and know that their voices have an impact.
Teams that work well do not avoid disagreement. They sustain it without breaking the relationship. Trust transforms difficult conversations into progress.
When commitment is genuine, responsibility no longer depends on supervision.
Empowerment
Empowerment is not about delegating tasks. It is about sharing judgment.
It means people can make decisions within clear boundaries and learn from mistakes without destabilising the system.
Trust enables individuals to assume greater responsibility without fear. When empowerment is real, talent does not merely develop. It integrates and multiplies across the organisation.
Making things happen is not easy, but it's possible when trust replaces control.
Cooplexity outlines how to build that trust step by step.
The problem is not structure. The problem is trust.
Organisations are adopting agile frameworks, flat structures, and self-management methodologies. However, many fail, not because of the framework itself, but because they decentralise without having developed the necessary conditions.
Decentralisation without trust increases fragmentation, not agility. Teams without shared vision generate more friction, not less control. Autonomy without commitment produces disorganisation, not empowerment.
Cooplexity doesn't propose a different structure. It defines what must happen before decentralisation for it to work. It doesn't compete with Agile, Holacracy, or Management 3.0. It complements them by preparing teams to adopt them.
The three pillars of success
Emotional
Without emotional connection, there is no real commitment.
Collective
Cultural change requires agreement, not imposition.
Based on trust
Trust accelerates; mistrust paralyses
How Trust is Developed
Knowledge does not change behaviour. Emotional experience does. Training Games implements the model.
The Cooplexity model is implemented through experiential learning and business simulation. Teams face real-life scenarios of interdependence, limited resources, and negotiation. These are not merely case studies or theoretical; they provide a tangible experience.
Training Games has been creating these experiences since 1995. Fourteen IBEX-35 companies and numerous national and multinational corporations have trusted them.
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I met Ricardo at ESADE, where he guided and coached me during an intensive four-day interactive learning experience on leadership and organisational development. Ricardo stood out because of his passion and enthusiasm, and I felt very fortunate to have him as a coach owing to his profound knowledge of the subject, remarkable talent, and impeccable manners in such a sensitive topic.
Gonzalo Saiz
Head of Marketing - Bankinter
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Learning to harness my natural leadership and adapt it for effective teamwork was valuable practice. Overall, it was an intense and highly recommended experience for those eager to learn different methodologies.
Jordi Ballesté
Chief Executive Officer - Angelini Group
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It is a playful and interactive method for practically managing a set of management concepts that I recommend to all companies seeking the involvement and alignment of their key employees. It promotes a greater focus on results and a comprehensive understanding of the main variables in an income statement.
Jérôme Boesch
General Manager Danone España
Distributed leadership is the goal.
Distributed leadership arises when teams self-coordination without hierarchical control. It is not simply implemented, but cultivated. The Cooplexity model outlines the six steps to building the trust that enables it.
Six Steps to Self-Coordination
A strong trust-building model developed through extensive research aimed at encouraging collaboration in evolving environments.
