From b63f4c22dc96e86556fa176edf5611771e4fac63 Mon Sep 17 00:00:00 2001 From: =?UTF-8?q?Georg=20Gr=C3=BCtter?= Date: Wed, 12 Mar 2025 18:52:46 +0100 Subject: [PATCH 1/5] first draft of pattern --- .../1-initial/incentives-and-disincentives.md | 73 +++++++++++++++++++ 1 file changed, 73 insertions(+) create mode 100644 patterns/1-initial/incentives-and-disincentives.md diff --git a/patterns/1-initial/incentives-and-disincentives.md b/patterns/1-initial/incentives-and-disincentives.md new file mode 100644 index 000000000..335036e48 --- /dev/null +++ b/patterns/1-initial/incentives-and-disincentives.md @@ -0,0 +1,73 @@ +# Title + +InnerSource Incentives and Disincentives + +# Patlet + +Lack of awareness for incentives as well well as disincentives for InnerSource contribution decrease the chances of an InnerSource project receiving contributions; this is addressed by sharing a comprehensive list of potential incentives and disincentives. + +# Problem + +Soliciting contributions to an InnerSource project in a corporate environment, where every potential contributor is fully utilized is a difficult task. +Contribution will likely contribute only, if there is an incentive for them to do so and if disincentives are absent. +Without awareness of these incentives and disincentives, a maintainer will likely face challenges actively soliciting contributions. +It is important for Trusted Committers to be aware of and advertise incentives for potential contributors. + +# Context + +* Potential contributors in a corporate environment are most likely fully utilized and have no "free" time to contribute to InnerSource projects, especially when they are not directly related to their work. +* Especially in early stages of InnerSource adoption, potential contributors as well as unexperienced Trusted Committers might not be aware of the incentives of InnerSource contribution. + +# Forces + +* The more awareness a Trusted Committer has for the potential incentives and disincentives for InnerSource contribution, the more likely will they be able to successfully advertise them and successfully solicit contributions. +* The higher the incentive to contribute to an InnerSource project, the more likely it will receive contributions. +* The more potential contributors are aware of incentives for InnerSource contribution, the more likely is their contribution. +* Even small disincentives will likely deter potential contributors to contribute. + +# Solutions + +The incentives and disincentives for InnerSource contribution depend on the concrete organizational context of the InnerSource program. +This pattern provides a list of potential incentives and disincentives for InnerSource contribution, which allows both Trusted Committers and potential Contributors to quickly assess, which incentives and disincentives are present in their concrete context. +These are listed in alphabetical order in the following two sections. + +## Potential Incentives + +* **Achieving mastery** in your craft +* **Autonomy** in how contributions are crafted +* **Collaboration with like-minded people** +* **Free stuff**, such as e. g. free CI/CD infrastructure +* Help other people **grow personally**, specifically as a Trusted Committer +* **Intellectual Challenge** +* **Making work easier/more productive/more fun** for yourself and your peers +* **Personal mobility** within the organization, e. g. by collaboration with peers outside of your team, gaining visibility and the opportunity to move to different areas of the organization +* **Sense of Impact** of ones contribution inside and outside of the organization +* **Showcasing your successes** and receiving feedback and appreciation +* **Time to contribute**, so that contributions can be made during working hours + +## Potential Disincentives + +* **Absence or lack of free, essential development infrastructure** such as e. g. CI/CD infrastructure +* **Conflicting InnerSource related goals or incentives in the leadership hierarchy** leading to ambiguity and dissatisfaction by all parties involved in InnerSource +* **For managers: high transparency for their peers in how the managers staff contributes to InnerSource projects**, especially when there is financial pressure and a significant amount of contributions are made outside of their "silo" and leading to local optimization +* **Local optimization**, impeding contributions to "non-local" projects (different silo) +* **Monetary rewards** for knowledge workers (see [RSA Animate on Motivation (by Dan Pink)](https://www.youtube.com/watch?v=u6XAPnuFjJc)) +* **No or lack of time to contribute during working hours**, resulting in InnerSource being on-top effort +* **Too much freedom**, resulting in fragmentation and lack of orientation and alignment + +# Resulting Context + +Both Trusted Committers and (potential) Contributors are aware of the _potential_ incentives and disincentives for InnerSource contribution. +They can assess which incentives and disincentives are present in their context and thus make an informed and balanced decision, whether or not to contribute. +It is less likely that potential contributors don't contribute due to unawareness of incentives. +Trusted Committers can actively leverage incentives when soliciting contributions. + +# Known Instances + +# Authors + +* Georg Grütter (Robert Bosch GmbH) + +# Status + +* Drafted at the InnerSource Gathering Berlin 2025 From 64771bafdc5f8aefadc68fd0ae2eee341d44f853 Mon Sep 17 00:00:00 2001 From: Sebastian Spier Date: Wed, 12 Mar 2025 20:26:46 +0100 Subject: [PATCH 2/5] Decrease all heading levels by 1 level --- .../1-initial/incentives-and-disincentives.md | 24 +++++++++---------- 1 file changed, 12 insertions(+), 12 deletions(-) diff --git a/patterns/1-initial/incentives-and-disincentives.md b/patterns/1-initial/incentives-and-disincentives.md index 335036e48..5f3e89c76 100644 --- a/patterns/1-initial/incentives-and-disincentives.md +++ b/patterns/1-initial/incentives-and-disincentives.md @@ -1,37 +1,37 @@ -# Title +## Title InnerSource Incentives and Disincentives -# Patlet +## Patlet Lack of awareness for incentives as well well as disincentives for InnerSource contribution decrease the chances of an InnerSource project receiving contributions; this is addressed by sharing a comprehensive list of potential incentives and disincentives. -# Problem +## Problem Soliciting contributions to an InnerSource project in a corporate environment, where every potential contributor is fully utilized is a difficult task. Contribution will likely contribute only, if there is an incentive for them to do so and if disincentives are absent. Without awareness of these incentives and disincentives, a maintainer will likely face challenges actively soliciting contributions. It is important for Trusted Committers to be aware of and advertise incentives for potential contributors. -# Context +## Context * Potential contributors in a corporate environment are most likely fully utilized and have no "free" time to contribute to InnerSource projects, especially when they are not directly related to their work. * Especially in early stages of InnerSource adoption, potential contributors as well as unexperienced Trusted Committers might not be aware of the incentives of InnerSource contribution. -# Forces +## Forces * The more awareness a Trusted Committer has for the potential incentives and disincentives for InnerSource contribution, the more likely will they be able to successfully advertise them and successfully solicit contributions. * The higher the incentive to contribute to an InnerSource project, the more likely it will receive contributions. * The more potential contributors are aware of incentives for InnerSource contribution, the more likely is their contribution. * Even small disincentives will likely deter potential contributors to contribute. -# Solutions +## Solutions The incentives and disincentives for InnerSource contribution depend on the concrete organizational context of the InnerSource program. This pattern provides a list of potential incentives and disincentives for InnerSource contribution, which allows both Trusted Committers and potential Contributors to quickly assess, which incentives and disincentives are present in their concrete context. These are listed in alphabetical order in the following two sections. -## Potential Incentives +### Potential Incentives * **Achieving mastery** in your craft * **Autonomy** in how contributions are crafted @@ -45,7 +45,7 @@ These are listed in alphabetical order in the following two sections. * **Showcasing your successes** and receiving feedback and appreciation * **Time to contribute**, so that contributions can be made during working hours -## Potential Disincentives +### Potential Disincentives * **Absence or lack of free, essential development infrastructure** such as e. g. CI/CD infrastructure * **Conflicting InnerSource related goals or incentives in the leadership hierarchy** leading to ambiguity and dissatisfaction by all parties involved in InnerSource @@ -55,19 +55,19 @@ These are listed in alphabetical order in the following two sections. * **No or lack of time to contribute during working hours**, resulting in InnerSource being on-top effort * **Too much freedom**, resulting in fragmentation and lack of orientation and alignment -# Resulting Context +## Resulting Context Both Trusted Committers and (potential) Contributors are aware of the _potential_ incentives and disincentives for InnerSource contribution. They can assess which incentives and disincentives are present in their context and thus make an informed and balanced decision, whether or not to contribute. It is less likely that potential contributors don't contribute due to unawareness of incentives. Trusted Committers can actively leverage incentives when soliciting contributions. -# Known Instances +## Known Instances -# Authors +## Authors * Georg Grütter (Robert Bosch GmbH) -# Status +## Status * Drafted at the InnerSource Gathering Berlin 2025 From acc35a8a8707b86d68aa8f7b8f333a3a6d2b5d41 Mon Sep 17 00:00:00 2001 From: Sebastian Spier Date: Wed, 12 Mar 2025 20:27:20 +0100 Subject: [PATCH 3/5] Minor fixes --- patterns/1-initial/incentives-and-disincentives.md | 3 +++ 1 file changed, 3 insertions(+) diff --git a/patterns/1-initial/incentives-and-disincentives.md b/patterns/1-initial/incentives-and-disincentives.md index 5f3e89c76..a0ab0e7c4 100644 --- a/patterns/1-initial/incentives-and-disincentives.md +++ b/patterns/1-initial/incentives-and-disincentives.md @@ -64,10 +64,13 @@ Trusted Committers can actively leverage incentives when soliciting contribution ## Known Instances +TBD + ## Authors * Georg Grütter (Robert Bosch GmbH) ## Status +* Initial * Drafted at the InnerSource Gathering Berlin 2025 From 6a1c6e3b8736fcbe5261118db769e185d4c5447b Mon Sep 17 00:00:00 2001 From: Sebastian Spier Date: Wed, 12 Mar 2025 20:28:36 +0100 Subject: [PATCH 4/5] Wording fix --- patterns/1-initial/incentives-and-disincentives.md | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/patterns/1-initial/incentives-and-disincentives.md b/patterns/1-initial/incentives-and-disincentives.md index a0ab0e7c4..dc3531a3f 100644 --- a/patterns/1-initial/incentives-and-disincentives.md +++ b/patterns/1-initial/incentives-and-disincentives.md @@ -16,7 +16,7 @@ It is important for Trusted Committers to be aware of and advertise incentives f ## Context * Potential contributors in a corporate environment are most likely fully utilized and have no "free" time to contribute to InnerSource projects, especially when they are not directly related to their work. -* Especially in early stages of InnerSource adoption, potential contributors as well as unexperienced Trusted Committers might not be aware of the incentives of InnerSource contribution. +* Especially in early stages of InnerSource adoption, potential contributors as well as inexperienced Trusted Committers might not be aware of the incentives of InnerSource contribution. ## Forces From 47099ee46e53bb609e2411d879409e11c78d8240 Mon Sep 17 00:00:00 2001 From: Sebastian Spier Date: Wed, 12 Mar 2025 20:33:26 +0100 Subject: [PATCH 5/5] Adding pattern to the overview of all patterns in the README --- README.md | 1 + 1 file changed, 1 insertion(+) diff --git a/README.md b/README.md index 44a9b805e..c89470c8e 100644 --- a/README.md +++ b/README.md @@ -93,6 +93,7 @@ Our mission * [Circle Communities](/patterns/1-initial/circle-communities.md) - *InnerSource adoption is slow in organizations due to limited understanding, engagement, and contextual relevance. Circle Communities address this by fostering synchronous conversations that build connections, close knowledge gaps, and cultivate collaboration and continuous learning.* * [Internal Developer Platform](/patterns/1-initial/internal-developer-platform.md) - *As InnerSource adoption increases throughout an organisation, it is not unusual that project teams start to face inefficiencies in scaling their efforts due to fragmented tooling, environments, and workflows. An Internal Developer Platform (IDP) provides a way to tackle this type of challenges through a centralized, self-service system that standardizes development environments and integrates tools to enhance consistency, collaboration, and developer productivity.* * [Document Architecture Decisions](/patterns/1-initial/document-architecture-decisions.md) - *InnerSource contributors often face challenges in grasping the system's design rationale, which can result in misalignment between maintainers, contributors, and stakeholders — potentially discouraging participation. To enhance decision-making and transparency, we recommend capturing architecture decisions and their consequences in a lightweight, accessible format to streamline onboarding, clarify decisions, and support long-term project sustainability.* +* [InnerSource Incentives and Disincentives](/patterns/1-initial/incentives-and-disincentives.md) - *Lack of awareness for incentives as well well as disincentives for InnerSource contribution decrease the chances of an InnerSource project receiving contributions; this is addressed by sharing a comprehensive list of potential incentives and disincentives.