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 * [Trusted Committer and Contributor Retrospectives](/patterns/1-initial/cross-team-retrospectives.md) - *A host team working with contributors outside of their own line of management constantly runs into misunderstandings. As a result collaboration becomes brittle and frustrating. Setting aside time for regular retrospectives for the InnerSource team consisting of trusted committers and contributors can help make communication smooth.*
 * [InnerSource Hackathon](/patterns/1-initial/innersource-hackathon.md) - *In a company, initially only InnerSource enthusiasts are interested and practicing InnerSource during the early stages of InnerSource adoption; not all engineering teams are willing or have enough time and resources to adopt InnerSource. In this scenario, it is good to provide a safe space to try and adopt InnerSource through an InnerSource Hackathon event within the company.*
 * [Managing Capacity for Reviewing Contributions](/patterns/1-initial/capacity-for-contributions.md) - *Reviewing InnerSource contributions takes time and effort. This should be reflected in capacity planning, especially for larger contributions. Expectations and available capacity should be transparent so that contributors understand when their contributions will be reviewed and, if accepted, released.*
+* [InnerSource Ambassadors](/patterns/1-initial/innersource-hackathon.md) - *When driving InnerSource adoption through a large, decentralized organization it is hard to understand and address the local challenges that come up in different departments and regions. Local volunteers, called InnerSource Ambassadors, provide localized support by promoting InnerSource principles and acting as a communication bridge between their teams and the ISPO.*
 
 <!--
 NOTE: The 'Initial' Patterns below don't have a Patlet yet, which is essential for readers to quickly browse our patterns.
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+## Title
+
+InnerSource Ambassadors
+
+## Patlet
+
+When driving InnerSource adoption through a large, decentralized organization it is hard to understand and address the local challenges that come up in different departments and regions.
+Local volunteers, called InnerSource Ambassadors, provide localized support by promoting InnerSource principles and acting as a communication bridge between their teams and the ISPO.
+
+## Problem
+
+The InnerSource Program Office (ISPO) cannot be everywhere at once within a large, decentralized organization. Without localized support, the ISPO struggles to understand the unique challenges and needs of different departments or regions and cannot effectively promote InnerSource practices across the organization.
+
+## Story
+
+In a multinational organization, the ISPO implemented InnerSource initiatives but noticed uneven adoption across departments. After appointing a local ambassador in one department, adoption rates improved as the ambassador tailored practices to the department's context and provided valuable feedback to the ISPO.
+
+## Context
+
+- The organization is large and has multiple independent departments.
+- An ISPO has been established to drive InnerSource adoption.
+- There is a need for consistent and tailored InnerSource implementation across diverse teams.
+- Employees with a passion for collaboration and InnerSource principles are present within the organization.
+
+## Forces
+
+- **Geographical and organizational scale:** The ISPO cannot physically or logistically engage with every department.
+- **Communication barriers:** Departments may have unique cultures and needs that are not immediately visible to the ISPO.
+- **Workload balance:** Ambassadors must fulfill this role alongside their primary responsibilities.
+- **Trust and credibility:** Ambassadors must be trusted by their teams and the ISPO.
+
+## Sketch (optional)
+
+*A diagram showing the ISPO at the center, with ambassadors positioned in various departments acting as bidirectional conduits of information and influence.*
+
+## Solutions
+
+- Identify and recruit volunteer ambassadors from across the organization who are enthusiastic about InnerSource. They support InnerSource goals while maintaining their primary organizational roles.
+- Train ambassadors on InnerSource principles, tools, and the goals of the ISPO.
+- Establish clear expectations for ambassadors, including acting as a liaison, promoting InnerSource practices, and providing feedback to the ISPO.
+- Create a support network among ambassadors to share best practices and foster a sense of community.
+- Schedule regular check-ins between ambassadors and the ISPO to gather insights and provide guidance.
+
+## Resulting Context
+
+- Localized InnerSource support increases adoption and effectiveness.
+- The ISPO gains valuable, real-time feedback on challenges, successes, and opportunities within different departments.
+- Ambassadors become advocates for InnerSource, fostering a culture of collaboration.
+- Workload balancing remains a challenge, but most ambassadors find the role rewarding and career-enhancing.
+
+## Rationale
+
+InnerSource Ambassadors leverage their existing knowledge of their departments and relationships within the organization to address challenges the ISPO cannot solve alone. This decentralization of responsibility enhances the ISPO's reach while maintaining centralized oversight.
+
+## Known Instances
+
+- *SAP* has a concept called [Open Source Champions](https://community.sap.com/t5/open-source-blogs/sap-open-source-champions/ba-p/13539587) that seems related
+
+## Status
+
+- Initial
+
+## Authors
+
+- Sebastian Spier
+
+## Acknowledgments
+
+- [Russell R. Rutledge](https://github.com/rrrutledge) for sharing the idea and providing feedback
+- [Guilherme Dellagustin](https://github.com/dellagustin-sap) for sharing a similar concept used for open source adoption
+
+## Alias
+
+- Departmental InnerSource Representatives/Champion/Ambassador
+- Local InnerSource Representatives/Champion/Ambassador