diff --git a/patterns/1-initial/innersource-ambassador.md b/patterns/1-initial/innersource-ambassador.md
index 559bc0984..39bbda198 100644
--- a/patterns/1-initial/innersource-ambassador.md
+++ b/patterns/1-initial/innersource-ambassador.md
@@ -9,7 +9,7 @@ Local volunteers, called InnerSource Ambassadors, provide localized support by p
 
 ## 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.
+The InnerSource Program Office (ISPO) cannot be everywhere at once within a large, decentralized organization. Without localized support, the ISPO struggles to understand and/or fill the unique challenges and needs of different departments or regions and cannot effectively promote InnerSource practices across the organization.
 
 ## Story
 
@@ -18,8 +18,10 @@ In a multinational organization, the ISPO implemented InnerSource initiatives bu
 ## Context
 
 - The organization is large and has multiple independent departments.
+- The departments have separate, independent drivers of culture and workflow.
 - An ISPO has been established to drive InnerSource adoption.
-- There is a need for consistent and tailored InnerSource implementation across diverse teams.
+- Departmental leadership is supportive of InnerSource.
+- The ISPO is too small or disconnected to effectively influence change across all departments at the organization.
 - Employees with a passion for collaboration and InnerSource principles are present within the organization.
 
 ## Forces
@@ -35,7 +37,11 @@ In a multinational organization, the ISPO implemented InnerSource initiatives bu
 
 ## Solutions
 
-- Identify and recruit volunteer ambassadors from across the organization who are enthusiastic about InnerSource and ideally have experience with open source. They support InnerSource goals while maintaining their primary organizational roles.
+- Identify and recruit at least one volunteer ambassador from each department in the organization.
+- The ambassadors should be enthusiastic about InnerSource and ideally have experience with open source.
+- Multiple ambassadors may be needed if there isn't a single person that has visibility and influence across the department to effectively advocate for and support InnerSource everywhere. People in the department can help to identify if one ambassador is sufficient or if multiple are needed.
+- Ambassadors support and encourage InnerSource across the department while maintaining their primary organizational roles.
+- Strive to have departmental leadership support (and even assist in identifying) the ambassador.
 - 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 incentives for the ambassors, e.g. making ambassador work part of the reward system of the organization and praising their work (refer to the pattern [Praise Participants](../2-structured/praise-participants.md)).
@@ -58,6 +64,7 @@ The rewards for the ambassadors will vary by individual motivations. Rewards tha
 ## 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
+- [WellSky](https://wellsky.com/) has the analogous concept of InnerSource Champions representing each business area of the company.
 
 ## Status
 
@@ -66,6 +73,7 @@ The rewards for the ambassadors will vary by individual motivations. Rewards tha
 ## Authors
 
 - Sebastian Spier
+- Russell Rutledge
 
 ## Acknowledgments