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Is your organization ready for InnerSource
- What is your culture?
- How motivated?
- What does your management support look like?
- What is your coding/communication environment?
- Is your Codebase in github or publicly available/viewable to all employees?
- Do you have employees that have already been involved in Open Source?
- Is their input listened to?
- Code review?
- Unit testing | CI/CD
- Asynchronous vs. synchronous communication (eg: Email vs. Slack)
- What is your level of commitment?
- Is there buy-in for upfront investment to enable innersourcing?
- Is this a one-shot (for a specific project) or universal?
- Code-dump vs. Code-collaboration
- Do you have Baseline Metrics?
- What are your company’s goals?
- How do you measure success?
- what is success?
- Code Reviews?
- Have you figured out the KPI’s that will matter for your culture?
- Remember Gamification and testing teaches the test
- Ongoing tracking of
- Have you identified an initial team to roll out with?
- Agile to fail fast at first? Or a small project?
- Take at least a quarter or half a year to see
- Or address levels of InnerSource
- See Doc [Is Your Team Ready for InnerSource](Is your team ready for InnerSource)
- Do you have a way to aggregate your documentation?
- Ways to capture Mentoring Conversations
- How to do intrinsic and extrinsic rewards for people and teams?
- Reputational Feedback game like Badges
- Showing measurement
- What does your feedback process look like?
- What do your resource constraints look like?
- Educational resources available to learn (sharpen the saw)
- Trusted Committers (TCs) need promotion path that isn’t Management (fellows)
- Trusted Committer (TC) code review and TC become Release Managers
- Roles and responsibilities updated for TCs and POs
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