@@ -32,23 +32,23 @@ pain points that they are dealing with.
 
 ## Solution
 
-For this pattern in particular it is important to note that adopters of this pattern will likely not use the maturity modal proposed here as is!
-The context of most organization will differ to greatly to do that.
-Hence you may take the proposed maturity model as a starting point if you like, but it is key that you adapt it to the needs and goals of your organization!
+For this pattern it is particularly important that you adapt the maturity model below to the needs of your organization.
+The context of most organization will differ too greatly, so there is no single maturity model that fits every org.
 
 Steps to implement:
 
 1. **maturity mode definition**: Create a maturity model that fits the needs of your organization. Also consider the [Guiding Principles](../2-structured/document-your-guiding-principles.md) if you have defined those for your InnerSource program.
-2. **team self-assessment**: Then ask teams to self-assess against that maturity model. You may even do a couple of these sessions together with a view teams, to observe and learn if the maturity model is easy enough to understand.
+2. **team self-assessment**: Then ask teams to self-assess against that maturity model. You may even do a couple of these sessions together with a few teams, to observe and learn if the maturity model is easy enough to understand.
 3. ... <what happens now? e.g. any re-assessments after some time, or suggested actions after the assessment, or anything else?>
 
-Note that the path is part of the goal in multiple ways here:
+The process of going through these steps helps your organization in multiple ways:
 
 * Defining your own maturity model allows you, the organizers of the InnerSource program, to increase your own clarity. e.g. you will realize what matters to you, what training capabilities you have internally, what material is available externally, etc
 * You increase the trust in your initiative by allowing teams to go through the self-assessment at their own pace, and by opening up to feedback from them.
-* The teams going through the self-assessment will likely have discussions, possibly even disagreements about some of the points in the Maturity Model. That is fantastic as it offers a great starting point for relevant discussions to increase their shared understanding of InnerSource.
+* The teams going through the self-assessment will likely have discussions, possibly even disagreements about some of the points in the maturity model. These are fantastic conversation starters, and the discussions help you to create a shared understanding of InnerSource in your organization.
+
+Below we have defined a **sample maturity** model around 4 categories (Transparency, Collaboration, Community, Governance).
 
-Below we have defined a sample maturity model around 4 categories (Transparency, Collaboration, Community, Governance).
 Make sure you adapt this model to fit your organization!
 
 ### Transparency