Skip to main content

​
Video Overview

​
Introduction

Every AI Accelerator programme needs a high performer on the inside to keep things moving. We call this person the Driver. Pathfindr brings expertise, frameworks, and momentum, but we can’t navigate your internal priorities or push through blockers. The Driver does that. They’re the one who turns strategy into action and makes sure adoption actually happens.
Without a capable, high-performing Driver, even a strong program can stall. With the right one, progress becomes inevitable.

​
What a Driver does

Your Driver:
  • Keeps champions engaged: Sends weekly nudges, unblocks issues, and keeps momentum between sessions
  • Handles logistics: Access, invites, scheduling, and follow-ups stay on track
  • Bridges communication: Connects Pathfindr’s programme with your organisation’s reality and reports progress to the Sponsor
  • Leads the change: Models adoption, celebrates wins, and scales what works
  • Supports fast huddles: 30–45-minute practical check-ins that surface wins, share champion success stories, identify blockers, and plan next steps
This is a leadership role for doers: people who make things happen, not just talk about change.

​
What makes a great Driver

Look for someone who is Curious, Collaborative, has Depth in their field, and is Hands-on. In other words, someone who knows their role, is good at it, is easy to work with, and wants to do this. The right person finds this role easy, enjoyable, and rewarding. The wrong person continually needs feedback, intervention, and supervision.
Pathfindr handle the AI expertise, your Driver handles the participation and change leadership.

​
The four qualities in detail

They’re naturally inquisitive about new approaches and willing to tinker with different ways of working. They ask “what if we tried this?” rather than “we’ve always done it this way.”Look for: Someone who experiments with tools, processes, or methods in their current role. They test small changes and iterate quickly based on results.Ask yourself: Do they prefer testing over theorising? Are they comfortable with trial and error?
They work well across the organisation and people genuinely enjoy working with them. They’re easy to work with, build bridges rather than walls, and help others succeed.Look for: Someone who influences through collaboration rather than hierarchy. They can navigate politics without creating friction and bring people along rather than bulldozing through.Ask yourself: Would people volunteer to work on their projects? Do they make meetings more productive?
They know their domain well and have credibility with peers and leadership. People trust their judgment and follow their lead because they consistently deliver results.Look for: Someone with a proven track record who colleagues turn to when things get challenging. They have the respect that comes from competence and reliability.Ask yourself: When they take ownership of something, do you stop worrying about whether it’ll get done?
They have the authority to change how work happens and the willingness to roll up their sleeves. They can say “let’s try this for two weeks” and make it happen without three layers of approval.Look for: Someone who can adjust processes, access the right people, and move things forward. Their success is tied to program outcomes—they win when the programme wins.Ask yourself: Can they implement changes quickly? Do they have skin in the game?

​
How to select your Driver

1

Think of your natural candidates

Who immediately comes to mind when you think: Curious, Collaborative, Depth in their field, Hands-on?Shortlist 2–3 people—don’t default to the most senior person.
2

Apply the quick check

  • Can they change workflows?
  • Are they respected?
  • Do they want to do this?
  • Can they communicate across levels?
  • Do they experiment naturally?
3

Set clear expectations

Talk openly about time (2–4 hours per week), responsibilities, and the support they’ll receive.Confirm they’re genuinely enthusiastic about driving change.
4

Nominate and confirm

Once chosen, we’ll connect with your Driver at kick-off to align goals and start the first cycle.
Red flags to avoid — someone who:
  • Needs heavy consensus for small decisions and cannot move the room
  • Gives vague updates with little follow-through between calls
  • Blames champions instead of problem-solving and cannot speak to individual progress
  • Treats the role as extra admin rather than part of the job
  • Has limited availability or clashing priorities

​
The rhythm of good driving

1

Fortnightly huddles

30–45 minutes session to keep progress visible and showcase wins.
2

Regular check-ins

Light weekly touches with champions to maintain energy. Asynchronous contact is fine.
Consistency matters more than intensity. High performers keep momentum without overcomplicating it.

​
What you’ll get from Pathfindr

Kick-off session

A session with your Driver and Sponsor to align on goals, rhythm, and the first cycle plan.

Huddle templates

Templates and tips to keep sessions short, useful, and repeatable.

Ongoing support

Cadence and checkpoints tuned to your programme tier.

​
Final thought

Select a Driver you’d trust to run something critical without supervision. This indicates the right choice. High performers set the tone, remove excuses, and make the change stick. The right Driver doesn’t just manage the program—they move it forward every week.
Need a second opinion? Your Pathfindr program lead can help you identify your strongest candidate.