“Learning is a social process: it occurs first between people and then within the individual.”
— Lev Vygotsky
“We learn when we reflect on what we are doing while we are doing it.”
— Donald Schön
“Learning arises from meaningful conversation.”
— Margaret Wheatley
d‑Vops es partner de Qomenius en Latinoamérica. Acompañamos a las organizaciones en la adopción de modelos de aprendizaje colectivo, autonomía y desarrollo continuo, integrando Qomenius dentro de procesos reales de transformación organizacional.
Who is it for?
Qomenius is a unique online learning platform that enables learning in small, large, and extremely large groups. It scales effortlessly, allowing for rapid and sustainable development of individuals, teams, and entire organizations.
Qomenius represents a new approach to workplace learning: integrated into real work, conversation-based, and geared towards creating tangible impact.
Want to implement Qomenius immediately? With ready-to-use solutions like Qomenius Nano, you can start in a matter of days. Additionally, Qomenius Tech is available under a licensing model that allows for the integration of large-scale learning technology within your organization.
About Training
With Qomenius, we are redefining team development.
Some organizations adopt specific operational characteristics that allow them to adapt to the context, enhancing the autonomy of teams and decentralizing decision-making.
Now, how can we approach Organizational Development? What is Developing an Organization all about?
The need for adaptation is not in question. It is also unquestionable that all organizations seek to adapt to the context in some way, under their criteria and conditions. But only some can do it in time, and this is the starting point to understand why we need to design the organization so that it can be adaptative in an organic way.
In this training, we will teach the characteristics that organizations adopt to increase their adaptation capabilities. What makes the difference? What will allow improving adaptation speed? What do we need to transform so that organizations can sustain these characteristics over time? Why is it better to adopt these characteristics?
Nano is a set of four modules of knowledge connected by a common purpose. It addresses real day-to-day problems of organizations and allows teams to develop agency for change, autonomy, and collective learning.
Qomenius Nano is a pioneering approach to team development: 100% virtual, scalable, and no need for external facilitators. It is specially designed for teams distributed in multiple locations or countries, although it is equally effective for co-located teams.
Each Nano cycle is composed of four online sessions of 90 minutes. In total, there are 360 minutes of deep conversations and collective reflection, always connected with the real work of the team. The process is self-organized and includes integrated documentation.
¿Qué ofrece Qomenius Nano?
Autonomous team development, without experts or external supervision.
Technology and content designed to facilitate meaningful learning within the team.
Immediate availability through online purchase or by contacting the Qomenius team and their partners for personalized solutions.
Nano es ideal, si:
You want more cohesive, effective teams with the capacity for continuous learning.
Are you looking for a straightforward way to offer team development across multiple departments or the entire organization?
You need to scale learning processes without heavy administrative burdens.
At the end of a Nano cycle, it is possible to add an optional 60-minute team coaching session, facilitated by an experienced coach.development environments
How does it work?
How does Nano work?
Rhythm: small groups meet online every 7 to 14 days for 90 minutes.
Content: each session introduces relevant topics, immediately applicable to the team's work.
Small groups: sessions are conducted with 4 to 6 people. In larger teams, parallel groups are formed.
Available Topics
Nano Cycles available
The new team
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.
Decentralization
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.
Team Conflict Resolution
For teams that want to address conflicts more consciously and constructively.
The virtual team
Designed for teams that work primarily in a remote or hybrid way.
More self-organization
For teams seeking to adopt more autonomous, coordinated, and effective ways of working.
Coaching Sessions
60-minute virtual coaching session for teams that have completed a Nano cycle. It allows for deepening learnings, reflecting on specific situations, and supporting the transfer to real work. Sessions are coordinated according to the team's topics of interest and the required language.
Don't hesitate to reach out to us; we can talk today:
ernesto@d-vops.com
+54 9 2645 10-5069
United States, Mexico, Argentina.
www.d-vops.com
