I work with organizations in their cultural transformation with an approach based on extensive research on the trust development model.

VUCA World?

The three pillars of success

It considers emotions 

No one commits to something they do not share that is imposed on them or in whose solution they do not believe.

It is a collective process

Changing culture involves a collective agreement of new shared values and beliefs, influencing behaviour and interaction.

It is based on trust

Trust is the essence of any human relationship. Change enhances commitment when there is trust and fear when there is distrust.

He specialises in Distributed Leadership

Distributed Leadership is considered a set of spontaneous and interconnected collective initiatives

Since 1995 researching and promoting Distributed Leadership to transform modern organisations into competitive and sustainable working places and as a catalyst to develop talent and well-being for professionals.


I met Ricardo at ESADE guiding and coaching me during an intensive four days interactive learning experience on leadership and organizational development.
Ricardo stood out because of his passion and enthusiasm and he made me feel very fortunate having him as a coach because of his profound knowledge on the subject, amazing talent and exquisite manners with such a delicate topic.

Gonzalo Saiz

Head of Marketing - Bankinter


Learning to dominate my natural leadership to adapt it to real teamwork was a good practice.
Overall, an intense and very recommendable experience for people who want to learn different methodologies.

Jordi Ballesté
Chief Executive Officer - Angelini Group


It is a playful and interactive way of managing concretely a set of management concepts that I recommend to all companies that seek the involvement and alignment of their key employees. It helps a greater orientation to results and a complete understanding of the main variables of an income statement.

Jérôme Boesch 
General Manager Danone España

The Cooplexity trust development model

Six steps towards collaboration 

A solid development model of trust resulting from extensive research focused on driving collaboration in changing environments


Motivate and encourage the participation of natural or transversal teams. Recognise initiatives and contributions.


To share purpose, values and strategy. To accept diversity as leverage of shared leadership.


To transmit messages, train, or develop skills. Playful dynamics highly stimulate learning.

The Trust Development model

This model, developed after ten years of research, provides a step-by-step method for developing trust in a relationship.
Our experiential learning methodology consists of a business simulation to live, validate, and project the model to real life.

A LinkedIn trending topic (more than 19,000 views)

The Key Structural Elements

Six critical elements define how we relate to each other. We say structures influence behaviour.
We work on them to impact what we do and how we do it and improve performance.


The difference lies in experience

What I can offer you based on my expertise, knowledge and skills


I design cultural transformational programs precisely customised for clients' needs. Starting from measures aims to generate action and change the organisation at everyone's levels.


I develop games and simulations focused on reaching emotions while transmitting specific content or concepts. I want to convince by living an experience which validates it.


Diversity enriches organisations but is more challenging to manage. I help critical players develop their participative leadership skills with an executive coaching program.

Cultural transformation

Key idea: No one commits to something they do not share that is imposed on them or in whose solution they do not believe.

In interactive workshops, participants share diagnoses, generate ideas and commit to a common project, while a team business simulation develops collaborative competencies, creates trust and motivates.

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Gamified training

Key idea: “We are not thinking machines that feel, we are feeling machines that think” ― António R. Damásio.

Simulation and gaming bring a very high emotional value to learning. Experiencing the concepts helps to validate them and facilitates engagement.

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Executive Coaching

Key idea: Regardless of character or personality, practising participative behaviours and turning them into habits with a conscious practice exercise is possible.

A scientific method with executive coaching techniques to become the best version of yourself, whether you lead or are part of a team.

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When you need the support of many

All diversity and specialised resources are at your service—knowledge, assets and team experience, support, tutoring and systems.


We are your dream team, impossible to find under a single firm—specialisation, diversity and multi-focus approach.


Sometimes you need to be in person, the cultural connection or the audience's language to connect and get things done.


Whether you are a final client or a network potential affiliate, if you are intrigued about us, we are always open to listening to you.

The Cooplexity network

Cooplexity stands for cooperation in complexity.

Our roots are systems theory and complexity science. Since our beginnings, we have considered trust and collaborative teams fundamental for organizations to achieve results. Our network is based on the same principles.

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