Your reliable partner for transformation.
Autonomous, decentralized, and high-performing companies. Today.
Not in 5 years.
Let's go straight to the value. Direct transformation.
About Us
We are a team of professionals with real experience in organizational transformation.
We design, experiment, and enable solutions for companies of various types and sizes.
How We Do It
Straightforward, no fluff. The change is systemic.
Through Talks, Mentoring, Workshops, Transformational Cycles, and Consulting to Sponsors and Teams.
Our process is adopted and built with the people in the organization, conversational and result-oriented in the short term.
Explore
Organizations that start their transformation must identify the real tensions within their structure and processes, rather than applying generic solutions. Exploring involves questioning assumptions, challenging inherited models, and creating low-risk experimentation spaces. In this phase, learning is key: patterns are analyzed, opportunities are discovered, and the limits of the current system are identified before defining profound changes.
Adapt
Once the context is understood, the organization adjusts its structure, practices, and operating models to eliminate frictions and enhance autonomy. Adapting does not mean copying frameworks, but integrating changes progressively and in alignment with the reality of the business. New work dynamics are created, roles are redefined without bureaucracy, and mechanisms are generated for teams to operate with greater fluidity and accountability.
Evolve
Sustainable organizations do not seek a final state, but rather the ability to change continuously without relying on consultancies or cyclical transformation projects. Evolving involves consolidating a model where teams self-regulate, constantly improve, and respond to change without the need for forced restructurings. Evolution is not a destination, but a mindset: the company becomes resilient, agile, and capable of reinventing itself without losing identity or efficiency.
Outcomes
Your company is unique, and so are your results.
You must understand to learn. Learn to transform. Transform to achieve different results.
Decentralization and Autonomy
Organizations that adopt our model evolve from rigid structures to autonomous teams with real decision-making power. As a result, hierarchical bottlenecks are eliminated, market response times are accelerated, and individuals operate with greater accountability, creating a more adaptable and resilient system. Decisions no longer rely on a bureaucratic chain but emerge from those closest to the problem, enhancing innovation and operational speed.
Practices and Methods
Our methodologies based on BetaCodex, such as xAdEv (Explore - Adapt - Evolve) and Open Space Beta, allow practices and methods within the organization not to be imposed from above but to emerge and evolve according to the reality of the context. This results in more efficient processes, less internal friction, and continuous improvement without the need for rigid frameworks or dependence on external consultancy. Teams develop the ability to adjust their working models without waiting for “permission,” creating a culture of controlled experimentation and continuous learning.
Transparency
Transparency in an organization is not just about sharing information, but making it accessible, useful, and actionable for decision-making. In our model, transparency becomes an enabler of autonomy, as it allows each team to understand its impact on the system and act accordingly. The result is a reduction in internal politics, decision-making based on real data, and increased trust between teams, eliminating hidden power dynamics that slow down organizational evolution.
Value and Profitability
Our decentralized approach generates measurable financial impact without inflating fixed costs. By eliminating unnecessary processes, reducing bureaucracy, and enabling teams to work autonomously, companies achieve greater efficiency in resource utilization and value delivery. This translates into higher profitability, lower talent turnover, and a sustained high-performance culture over time. We do not measure success in PowerPoints or meeting frequenting, but in the speed with which an organization responds to market opportunities without compromising its structure.
Organizational Hygiene
Organizations fail not only due to a lack of strategy but also by accumulating dysfunctional habits that hinder their operation and evolution. Our model helps eliminate legacy practices that no longer add value, such as unnecessary meetings, irrelevant metrics, or incentive systems that reward politics over impact. As a result, companies manage to operate with greater clarity, reduce unnecessary operational burden, and establish a system where talent focuses on delivering real value instead of navigating internal bureaucracy.
Concepts
Beta, Decentralization, Autonomy, Goals and Results.
The concepts that support transformations.
Beta
The Beta model is an alternative to traditional hierarchical structures, based on autonomous teams, decentralization, and distributed decision-making. Unlike the classic command-and-control approach, Beta organizations are living systems, capable of dynamically adapting to their environment without relying on rigid structures or centralized leadership. The key is self-organization, transparency, and continuous improvement, allowing the company to evolve without forced restructurings.
Descentralización
Decentralization is the organizational principle that allows decisions to be made where the action occurs, rather than being filtered through a hierarchy. In this model, units or teams have operational autonomy, reducing internal friction, accelerating responsiveness, and eliminating dependence on bureaucratic middle management. Decentralization is not just structural, but also cultural: it requires transparency, access to information, and an incentive system aligned with distributed decision-making.
Relative Targets
Relative targets replace the traditional concept of fixed objectives, establishing a dynamic system of continuous improvement. Instead of measuring success based on absolute and static indicators, relative goals compare a team's performance with its own progress or market benchmarks. This enables faster and more realistic adjustments, avoiding rigid objectives that become obsolete in the face of contextual changes.
Viability-Based Outcomes
This approach redefines how organizational impact is measured: instead of focusing on artificial metrics or unrealistic expectations, it evaluates what is viable and sustainable over time. Results are not imposed from above, but emerge from what truly works in practice. This allows for evidence-based strategic decisions, optimizing resource use and ensuring that changes are effectively adopted within the organizational culture.
Autonomy
Organizational autonomy implies that teams have the ability to make decisions and act without waiting for external approvals, within a framework of strategic alignment. It does not mean isolation or lack of coordination, but the existence of clear minimum rules that allow operating freely within a common purpose. Autonomy fosters accountability, innovation, and intrinsic motivation, reducing the need for external control or constant supervision.
Contact
ernesto@d-vops.com
+1 307 212-9534
+54 9 264 510-5069
United States, Mexico, Argentina.
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