New Pattern: InnerSource Champion/Ambassadors

[rrrutledge]

Have assigned volunteer people drawn from across the organization that are assigned to do a part of supporting InnerSource in their area and across their organization (alongside their regular role in that part of the organization).

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[dellagustin-sap]

Hello @rrrutledge , there is an entry about this pattern in the discussion, under Pattern Ideas: #729

[spier]

In a previous org we had a similar concept but for Hackathons.

In short:

• there was a small central group organizing the global logistics for the hackathon (determining dates. driving global comms into the org. etc)
• then we had volunteer hackathon ambassadors in each offices that were our "eyes and ears" on the ground (reminding people to submit project ideas, organizing local sessions to form teams, organizing food, booking rooms, printing stickers, etc)

This made sense in our org because we had like 8 offices that were spread across the globe. i.e. it was hard for

Is that idea somewhat similar to what you have in mind here for InnerSource?

Some specific questions to help me think about this:

• What are the problems that an InnerSource ambassador would address that a central group (e.g. ISPO) cannot easily achieve?
• What would be typical tasks of an InnerSource ambassador?

[rrrutledge]

What are the problems that an InnerSource ambassador would address that a central group (e.g. ISPO) cannot easily achieve?

• Eyes, ears, and voice on the ground for the ISPO and supporting its goals in their particular area of the organization.
• Report back to advise the ISPO on what is working and what is not so ISPO is better informed on future actions it takes.

[spier]

@rrrutledge @dellagustin-sap based on your input I asked ChatGPT for help, also using some of the info I shared background about the hackathon ambassador idea that I shared above. See #740 for the result.

Also I asked ChatGTP the following:

What are possible challenges that you see with the described approach of an InnerSource Champion? What would be alternatives?

The answers sounds reasonable. Curious to hear what you think.

Challenges

1. Workload Balancing

   • Ambassadors are expected to perform this role alongside their regular responsibilities, which can lead to overwork or reduced effectiveness in either role.
   • Without proper support or recognition, ambassadors may become disengaged.

2. Lack of Authority

   • Ambassadors may lack the formal authority to drive change within their departments, making it difficult for them to influence team practices or priorities.

3. Inconsistent Engagement

   • Engagement levels among ambassadors may vary based on their individual motivation, team support, or workload. This inconsistency could lead to uneven adoption of InnerSource practices.

4. Skills and Knowledge Gaps

   • Ambassadors may not have sufficient experience or knowledge of InnerSource principles, making it difficult for them to advocate effectively or provide the necessary support.

5. Communication Barriers

   • Ambassadors may struggle to bridge the gap between the ISPO and their local teams, especially in organizations with strong departmental silos or cultural differences.

6. Scaling and Coordination

   • As the number of ambassadors grows, coordinating their efforts, providing training, and maintaining alignment with ISPO goals can become increasingly complex.

7. Trust Issues

   • Local teams may perceive ambassadors as extensions of management rather than peers, which could hinder open communication and collaboration.

8. Turnover

   • If ambassadors leave the organization or move to other roles, their departure can disrupt local InnerSource initiatives and require additional onboarding for replacements.

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Alternatives

1. Dedicated Full-Time Roles

   • Instead of volunteers, designate full-time InnerSource Advocates or Coordinators who work exclusively on InnerSource initiatives. This ensures a focused effort but requires additional funding and headcount.

2. Temporary Rotations

   • Rotate employees into ambassador roles for a fixed period (e.g., 6 months to 1 year). This provides fresh perspectives while preventing burnout, but it requires clear transitions and ongoing training.

3. Team-Led InnerSource Committees

   • Form small InnerSource committees within departments, ensuring shared responsibility for promoting InnerSource practices. This reduces reliance on a single individual but requires strong coordination.

4. Automated Feedback Mechanisms

   • Use tools or platforms to collect feedback on InnerSource adoption and challenges directly from teams. This reduces reliance on ambassadors for information gathering but may miss the nuance of local challenges.

5. Hybrid Roles with Incentives

   • Maintain volunteer ambassadors but provide clear incentives (e.g., recognition, professional development opportunities, or bonuses) to motivate and reward their contributions.

6. Regional InnerSource Hubs

   • Establish regional or departmental hubs with dedicated resources and staff to support InnerSource locally. This decentralizes support while maintaining a formal structure.

7. Top-Down and Bottom-Up Combination

   • Use a dual approach where leadership actively drives InnerSource initiatives while local teams nominate ambassadors organically to ensure alignment and enthusiasm.

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Recommendations

• Mitigation of Challenges:

  • Provide regular training and resources to ambassadors to ensure they are equipped to handle their role effectively.
  • Set realistic expectations for the ambassador role, ensuring their workload is manageable.
  • Recognize and reward ambassadors to maintain motivation and engagement.

• Enhancing the Approach:

  • Foster strong communication channels between the ISPO, ambassadors, and local teams.
  • Use data and metrics to monitor the impact of ambassadors and identify areas for improvement.
  • Encourage a collaborative community among ambassadors to share experiences and best practices.

[spier]

@rrrutledge @dellagustin-sap I imagine that in some orgs it might be hard, if at all possible, to take one volunteering work that take a significant portion of time. This is also listed as "Workload Balancing" in the last comment above.

Can we provide any tips here? What Context at the org needs to be in place ahead of this pattern, to make it possible to establish the ambassador concept?