The document summarizes executive seminars and training programs offered by Confluence. It describes five upcoming programs in the first quarter of 2017 focused on lean transformation, business dynamics, sales and marketing, leadership integration, and culture dynamics. The programs aim to teach executives to make confluent decisions by applying integrative approaches that account for dynamics, emergence, feedback loops, time lags and stakeholder needs to optimize organizational performance in today's complex environment.

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Confluence: The Executive Imperative The Seminars for Executive Development –
continued:
The Leader Integrator:
Dates: April 24 – 27, 2017.
For: Executives and Senior Managers (and high potential specialists)
responsible for leading the organization and its various
departments, functions,partnerships/alliances,and processes.
Areas: All business and corporate areas.
Goals: Understand the various types of leadership theories and their
impact on practices; identify and practice inclusive behaviors that
integrate effectively; use conflict as a means to relationship-
building; deliberate diversity; real-time feedbacks; enhance the
foundationsof innovation.
Format: Lectures; integrative skill-building; journaling; critiquing; building
scripts; relationship building; differentiatinggroups vs. teams.
Advances in Culture Dynamics:
Date: May 24, 2017.
For: Executives and Senior Managers responsible for culture building
and development across the organization and its alliances/
partnerships.
Areas: Organizational leaders from all areas, especially those
responsible for designing and monitoring cultural changes and
managing conflicts in real-time.
Goals: Understand the dynamic roots of organizational cultures;
implementing change; quantifying cultural levels; monitoring the
trends in business and corporate culture; multi-generational
value propositions.
Format: Understand the interrelationships among key variables of culture;
identify your own culture in a dynamic context; build policies and
strategies for creating effective cultural imprints; clarify the
attributes of culture that can be quantified and monitored.
Note: Registration deadlines are typically 2-4 weeks prior to the start of the
programs. Each program has pre-work that must be completed in
advanceof program start.
Confluence:
The purposeful flowing together of fundamental organizational
activities so that these consistently result in synergy along the three
axes that matter most.
Why an imperative?
Accelerating external changes and varied internal complexities
confound executive decision-making and compromise organizational
performance. Reductionist and static frameworks of the past cannot
optimize the full potential of leveraging change or of staying ahead of
the curve.
Futuristic organizations endeavor to achieve confluence. They are
applying fresh approaches to their business models, methods, and
processes to include the realities of the 21st century.
• How do we integrate the 3P’s?
• Who creates policy resistance?
• Which realities are nonlinear?
• Where do classical silos persist?
• What are the ordeals of growth?
• What is the right leadership approach?
• Why is some feedback counterintuitive?
• How much do hard/soft factors teeter-totter?
• Why do standard processes not work every time?
• Can mixing and matching management models fail?
• Why can even the best of leaders sometimes be ineffective?
• How do we account for blurring boundaries with our alliances?
• As realities keep emerging, why do we keep playing catch-up?
• When does feedback become intuitive and when counterintuitive?
• Whose paradigm matters during crises? During growth? And,
during stability?
• What are the effects of our decisions over various time horizons?
PROFIT
PEOPLE
Important Questions – examined by ConfluCore:
21st-century
dimensions
58
Confluence – continued:The Seminars for Executive Development:
Announcements for Q/1+, 2017:
Cultural Advances in Lean Transformation:
Date: January 31, 2017.
For: Executivesand managers responsiblefor steady productivity gains.
Areas: Administration; HR; Operations;Supply Chains.
Goals: Understand and update executives and managers with advances in
lean enterprise systems; integration of business, cultural, and
support systems;impact on business performance.
Format: Lectures on latest advances; structural frameworks for diagnosis
and solutions;design of effectivecommunications.
Business Dynamics for Management:
Dates: March 7 – 9, 2017.
For: Middle and Senior Managers responsible for developing strategic
decision models that support boards and senior executives in
doing complex analysesand undertaking scenarioplanning.
Areas: Parallel tracks: 1.HR; 2.Project Management;& 3.Supply Chains.
Goals: Learn principles and methods of business dynamics; build basic
simulations in one of three areas; distill implementable insights
for executives; enhance inter-functional collaboration; visualize
business performancein terms of structures and policies.
Format: Lectures; model-building;simulatinginsights; team exercises.
Lumina Sales and Marketing:
Dates: February 27 – 28, 2017.
For: Account Managers; Frontline Sales Managers; Sales Directors.
Areas: Sales and Marketing; Product Development;Field Alliances.
Goals: Differentiating approaches to sales by valuing the real nature of
people; client business planning; relationship building; business
case and contracting; succeeding through value integrity;
expediting sales cycles; sales teambuilding; integrating sales and
marketing for greater productivity.
Format: Lectures on fresh theory; interactive exercises; practice sessions;
learning methods that are personal, customizable,and that work.
ConfluCore:
Confluence at the Core.
Method: Applying integrative approaches for desired, more realistic,
and healthier capabilities and outcomes: these essentially include
dynamics, emergence, feedback, time lags, and they stimulate
confluent decisions with all stakeholders knowing the rationale and
being greatly more effective in real time.
See the two diagrams below:
1. A Typical Client Engagement:
The Imperative for the 21st Century.
2. Executive/Talent Development:
Dynamically Adaptable Approaches
DYNAMIC PLATFORM
SIGOMO
Study
CONFLUENT DECISIONS