Conflux provides expert-led group learning for adopting fast flow and Team Topologies.

Consolidate and align understanding of Team Topologies patterns and practices within your leadership team after your book club reading. Bring coherence and a common language to future discussions within the leadership group. Accelerate your transformation and avoid conflicting initiatives.

Find good boundaries for fast flow using Independent Service Heuristics. Upskill your Enabling teams to use Independent Service Heuristics as part of Team Topologies adoption. Take steps to develop an organization-wide adaptive approach to teams and service ownership.

Building a culture of psychological safety in teams and across an organization is not something that just happens either by chance or possibly because the leadership wishes it. People need to be shown the way, and given the necessary time and space to learn what psychological safety is about, and to learn and practice the techniques and new ways of working.

Accelerate the adoption and evolution of fast flow and Team Topologies within your organization (or within your customers’ organizations) through deep insights into the key ideas and techniques that work well “on the ground”. Put into practice the ideas and techniques through guided exercises and discussions.

Explore and sense-check your organization’s current direction and approach to adopting fast flow and Team Topologies. Create shared understanding and new insights through facilitated group dialog. Coalesce around a common language or mental model to achieve clarity and alignment.

Organizations whose activity includes the delivery and operation of software face ever-greater pressure to go fast - to meet the expectations of their customers, and to beat their competitors to market with new products and services. In order to be able to achieve the goal of moving faster, and deliver more value more quickly, organizations will need to organize for fast flow, and adopt a fast-flow operating model.

Psychological safety is an essential requirement for organizations looking to achieve, navigate, and sustain a fast flow of change. But how do you go about creating psychological safety in your organization? And whose responsibility is it? How do you even begin a conversation about psychological safety if people don’t feel psychologically safe?