From 6d364c6ed31379612a68176fd624208b72d13168 Mon Sep 17 00:00:00 2001 From: Jeff Bailey <776901+jeffabailey@users.noreply.github.com> Date: Mon, 8 Sep 2025 19:30:32 -0700 Subject: [PATCH 1/8] feat: update the Change the Middle-Management Mindset per ISPO WG meetings feat: Update the Incentive Mechanisms for Voluntary Contribution per ISPO WG Meetings feat: Add InnerSource as a Career Booster pattern per ISPO WG Meetings --- .../change-the-middle-management-mindset.md | 174 +++++++++++------- ...e-mechanisms-for-voluntary-contribution.md | 162 ++++++++-------- .../innersource-as-career-booster.md | 86 +++++++++ 3 files changed, 281 insertions(+), 141 deletions(-) create mode 100644 patterns/1-initial/innersource-as-career-booster.md diff --git a/patterns/1-initial/change-the-middle-management-mindset.md b/patterns/1-initial/change-the-middle-management-mindset.md index 50632cf66..c1fe36fc1 100644 --- a/patterns/1-initial/change-the-middle-management-mindset.md +++ b/patterns/1-initial/change-the-middle-management-mindset.md @@ -4,90 +4,128 @@ Change the Middle-Management Mindset ## Patlet -TBD +Middle managers often resist InnerSource due to misunderstanding and misaligned incentives. To overcome this resistance, educate them on the benefits, include InnerSource participation in their performance metrics, and demonstrate how it enhances their reputation, reduces team friction, and boosts overall productivity. ## Problem -The InnerSource program does not live up to its expectations because middle management is reluctant to allocate resources to it. Expectations of the program are faster go-to-market, increased quality, reduced duplicative development, better integration capabilities, and increased developer satisfaction. +The InnerSource program does not live up to its expectations because middle management is reluctant to allocate resources to it. Expectations of the program are faster go-to-market, increased quality, reduced duplicative development, better integration capabilities, and increased developer satisfaction. Middle management often misunderstands InnerSource's value, fears losing control, and struggles to understand how it fits their metrics. This gap prevents developers from contributing, hindered by managers' misaligned incentives and lack of strategic understanding. + +## Story + +A software development team at a large enterprise was eager to join an InnerSource project benefiting multiple teams. However, their middle manager hesitated to allocate time, citing quarterly deadlines and unclear ROI. Despite the developers' enthusiasm and potential for code reuse, theusing frustration and missed collaboration opportunities. ## Context -* Top down InnerSource support. Embedded in their objectives? Trickling down? Top level management has determined a new KPI around InnerSource and it is cascaded down to middle-management? No. - - a vacuum between top down support and the objectives for developers - - top down support but no one knows what that means -* Developer wants to stand up and be a part of InnerSource projects -* There is no incentive that fits into the middle-management objectives -* Difficult for middle-management to understand how to enable InnerSource; how to work for controlling the direct output of one team to trying to embrace and let evolve an InnerSource community? -* Developers contribute and PO/PM or Scrum Master finds out and puts a wall between developers and the InnerSource project -* Middle-management to support the InnerSource program but higher-priority items keep getting in the way -* Middle-management would rather duplicate than reuse and collaborate; rewriting the fast and easy way is prioritized over participating in a reusable collaboration. +This pattern applies when: + +* **Top-down support exists, but it lacks middle-management buy-in. Senior leadership endorses InnerSource, but there's a gap between top-down support and developer objectives. Top-level management may have determined a new KPI around InnerSource, but it's not effectively cascaded down to middle management, leaving them unclear on implications for their teams. + +* **Developers are eager to participate**: Individual contributors want to engage in InnerSource projects but face resistance from their direct managers, who control their time and priorities. + +* **Misaligned incentive structures**: Middle management metrics omit cross-team collaboration and InnerSource, providing no clear benefit for managers to support these activities. + +* **Control vs. collaboration tension**: Middle managers struggle to shift from controlling team output to enabling InnerSource communities, fearing loss of oversight and priorities. + +* **Resource allocation conflicts**: Middle managers support InnerSource but often deprioritize it for other high-priority goals and quarterly commitments. + +* **Short-term thinking prevails**: Organizations often favor quick duplication over reuse and collaboration, with managers preferring the "fast and easy" rewrite approach over collaborative development. + +* **Developer contributions face resistance**: Developers contribute to InnerSource projects, but Product Owners, Product Managers, or Scrum Masters may discover this and put barriers between developers and the InnerSource project. + +* **Established programs need manager adoption**: Organizations have InnerSource programs, but face challenges with middle management adoption and support. + +* **Performance systems lack collaboration metrics**: Existing performance systems don't measure or reward cross-team collaboration. + +* **Shared infrastructure opportunities**: Teams collaborate on shared platforms, services, or infrastructure for mutual benefits. + +* **Recognition programs exist but aren't leveraged**: Organizations can adapt existing gratitude and recognition programs to motivate managers to support InnerSource. ## Forces -* Embedded accountability problem: middle managers cannot account for the time they spend and put it in their objectives. Need some metric to make it clear it is worthwhile. Has to become a KPI for them. -* Organizational goals rarely happen with Middle-Management; they write their own goals (or their bosses do); otherwise incentivization happens through budget. Centralized incentivization is very difficult (their other goals will suffer). KPIs tied to people's bottom line can be effective. -* Educational component: propensity is to blame evil middle-management; they may not know how it works and need to understand it. What benefit they will have for having their people involved in InnerSource? -* Managers are afraid of having people stolen from them, of having priorities that aren't theirs, of becoming irrelevant. -* Managers might fear that this will become the wild west (we're the only ones who really care) -* How to manage priorities in such a bazaar? -* Middle-management lacks understanding of what InnerSource implies -* Middle-management has the ability to learn about InnerSource (formalized training) -* Middle-management has a perceived loss of control, as with InnerSource it is less clear to them what the developers are working on. +* **Manager resistance**: Middle managers may not see the value in letting team members work on external projects. +* **Lack of visibility**: Contributions to InnerSource projects may not be visible to direct managers or HR +* **Misaligned metrics**: Performance evaluation systems don't account for cross-team collaboration +* **Resource allocation**: Teams are expected to maintain full capacity on their primary projects +* **Recognition gaps**: No clear path for acknowledging voluntary contributions +* **Career progression**: InnerSource work may not directly contribute to promotion opportunities +* **Accountability challenges**: Middle managers cannot account for time spent on InnerSource activities in their objectives and need clear metrics to justify the investment +* **Goal misalignment**: Organizational goals rarely cascade to middle management, who typically write their own goals or have them set by their superiors +* **Educational gaps**: Middle managers may lack understanding of what InnerSource implies and need formal training to see the value proposition +* **Fear of loss**: Managers fear losing team members to other projects, having competing priorities, or becoming irrelevant +* **Control concerns**: Managers worry about losing oversight and prioritization in a more distributed environment like InnerSource, where it's less clear what developers are working on. +* **Priority management**: Middle managers struggle with how to manage competing priorities in a more open, collaborative model +* **Perceived complexity**: Managers may view InnerSource as creating an unmanageable "wild west" environment ## Sketch ![How to help Middle Managers actively support InnerSource projects involving their people](http://teiru.net/images/middle_management_sketch_img_2257.jpg) -## Solution - -* [Objectives and key results (OKR)](https://en.wikipedia.org/wiki/OKR) - bigger picture. The best tool ever to get serious traction across business organizations. We are one team; creating durable teams horizontally across Business Units (BUs). Tie middle-management into the OKRs; they can tie these into the quarterly goal (L2s) they write. - * *Editor note: Unclear sentence here* => (WAgile: quarterly we do big planning sessions, L2s are a quarterly goal). Epic for a year, L2 for a quarter. -* Similarly we have goals cascaded down from management levels. Really high level goals have no bearing on daily work of low level developers, but they have traceability to the highest. If you can have InnerSource high level goals cascaded down, you could justify the time. For this to work it is essential that those InnerSource goals don't conflict with existing goals but rather supplement and at best support them. -* Can't get the buzz for InnerSource, but can get buzz for reuse and collaboration (and can measure and show these). Defining the EOL processes. Have incorporated these into the End of Life processes. Majority of the EOLs are due to redundancy. Can counter Middle-Management fear. Fear that they will go away; we clearly define what pieces are theirs to see if there are ways to put competing solutions together. We can EOL something and reuse/collaborate and stop wasting resources. Plays really well to management. - -* Find Trusted Evangelists -* Performance measurement needs to include InnerSource -* OKR/cascading KPIs (proven solution, known to work) - - OKR are bigger picture than KPIs (defined measurement) - - need accountability that transcends from top level goals - - existing goals don't have a cross-BU aspect the way InnerSource does. If we get that, then I can honestly speak to what I'm doing as an individual developer - - shows actual proof of top down support -* Events like three day hackathons where the top down people tell middle-managers that their developers have three free days (middle-managers can't say they don't have support) - - ShipIt Day has a competitive nature (people choose the one idea that is best; everyone else walks away with nothing). Shows an appetite, but not extended out to everybody perpetually. A bit self-defeating. - - We have innovation days (10% time set aside on calendars, broadcast, you can participate). Choose amongst a few and you get three days to form a new team, work on things together. Hackathon for customer-facing or internal projects (prototypes). Could have an InnerSource day where the metric is: Did you work on someone else's code base? Stand it up and then it becomes available for others to use. Come over to collaborate. Opening an issue=1 point; filing a PR= 5 points; 20 points for merging a PR. Then have an award (two weeks off at Hawaii, all paid with your family; or 3-6 months off to work on your own innovative products; or 6 months part time). Every year could have 1-10 people for InnerSource awards--recognition from the CEO. -* Fellows program if you can achieve guest [Trusted Committers](../2-structured/trusted-committer.md); you get one day a week to do cross-platform work (they report on it as a measurement of success rather than a measurement of loss). Planning is good as a part of resource allocation (might have to change expectations; we're one team, a whole group). -* Champions program recruited from any group: could be a Middle-Management champion who has gone through the process before. See who are the new believers. Could put badges on people's names in the directory. Could do cardboard cut-outs of the champion with an InnerSource t-shirt ;-) - -* Built-into the whole design of InnerSource process. Delivery teams don't own any code themselves; they change code amongst the product teams. Middle Management for product teams know that requests will come in for their code to be changed. They need to have their developers provide mentorship to the delivery team developers. We have different BLs; each is represented by a delivery team. Product teams focus on larger architectural decisions, ensure that the delivery teams don't mess too much with the Products. - - We had globalization teams responsible for countries; had constraints (compliance) for each country. Those teams are always good about InnerSource. But for some reason they went away (restructuring). - -* Architectural solutions - - Microservices architecture: creates incentive organizationally for people to collaborate. If a bug occurs, then it creates a problem for the users. - - but it might be violating an SLA if the bug isn't being fixed - - the problem comes with feature requests or affects design (going beyond bug fixes) - - Developing platforms is an ideal InnerSource use case (hackathon to build applications on top) - - SW Architects have to have an InnerSource mentality and work together. - - newer companies with open source developers have that mindset - -* Empowering Middle Management - InnerSource readiness checklist; Middle Management should partner with their developers. What are the opportunities out there. Can we come up with justification for you to spend any time on this (how does this tie together with our KPIs) - -* If the organization is doing Agile development, during release planning, time and resources for InnerSource practices should be built into sprints. - -* **1 step back, 3 steps forward** (aka "the tax"): If my team contributes, what's the tax (in terms of time/resources)? - * Finding opportunities for contribution - * Making the component reusable (if applicable) - * Supporting your contribution (if applicable) - * Aligning on engagement between teams - * Code submission, reviews & revision - * Documented communication w/consumers or host - * Learning new practices and tools/skills (if applicable) +## Solutions + +### Manager Education and Value Demonstration +* **Educational outreach**: Provide formal training to help managers understand InnerSource benefits and value +* **Demonstrate time savings**: Show how InnerSource practices free up time for core development work. +* **Strategic alignment**: Clarify how InnerSource contributions align with broader organizational goals +* **Make managers look good**: Demonstrate how InnerSource can make the manager look good and improve team efficiency. +* **Friction reduction**: Show how InnerSource reduces technical friction (e.g., standardizing library versions) and improves team productivity + +### Performance Management Integration +* **OKR integration**: Use [Objectives and Key Results (OKR)](https://en.wikipedia.org/wiki/OKR) to form horizontal teams across Business Units and align middle-management goals with quarterly objectives (L2s). OKRs provide a broader view than KPIs, fostering durable cross-unit teams connected to quarterly goals they set. +* **Cascading goals**: Ensure InnerSource goals cascade down from high-level organizational objectives without conflicting with existing team goals +* **Manager recognition**: Reward managers who promote InnerSource participation and enable their teams' involvement +* **Team efficiency metrics**: Demonstrate how InnerSource reduces friction and improves team productivity +* **Performance measurement**: Include InnerSource participation in performance reviews and manager evaluations + +### Strategic Alignment and Communication +* **Focus on reuse and collaboration**: Frame InnerSource benefits around measurable reuse and collaboration metrics rather than abstract concepts. +* **End-of-life process integration**: Incorporate InnerSource into EOL processes to reduce redundancy and demonstrate resource efficiency +* **Clear ownership definition**: Define what code pieces teams own and identify opportunities to consolidate competing solutions + +### Community Building and Recognition +* **Trusted evangelists**: Identify and empower core team members and influencers to act as ambassadors for InnerSource contributions +* **Champions program**: Recruit champions from all groups, including middle-management champions who have successfully implemented InnerSource +* **Badge system**: Implement recognition badges in organizational directories to highlight InnerSource contributors, or even cardboard cut-outs of champions with InnerSource t-shirts +* **Cross-BU accountability**: Create goals that transcend individual business units and demonstrate top-down support + +### Events and Engagement +* **Dedicated InnerSource events**: Organize hackathons and innovation days for developers to collaborate on cross-team projects with management support. Include ShipIt Days, innovation days with 10% time, and InnerSource days focused on contributing to others' code. +* **Gamification**: Create point systems for InnerSource contributions: opening an issue = 1 point, filing a PR = 5 points, merging a PR = 20 points, with rewards like two weeks off in Hawaii (paid, with family), 3-6 months off to innovate, or 6 months part-time. +* **Fellows program**: Establish programs allowing trusted committers one day weekly for cross-platform work, reporting success instead of loss. +* **CEO recognition**: Create annual InnerSource awards with significant recognition from senior leadership + +### Process and Architecture Integration + +* **Globalization teams example**: Teams managing countries with compliance constraints are often good at InnerSource but may fade during restructuring. +* **InnerSource readiness checklist**: Middle Management should partner with developersortunities and justify InnerSource spending based on KPIs. +* **Built-in collaboration**: Design processes where delivery teams collaborate across product teams with clear mentorship expectations. +* **Microservices architecture**: Use microservices to foster collaboration and shared responsibility. Bugs cause user problems and may breach SLAs if unresolved. Challenges arise with feature requests or design changes, beyond bug fixes. +* **Platform development**: Focus InnerSource on platform development for multi-team application building +* **Architectural mindset**: Ensure software architects adopt an InnerSource mentality and collaborate +* **Agile integration**: Include InnerSource time and resources in Agile sprint planning. +* **Resource planning**: Account for InnerSource contribution "tax' using the "1 step back, 3 steps forward' principle: identify contribution opportunities, make components reusable, support your contribution, align teams, handle code submission, reviews, and revisions, communicate with consumers or hosts, and learn new practices, tools, or skills. ## Resulting Context -* **Support for InnerSource is automatic, standard and expected from Middle Management.** -* More measurement is required; measurement becomes more sophisticated (easier to measure your own stuff; harder to measure others). Keeping track of time spent in projects. -* Better training for Middle Management in negotiation and facilitation will be needed. -* Engineering cost vs. benefit - you will support others; other teams will allow you to make PRs and this will save you time (a balance in the long run.) +When this pattern is successfully applied, the following outcomes emerge: + +### Manager Behavior Changes +* **Support for InnerSource is automatic, standard, and expected from Middle Management.** +* **Managers become more supportive** of InnerSource initiatives as they see clear value and recognition for their teams. +* **Middle management gains a deeper understanding** of InnerSource benefits and how they align with organizational goals. + +### Organizational Improvements +* **Enhanced cross-team collaboration** and knowledge sharing across the organization +* **Reduced friction and improved team productivity** through standardized practices and reduced duplication +* **Better training for middle management** in negotiation and facilitation skills becomes necessary. + +### Measurement and Process Evolution +* **More sophisticated measurement systems** are required, as it is easier to measure your own team's work but harder to measure others' contributions. +* **Time tracking for cross-project work** becomes more critical and systematic. +* **Engineering cost vs. benefit balance** emerges: teams support others while other teams allow them to make PRs, creating long-term time savings. + +## Rationale + +This approach addresses how middle managers often block team involvement in cross-team initiatives. By focusing on education, showing value, and linking to performance, organizations can help managers become supporters of InnerSource. Managers need clear personal and team benefits to support InnerSource. ## Known Instances @@ -97,7 +135,7 @@ TBD Initial -## Authors +## Author(s) * Silona Bonewald * Max Capraro, FAU diff --git a/patterns/1-initial/incentive-mechanisms-for-voluntary-contribution.md b/patterns/1-initial/incentive-mechanisms-for-voluntary-contribution.md index c433d35e8..c26f16b74 100755 --- a/patterns/1-initial/incentive-mechanisms-for-voluntary-contribution.md +++ b/patterns/1-initial/incentive-mechanisms-for-voluntary-contribution.md @@ -1,95 +1,111 @@ ## Title -Incentive mechanisms to foster voluntary contribution +Incentive Mechanisms for Voluntary Contributions ## Patlet -TBD +Organizations struggle to motivate employees to contribute to InnerSource projects due to misaligned incentives and lack of recognition. Implement a multi-layered incentive system combining financial rewards, institutional recognition, and career growth opportunities to boost voluntary participation. ## Problem -In hierarchical and silo-organized organizations, getting voluntary contributions in InnerSource -projects can be challenging. It is crucial to create mechanisms to incentivize managers to foster -voluntary contributions. Consider the following story: - -Company A has started an InnerSource initiative. Their InnerSource concept expected to have -associates voluntarily contributing to InnerSource projects, regardless of topic and regardless of -home-business-unit alignment. - -After some time in activity, the core team realizes that their InnerSource project is not getting -voluntary contributions. While engaging with potential individual contributors, the -core team (pattern link) has consistently learned that the contributors in question were -not allowed to contribute or have their participation in InnerSource projects rejected by -their respective line managers. The reasons presented by management are: +Organizations struggle to motivate employees to contribute voluntarily to InnerSource projects. Employees prioritize team responsibilities over cross-team collaboration because InnerSource contributions lack recognition, don't impact performance evaluations, and don't advance career growth. This leads to underused initiatives and missed opportunities for knowledge sharing and innovation. -- the lack of strategic alignment between the InnerSource project goal and the business unit product/service portfolio, -- managers have planned their developer's capacity 100% to the home business units projects. +## Story -So, the management is not motivated to provide their scarce developer capacity to the -InnerSource project. - -As a result, the total number of contributors remained restricted to the core team and the -project cannot build a community of developers. Furthermore, contributions mostly originated -in the same business unit the [Dedicated Community Leader](../2-structured/dedicated-community-leader.md) -belonged to. Innovation did not happen in the expected scale. Top management is no longer -convinced that InnerSource yields the expected benefits and abandons the initiative altogether. +At a large financial services company, a developer found an InnerSource project that could boost team efficiency. However, their manager discouraged participation, citing misaligned strategy and capacity issues. Despite potential benefits, the developer couldn't contribute due to misaligned incentives and lack of recognition for cross-team collaboration. ## Context -- The InnerSource initiative is sponsored (budget) by top level management. -- The managers (middle-management) have their bonus directly depending -only on business units results under their responsibility -- The capacity of every associate is usually planned by their superiors -and 100% allocated to the home business unit projects -- Cross organizational collaboration is not the norm. -- Contributions to InnerSource projects are expected to be made during working - hours. +- Organizations with established InnerSource programs +- Teams working on shared platforms or infrastructure +- Performance management systems that focus on team-specific metrics +- Middle management accountable for business unit results +- Employees motivated by recognition, career growth, or financial rewards +- Cross-organizational collaboration is not the organizational norm +- Contributions to InnerSource projects are expected during working hours +- Top management has sponsored the InnerSource initiative ## Forces -- Managers of business units are held accountable for their results. Reducing - the capacity of an associate contributing to an InnerSource project rather - than the goals of the business unit will make it harder for them to reach or - exceed their goals. -- The more time an associate spends on contributions to an InnerSource project - which does not benefit his day-to-day work, the more will the workload for - his teammates in his business unit increase. -- The individual contributor would like to participate to enhance his - professional network within the company and gain knowledge and experience - with both the InnerSource method and the technical area he makes a - contribution to. - -## (Possible) Solution - -- The top management sets and communicates a corporate strategy where development - capacity are to be planned and committed to a maximum of 85% to home business units projects -- A central funded formal contracting mechanisms, where line managers get - refunded by the percentage of associates work time in InnerSource is in place. -- Managers (middle-management) have a percentage of their bonus associated to - contribution and the results of InnerSource projects not directly related/sponsored - by their business units. -- Utilize any existing engineering-wide bonus that allots some percentage of each employee's - bonus to be aligned with Inner Source interactions. It could be # of commits, or commits + - issues + documentation + chat interaction, etc. Utilize some kind of personally-linked - statistic to fill, for example, 15% of each employees bonus. Note that this encourages - after-hours type work more-so than regular work-week hours, but if combined with other - solutions above, could hit the issue from multiple angles. (used partially @ RedHat) +**Time and Resource Constraints** +- Employees have limited time and must prioritize their primary responsibilities +- Teams are expected to maintain full capacity on their primary projects +- Manager resistance to allowing team members to work on external projects + +**Recognition and Visibility Gaps** +- Contributions to InnerSource projects lack visibility to direct managers or HR +- No clear path for acknowledging voluntary contributions +- Performance evaluation systems ignore cross-team collaboration + +**Career and Incentive Misalignment** +- InnerSource work may not advance career progression or promotion +- Managers' bonuses depend solely on business unit results +- Cross-team collaboration reduces capacity for primary business unit goals + +**Individual vs. Organizational Motivations** +- Contributors want to expand networks and gain technical knowledge +- Organizations need to balance individual growth with business unit objectives + +## Solutions + +### Financial Incentives +- **Gratitude budgets**: Allocate specific budgets for recognizing InnerSource contributions +- **Performance bonuses**: Include InnerSource participation in annual performance evaluations +- **Project-based rewards**: Provide financial incentives for completing specific InnerSource tasks +- **Platform tools**: Use tools like Hey Taco and Bonusly for peer-to-peer recognition with monetary value +- **Capacity planning**: Define corporate strategy to keep development capacity at 85%, reserving 15% for cross-team initiatives +- **Reimbursement mechanism**: Central, funded mechanism refunds managers for time spent on InnerSource projects +- **Engineering bonus allocation**: Allocate 15% of engineering bonuses based on InnerSource contributions + +### Institutional Recognition +- **Badging programs**: Implement digital badges for different levels of contribution (Acclaim, Credly) +- **Public recognition**: Feature contributors in company newsletters, blogs, or town halls +- **Manager awards**: Recognize managers who enable their teams' InnerSource participation +- **First contribution celebration**: Automatically celebrate and publicize first pull requests +- **Cross-team recognition**: Promote recognition at the company level, not just within teams + +### Career and Professional Growth +- **Goal alignment**: Allow employees to align InnerSource work with individual performance goals +- **Skill development**: Use InnerSource projects for upskilling in new technologies +- **Leadership opportunities**: Create pathways for contributors to become project leaders or champions +- **Promotion support**: Use peer recognition and contributions as evidence for career advancement +- **Mentorship roles**: Enable experienced contributors to mentor others + +### Manager Incentives +- **Management recognition**: Reward managers who promote InnerSource participation +- **Team efficiency metrics**: Demonstrate how InnerSource reduces friction and improves team productivity +- **Strategic alignment**: Show how InnerSource contributions align with broader organizational goals +- **Management bonuses**: Make managers' bonuses partly depend on InnerSource contributions and project results ## Resulting Context -- The top management communication of the strategic decision to plan and commit - 85% of developers capacity and have 15% buffer for other company initiatives, - for instance InnerSource projects, shows their support and sets a clear sign - that InnerSource is part of the corporate goal and get executive air cover. -- Allocation of corporate funds to business units for reimbursement of - development capacity makes easier for business units to contribute to InnerSource - projects without to commit their cost center budget. -- Setting the bonus of middle-management partially depending on contributions and the success - of InnerSource projects, motivates managers to encourage their developers participate on those - projects -- With a stable group of contributors, it is more likely that some of them will - eventually achieve trusted committer status and the InnerSource project will be able - to establish a healthy community around their project. +After implementing incentive mechanisms, organizations experience: + +**Positive Outcomes** +- Increased voluntary participation in InnerSource projects +- Better cross-team collaboration and knowledge sharing +- Managers become more supportive as they recognize the value for their teams +- Employees find new career growth opportunities +- Organization benefits from improved code quality, reduced duplication, and faster innovation +- A stable contributor group emerges, with some becoming trusted committers + +**Strategic Benefits** +- Top management's 85%/15% capacity allocation shows executive support and makes InnerSource part of corporate goals +- Corporate funding for InnerSource projects prevents cost center budget impacts +- Manager bonuses tied to InnerSource success motivate participation encouragement +- Strong InnerSource community develops with committed contributors + +**Potential Challenges** +- New challenges in measuring contributions and ensuring fair recognition across different contribution types +- Need for ongoing management of incentive programs and recognition systems + +## Rationale + +This approach targets key human motivators for voluntary participation: financial security, social recognition, and personal growth. Combining incentives appeals to diverse motivations, creating a sustainable system that benefits both individuals and the organization. Including manager incentives is vital because middle management often controls participation in cross-team initiatives. + +## Known Instances + +TBD ## Status diff --git a/patterns/1-initial/innersource-as-career-booster.md b/patterns/1-initial/innersource-as-career-booster.md new file mode 100644 index 000000000..f2496bc36 --- /dev/null +++ b/patterns/1-initial/innersource-as-career-booster.md @@ -0,0 +1,86 @@ +## Title + +InnerSource as a Career Booster + +## Patlet + +Employees may hesitate to contribute to InnerSource projects because they fear it won't help their careers or meet their direct manager's goals, but creating visibility, skill growth, and broader organizational impact through InnerSource contributions can directly advance personal career objectives. + +## Problem + +Contributors often perceive a conflict between spending time on InnerSource projects and advancing their own careers within their team structure, worrying that their efforts outside of their immediate team won't be recognized, rewarded, or aligned with their manager's goals. + +## Story + +A developer named Mia worked on a customer-facing product but frequently found herself fixing issues in a shared internal library managed by another team. Initially, she worried this was a distraction. But her consistent contributions were noticed across teams, and soon she was asked to lead a cross-functional initiative. Her reputation grew beyond her team, and her promotion case became significantly stronger due to her recognized impact across the organization. + +## Context + +- The organization has active InnerSource projects with open contribution models. +- Contributors are typically evaluated based on performance metrics within their own teams or reporting lines. +- Performance reviews and promotions prioritize local (team-level) impact. +- There is no formal recognition system for cross-team contributions. +- Contributors are autonomous in how they manage their time to some extent. + +## Forces + +- **Local vs Global Optimization**: Employees are incentivized to focus on team goals over organizational goals. +- **Recognition Visibility**: Effort outside one's direct team may be invisible to their manager or leadership chain. +- **Risk Aversion**: Individuals may avoid unfamiliar domains or people, fearing judgment or failure. +- **Career Laddering**: Most career frameworks reward specialization, but InnerSource often requires generalist or systems thinking. +- **Cognitive Load**: Switching contexts between one's own project and InnerSource work can temporarily reduce productivity. +- **Informal Influence**: Power networks within organizations often form across reporting lines, rather than within them. + +## Sketch (optional) + +_(Optional illustration of a person bridging multiple teams through contribution lines, forming a network of reputation that extends beyond a siloed organizational chart.)_ + +## Solution + +- **Showcase Contributions**: Encourage contributors to document and publicly share what they've done—use README updates, changelogs, team demos, and retrospectives. +- **Manager Alignment**: Educate managers on how InnerSource work contributes to organizational success and advocate for its inclusion in performance reviews. +- **Sponsor-Led Recognition**: Have senior leaders or project maintainers acknowledge and elevate contributors in visible channels (e.g., newsletters, all-hands shoutouts). +- **Skills Framing**: Frame InnerSource work as evidence of cross-functional collaboration, systems thinking, and initiative—qualities valued in promotion cycles. +- **Strategic Contributions**: Guide contributors to choose InnerSource work aligned with known organizational pain points or strategic initiatives. +- **Peer Signaling**: Use endorsements from other teams to validate a contributor's impact and influence. +- **Social Capital Theory Application**: Build trust and reciprocal goodwill by contributing value, which often returns as opportunities (e.g., invitations to new projects, referrals, promotions). +- **Game Theory Insight**: Treat InnerSource as a non-zero-sum game—helping other teams increases total organizational output and reputational payoff over time. + +## Resulting Context + +Contributors who engage in InnerSource build a broader reputation, accelerate their learning, and gain exposure to leadership and lateral networks—benefits that compound into real career growth. + +The organization sees better collaboration and higher retention among high-performing, ambitious individuals. + +This creates a reinforcing loop where career incentives and organizational goals align more closely. + +## Rationale (optional) + +From a **career development** perspective, diverse project experience, network breadth, and initiative-taking are strong signals of promotability. + +**Psychologically**, autonomy, mastery, and purpose—core drivers of motivation—are naturally supported by InnerSource work. + +From a **game theory** lens, InnerSource transforms isolated career efforts into a reputational economy, where value created for others is returned through visibility, referrals, and opportunities. + +## Known Instances (optional) + +- At a multinational tech company, engineers who consistently contributed to popular InnerSource libraries were selected for leadership tracks despite not being part of the library's core team. +- In a large European bank, InnerSource contributors were invited to speak at internal engineering conferences, accelerating their visibility and influence. + +## Status (optional until merging) + +Draft shared for review. Seeking feedback from InnerSource Commons members and contributors who've experienced career growth through InnerSource. + +## Author(s) (optional) + +As told to ChatGPT by practitioners familiar with InnerSource career outcomes. + +## Acknowledgments (optional) + +Thanks to InnerSource Commons community members and contributors to career development literature for inspiring ideas used in this pattern. + +## Alias (optional) + +- Career Growth through InnerSource +- InnerSource for Personal Branding +- Cross-Team Contributions as Promotion Strategy From 193325310884e13bcef81c67042c9e78503fedd3 Mon Sep 17 00:00:00 2001 From: Jeff Bailey <776901+jeffabailey@users.noreply.github.com> Date: Mon, 8 Sep 2025 19:40:51 -0700 Subject: [PATCH 2/8] fix: markdown list errors --- .../1-initial/change-the-middle-management-mindset.md | 8 ++++++++ ...incentive-mechanisms-for-voluntary-contribution.md | 11 +++++++++++ 2 files changed, 19 insertions(+) diff --git a/patterns/1-initial/change-the-middle-management-mindset.md b/patterns/1-initial/change-the-middle-management-mindset.md index c1fe36fc1..66c761cc9 100644 --- a/patterns/1-initial/change-the-middle-management-mindset.md +++ b/patterns/1-initial/change-the-middle-management-mindset.md @@ -63,6 +63,7 @@ This pattern applies when: ## Solutions ### Manager Education and Value Demonstration + * **Educational outreach**: Provide formal training to help managers understand InnerSource benefits and value * **Demonstrate time savings**: Show how InnerSource practices free up time for core development work. * **Strategic alignment**: Clarify how InnerSource contributions align with broader organizational goals @@ -70,6 +71,7 @@ This pattern applies when: * **Friction reduction**: Show how InnerSource reduces technical friction (e.g., standardizing library versions) and improves team productivity ### Performance Management Integration + * **OKR integration**: Use [Objectives and Key Results (OKR)](https://en.wikipedia.org/wiki/OKR) to form horizontal teams across Business Units and align middle-management goals with quarterly objectives (L2s). OKRs provide a broader view than KPIs, fostering durable cross-unit teams connected to quarterly goals they set. * **Cascading goals**: Ensure InnerSource goals cascade down from high-level organizational objectives without conflicting with existing team goals * **Manager recognition**: Reward managers who promote InnerSource participation and enable their teams' involvement @@ -77,17 +79,20 @@ This pattern applies when: * **Performance measurement**: Include InnerSource participation in performance reviews and manager evaluations ### Strategic Alignment and Communication + * **Focus on reuse and collaboration**: Frame InnerSource benefits around measurable reuse and collaboration metrics rather than abstract concepts. * **End-of-life process integration**: Incorporate InnerSource into EOL processes to reduce redundancy and demonstrate resource efficiency * **Clear ownership definition**: Define what code pieces teams own and identify opportunities to consolidate competing solutions ### Community Building and Recognition + * **Trusted evangelists**: Identify and empower core team members and influencers to act as ambassadors for InnerSource contributions * **Champions program**: Recruit champions from all groups, including middle-management champions who have successfully implemented InnerSource * **Badge system**: Implement recognition badges in organizational directories to highlight InnerSource contributors, or even cardboard cut-outs of champions with InnerSource t-shirts * **Cross-BU accountability**: Create goals that transcend individual business units and demonstrate top-down support ### Events and Engagement + * **Dedicated InnerSource events**: Organize hackathons and innovation days for developers to collaborate on cross-team projects with management support. Include ShipIt Days, innovation days with 10% time, and InnerSource days focused on contributing to others' code. * **Gamification**: Create point systems for InnerSource contributions: opening an issue = 1 point, filing a PR = 5 points, merging a PR = 20 points, with rewards like two weeks off in Hawaii (paid, with family), 3-6 months off to innovate, or 6 months part-time. * **Fellows program**: Establish programs allowing trusted committers one day weekly for cross-platform work, reporting success instead of loss. @@ -109,16 +114,19 @@ This pattern applies when: When this pattern is successfully applied, the following outcomes emerge: ### Manager Behavior Changes + * **Support for InnerSource is automatic, standard, and expected from Middle Management.** * **Managers become more supportive** of InnerSource initiatives as they see clear value and recognition for their teams. * **Middle management gains a deeper understanding** of InnerSource benefits and how they align with organizational goals. ### Organizational Improvements + * **Enhanced cross-team collaboration** and knowledge sharing across the organization * **Reduced friction and improved team productivity** through standardized practices and reduced duplication * **Better training for middle management** in negotiation and facilitation skills becomes necessary. ### Measurement and Process Evolution + * **More sophisticated measurement systems** are required, as it is easier to measure your own team's work but harder to measure others' contributions. * **Time tracking for cross-project work** becomes more critical and systematic. * **Engineering cost vs. benefit balance** emerges: teams support others while other teams allow them to make PRs, creating long-term time savings. diff --git a/patterns/1-initial/incentive-mechanisms-for-voluntary-contribution.md b/patterns/1-initial/incentive-mechanisms-for-voluntary-contribution.md index c26f16b74..196b0951e 100755 --- a/patterns/1-initial/incentive-mechanisms-for-voluntary-contribution.md +++ b/patterns/1-initial/incentive-mechanisms-for-voluntary-contribution.md @@ -28,27 +28,32 @@ At a large financial services company, a developer found an InnerSource project ## Forces **Time and Resource Constraints** + - Employees have limited time and must prioritize their primary responsibilities - Teams are expected to maintain full capacity on their primary projects - Manager resistance to allowing team members to work on external projects **Recognition and Visibility Gaps** + - Contributions to InnerSource projects lack visibility to direct managers or HR - No clear path for acknowledging voluntary contributions - Performance evaluation systems ignore cross-team collaboration **Career and Incentive Misalignment** + - InnerSource work may not advance career progression or promotion - Managers' bonuses depend solely on business unit results - Cross-team collaboration reduces capacity for primary business unit goals **Individual vs. Organizational Motivations** + - Contributors want to expand networks and gain technical knowledge - Organizations need to balance individual growth with business unit objectives ## Solutions ### Financial Incentives + - **Gratitude budgets**: Allocate specific budgets for recognizing InnerSource contributions - **Performance bonuses**: Include InnerSource participation in annual performance evaluations - **Project-based rewards**: Provide financial incentives for completing specific InnerSource tasks @@ -58,6 +63,7 @@ At a large financial services company, a developer found an InnerSource project - **Engineering bonus allocation**: Allocate 15% of engineering bonuses based on InnerSource contributions ### Institutional Recognition + - **Badging programs**: Implement digital badges for different levels of contribution (Acclaim, Credly) - **Public recognition**: Feature contributors in company newsletters, blogs, or town halls - **Manager awards**: Recognize managers who enable their teams' InnerSource participation @@ -65,6 +71,7 @@ At a large financial services company, a developer found an InnerSource project - **Cross-team recognition**: Promote recognition at the company level, not just within teams ### Career and Professional Growth + - **Goal alignment**: Allow employees to align InnerSource work with individual performance goals - **Skill development**: Use InnerSource projects for upskilling in new technologies - **Leadership opportunities**: Create pathways for contributors to become project leaders or champions @@ -72,6 +79,7 @@ At a large financial services company, a developer found an InnerSource project - **Mentorship roles**: Enable experienced contributors to mentor others ### Manager Incentives + - **Management recognition**: Reward managers who promote InnerSource participation - **Team efficiency metrics**: Demonstrate how InnerSource reduces friction and improves team productivity - **Strategic alignment**: Show how InnerSource contributions align with broader organizational goals @@ -82,6 +90,7 @@ At a large financial services company, a developer found an InnerSource project After implementing incentive mechanisms, organizations experience: **Positive Outcomes** + - Increased voluntary participation in InnerSource projects - Better cross-team collaboration and knowledge sharing - Managers become more supportive as they recognize the value for their teams @@ -90,12 +99,14 @@ After implementing incentive mechanisms, organizations experience: - A stable contributor group emerges, with some becoming trusted committers **Strategic Benefits** + - Top management's 85%/15% capacity allocation shows executive support and makes InnerSource part of corporate goals - Corporate funding for InnerSource projects prevents cost center budget impacts - Manager bonuses tied to InnerSource success motivate participation encouragement - Strong InnerSource community develops with committed contributors **Potential Challenges** + - New challenges in measuring contributions and ensuring fair recognition across different contribution types - Need for ongoing management of incentive programs and recognition systems From 53ccffb3e8ce8f402964237d960cae73242e5e45 Mon Sep 17 00:00:00 2001 From: Jeff Bailey <776901+jeffabailey@users.noreply.github.com> Date: Thu, 11 Sep 2025 18:05:48 -0700 Subject: [PATCH 3/8] chore: remove innersource-as-a-career-booster --- .../innersource-as-career-booster.md | 86 ------------------- 1 file changed, 86 deletions(-) delete mode 100644 patterns/1-initial/innersource-as-career-booster.md diff --git a/patterns/1-initial/innersource-as-career-booster.md b/patterns/1-initial/innersource-as-career-booster.md deleted file mode 100644 index f2496bc36..000000000 --- a/patterns/1-initial/innersource-as-career-booster.md +++ /dev/null @@ -1,86 +0,0 @@ -## Title - -InnerSource as a Career Booster - -## Patlet - -Employees may hesitate to contribute to InnerSource projects because they fear it won't help their careers or meet their direct manager's goals, but creating visibility, skill growth, and broader organizational impact through InnerSource contributions can directly advance personal career objectives. - -## Problem - -Contributors often perceive a conflict between spending time on InnerSource projects and advancing their own careers within their team structure, worrying that their efforts outside of their immediate team won't be recognized, rewarded, or aligned with their manager's goals. - -## Story - -A developer named Mia worked on a customer-facing product but frequently found herself fixing issues in a shared internal library managed by another team. Initially, she worried this was a distraction. But her consistent contributions were noticed across teams, and soon she was asked to lead a cross-functional initiative. Her reputation grew beyond her team, and her promotion case became significantly stronger due to her recognized impact across the organization. - -## Context - -- The organization has active InnerSource projects with open contribution models. -- Contributors are typically evaluated based on performance metrics within their own teams or reporting lines. -- Performance reviews and promotions prioritize local (team-level) impact. -- There is no formal recognition system for cross-team contributions. -- Contributors are autonomous in how they manage their time to some extent. - -## Forces - -- **Local vs Global Optimization**: Employees are incentivized to focus on team goals over organizational goals. -- **Recognition Visibility**: Effort outside one's direct team may be invisible to their manager or leadership chain. -- **Risk Aversion**: Individuals may avoid unfamiliar domains or people, fearing judgment or failure. -- **Career Laddering**: Most career frameworks reward specialization, but InnerSource often requires generalist or systems thinking. -- **Cognitive Load**: Switching contexts between one's own project and InnerSource work can temporarily reduce productivity. -- **Informal Influence**: Power networks within organizations often form across reporting lines, rather than within them. - -## Sketch (optional) - -_(Optional illustration of a person bridging multiple teams through contribution lines, forming a network of reputation that extends beyond a siloed organizational chart.)_ - -## Solution - -- **Showcase Contributions**: Encourage contributors to document and publicly share what they've done—use README updates, changelogs, team demos, and retrospectives. -- **Manager Alignment**: Educate managers on how InnerSource work contributes to organizational success and advocate for its inclusion in performance reviews. -- **Sponsor-Led Recognition**: Have senior leaders or project maintainers acknowledge and elevate contributors in visible channels (e.g., newsletters, all-hands shoutouts). -- **Skills Framing**: Frame InnerSource work as evidence of cross-functional collaboration, systems thinking, and initiative—qualities valued in promotion cycles. -- **Strategic Contributions**: Guide contributors to choose InnerSource work aligned with known organizational pain points or strategic initiatives. -- **Peer Signaling**: Use endorsements from other teams to validate a contributor's impact and influence. -- **Social Capital Theory Application**: Build trust and reciprocal goodwill by contributing value, which often returns as opportunities (e.g., invitations to new projects, referrals, promotions). -- **Game Theory Insight**: Treat InnerSource as a non-zero-sum game—helping other teams increases total organizational output and reputational payoff over time. - -## Resulting Context - -Contributors who engage in InnerSource build a broader reputation, accelerate their learning, and gain exposure to leadership and lateral networks—benefits that compound into real career growth. - -The organization sees better collaboration and higher retention among high-performing, ambitious individuals. - -This creates a reinforcing loop where career incentives and organizational goals align more closely. - -## Rationale (optional) - -From a **career development** perspective, diverse project experience, network breadth, and initiative-taking are strong signals of promotability. - -**Psychologically**, autonomy, mastery, and purpose—core drivers of motivation—are naturally supported by InnerSource work. - -From a **game theory** lens, InnerSource transforms isolated career efforts into a reputational economy, where value created for others is returned through visibility, referrals, and opportunities. - -## Known Instances (optional) - -- At a multinational tech company, engineers who consistently contributed to popular InnerSource libraries were selected for leadership tracks despite not being part of the library's core team. -- In a large European bank, InnerSource contributors were invited to speak at internal engineering conferences, accelerating their visibility and influence. - -## Status (optional until merging) - -Draft shared for review. Seeking feedback from InnerSource Commons members and contributors who've experienced career growth through InnerSource. - -## Author(s) (optional) - -As told to ChatGPT by practitioners familiar with InnerSource career outcomes. - -## Acknowledgments (optional) - -Thanks to InnerSource Commons community members and contributors to career development literature for inspiring ideas used in this pattern. - -## Alias (optional) - -- Career Growth through InnerSource -- InnerSource for Personal Branding -- Cross-Team Contributions as Promotion Strategy From 3a49e723e20d18b7099666f3ff945d61040ccc44 Mon Sep 17 00:00:00 2001 From: Sebastian Spier Date: Sat, 13 Sep 2025 21:55:16 +0200 Subject: [PATCH 4/8] Formatting fixes --- .../1-initial/change-the-middle-management-mindset.md | 10 ---------- 1 file changed, 10 deletions(-) diff --git a/patterns/1-initial/change-the-middle-management-mindset.md b/patterns/1-initial/change-the-middle-management-mindset.md index 66c761cc9..5df25f06d 100644 --- a/patterns/1-initial/change-the-middle-management-mindset.md +++ b/patterns/1-initial/change-the-middle-management-mindset.md @@ -19,25 +19,15 @@ A software development team at a large enterprise was eager to join an InnerSour This pattern applies when: * **Top-down support exists, but it lacks middle-management buy-in. Senior leadership endorses InnerSource, but there's a gap between top-down support and developer objectives. Top-level management may have determined a new KPI around InnerSource, but it's not effectively cascaded down to middle management, leaving them unclear on implications for their teams. - * **Developers are eager to participate**: Individual contributors want to engage in InnerSource projects but face resistance from their direct managers, who control their time and priorities. - * **Misaligned incentive structures**: Middle management metrics omit cross-team collaboration and InnerSource, providing no clear benefit for managers to support these activities. - * **Control vs. collaboration tension**: Middle managers struggle to shift from controlling team output to enabling InnerSource communities, fearing loss of oversight and priorities. - * **Resource allocation conflicts**: Middle managers support InnerSource but often deprioritize it for other high-priority goals and quarterly commitments. - * **Short-term thinking prevails**: Organizations often favor quick duplication over reuse and collaboration, with managers preferring the "fast and easy" rewrite approach over collaborative development. - * **Developer contributions face resistance**: Developers contribute to InnerSource projects, but Product Owners, Product Managers, or Scrum Masters may discover this and put barriers between developers and the InnerSource project. - * **Established programs need manager adoption**: Organizations have InnerSource programs, but face challenges with middle management adoption and support. - * **Performance systems lack collaboration metrics**: Existing performance systems don't measure or reward cross-team collaboration. - * **Shared infrastructure opportunities**: Teams collaborate on shared platforms, services, or infrastructure for mutual benefits. - * **Recognition programs exist but aren't leveraged**: Organizations can adapt existing gratitude and recognition programs to motivate managers to support InnerSource. ## Forces From 833c1ef8d86dbacb3a431d6dbdf8e386ec54c1ef 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z_osiE38V!kgeQck-^qmKB^2~AsVYIGa;&!~wPlHh1yw$AKo{dNoq06TNC0R~orNSa zm4c$00w{9sxInFm#;Xcx4HYbx)pw0>Jcf*prXZUBGohH&p%{I?HG5WJ%p5eYnJ!38Ak<{ z-t-jouyakNWO8T&|J~meqN#+LX+v^8u@cv+%i##u6O*U&6;HLEVwcz7ncHCsIhmX{ zDN5DEvxa5(?~#Rx{2b^Pw+hxS&4&3cvFJgY_EA41Er`K5AnrX=;v>^@Z6eW z{m6IK45^G%>hPQmtcC>h!>^O3G<_UR7V`(+D2gVHi~06Ur%HtB9u9Z)2P5(~ z76x>!rgd#7z4NgEaye}#p8;xCrZ5XeQ;}6bMBshQ#^WQ5Lby<$W|sZwBjMU%R=uvD zK{4Nf^l2Pj%^v+O19WkN$<%V$!#qz}6~wpH($7jtwDPe`*Gy%m!<@$xd?OT(_iR_g zLWzkN)8y!ag>4Te8{*!s%1G5vzlWBgvGXsAPk#f9d%IZ|;5CqO0-5uTqGLG>fN%A5 zmH2@(xfJZ9caB@b&YX?VYHVkwR6?IoXV;W{yHBHYJr-2{B!C%6AfY?(*wF~QguyO$6Lw z!|SRRL}M31Z5pU7yi)jtq=3)FS#@;*Y+J&ahsu8!T#djJHi@l-m7WQ>k1WuU>Qv3b zjbhF$Sk@(;2*FCPp*>*aT#T~8%r}i7vD1g$g?NCvhWN6A_9t@{{}cE4N#p!IJYj> zDFAT&LdUp~Di%|FI?a wyI20t-}Qf5Qv$Z5;{dss|NgVlqS${uc3S9uNe><&dg$YDjosZn;J1nY2fyk|mjD0& literal 0 HcmV?d00001 diff --git a/patterns/1-initial/change-the-middle-management-mindset.md b/patterns/1-initial/change-the-middle-management-mindset.md index 5df25f06d..51a4a9bfe 100644 --- a/patterns/1-initial/change-the-middle-management-mindset.md +++ b/patterns/1-initial/change-the-middle-management-mindset.md @@ -48,7 +48,7 @@ This pattern applies when: ## Sketch -![How to help Middle Managers actively support InnerSource projects involving their people](http://teiru.net/images/middle_management_sketch_img_2257.jpg) +![How to help Middle Managers actively support InnerSource projects involving their people](../../assets/img/middle_management_sketch_img_2257.jpg) ## Solutions From f729603dfdf9c7a68f0aa8765cd8742fc597f0be Mon Sep 17 00:00:00 2001 From: Jeff Bailey <776901+jeffabailey@users.noreply.github.com> Date: Sat, 13 Sep 2025 13:09:33 -0700 Subject: [PATCH 6/8] Apply suggestion from @spier Co-authored-by: Sebastian Spier --- patterns/1-initial/change-the-middle-management-mindset.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/patterns/1-initial/change-the-middle-management-mindset.md b/patterns/1-initial/change-the-middle-management-mindset.md index 51a4a9bfe..077ada2fe 100644 --- a/patterns/1-initial/change-the-middle-management-mindset.md +++ b/patterns/1-initial/change-the-middle-management-mindset.md @@ -18,7 +18,7 @@ A software development team at a large enterprise was eager to join an InnerSour This pattern applies when: -* **Top-down support exists, but it lacks middle-management buy-in. Senior leadership endorses InnerSource, but there's a gap between top-down support and developer objectives. Top-level management may have determined a new KPI around InnerSource, but it's not effectively cascaded down to middle management, leaving them unclear on implications for their teams. +* **Top-down support exists, but it lacks middle-management buy-in:** Senior leadership endorses InnerSource, but there's a gap between top-down support and developer objectives. Top-level management may have determined a new KPI around InnerSource, but it's not effectively cascaded down to middle management, leaving them unclear on implications for their teams. * **Developers are eager to participate**: Individual contributors want to engage in InnerSource projects but face resistance from their direct managers, who control their time and priorities. * **Misaligned incentive structures**: Middle management metrics omit cross-team collaboration and InnerSource, providing no clear benefit for managers to support these activities. * **Control vs. collaboration tension**: Middle managers struggle to shift from controlling team output to enabling InnerSource communities, fearing loss of oversight and priorities. From 0c79ded2c54f5e1c1783b46e105c024d73ca71a5 Mon Sep 17 00:00:00 2001 From: Jeff Bailey <776901+jeffabailey@users.noreply.github.com> Date: Sat, 13 Sep 2025 13:10:33 -0700 Subject: [PATCH 7/8] Update patterns/1-initial/change-the-middle-management-mindset.md Co-authored-by: Sebastian Spier --- patterns/1-initial/change-the-middle-management-mindset.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/patterns/1-initial/change-the-middle-management-mindset.md b/patterns/1-initial/change-the-middle-management-mindset.md index 077ada2fe..f0cf1aae2 100644 --- a/patterns/1-initial/change-the-middle-management-mindset.md +++ b/patterns/1-initial/change-the-middle-management-mindset.md @@ -91,7 +91,7 @@ This pattern applies when: ### Process and Architecture Integration * **Globalization teams example**: Teams managing countries with compliance constraints are often good at InnerSource but may fade during restructuring. -* **InnerSource readiness checklist**: Middle Management should partner with developersortunities and justify InnerSource spending based on KPIs. +* **InnerSource readiness checklist**: Middle Management should partner with developers and justify InnerSource spending based on KPIs. * **Built-in collaboration**: Design processes where delivery teams collaborate across product teams with clear mentorship expectations. * **Microservices architecture**: Use microservices to foster collaboration and shared responsibility. Bugs cause user problems and may breach SLAs if unresolved. Challenges arise with feature requests or design changes, beyond bug fixes. * **Platform development**: Focus InnerSource on platform development for multi-team application building From e3f1554549e3e6728e4e614d17b5c0dc3c1c3c40 Mon Sep 17 00:00:00 2001 From: Jeff Bailey <776901+jeffabailey@users.noreply.github.com> Date: Sat, 13 Sep 2025 13:16:09 -0700 Subject: [PATCH 8/8] fix: incorrect grammar --- patterns/1-initial/change-the-middle-management-mindset.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/patterns/1-initial/change-the-middle-management-mindset.md b/patterns/1-initial/change-the-middle-management-mindset.md index f0cf1aae2..96f90b599 100644 --- a/patterns/1-initial/change-the-middle-management-mindset.md +++ b/patterns/1-initial/change-the-middle-management-mindset.md @@ -12,7 +12,7 @@ The InnerSource program does not live up to its expectations because middle mana ## Story -A software development team at a large enterprise was eager to join an InnerSource project benefiting multiple teams. However, their middle manager hesitated to allocate time, citing quarterly deadlines and unclear ROI. Despite the developers' enthusiasm and potential for code reuse, theusing frustration and missed collaboration opportunities. +A software development team at a large enterprise was eager to join an InnerSource project benefiting multiple teams. However, their middle manager hesitated to allocate time, citing quarterly deadlines and unclear ROI. Despite the developers' enthusiasm and potential for code reuse, this caused frustration and missed collaboration opportunities. ## Context