AD Pathway User Journeys

The AD Pathway offers clear direction while giving staff freedom to adapt them to their unique contexts. These user journeys show how the same framework can flex for real people in diverse roles and stages. Our goal: a shared, reliable pathway that provides clarity while still leaving room for nuance and wisdom in application.

External Ernest

Coming from outside InterVarsity, “Pastor Ernie” (joining as a second career GFM staff) eventually finished everything in both Pathways, but at the times and seasons that made sense with him and his supervisor. He began with NADT and benefited greatly from being part of the GFM new staff training, which helped him quickly catch up on InterVarsity culture and expectations. His supervisor also encouraged him to take SHIFT and the sexuality courses early to get InterVarsity DNA, and those investments paid off in confidence and clarity. He attended ONS in his fifth year and went as a small group leader. He was glad to have the ONS experience in a way that also leveraged his leadership and background. Based on his passions, he still eagerly pursued 3DT and CSC courses to round out his preparation.

Planting Pauline

As a planting AD with no paid staff on her team at the start, Pauline found the training extremely valuable but had to be intentional about revisiting it as her area’s needs evolved. Relying heavily on volunteers early on, she worked closely with her RD to translate AD concepts (e.g. situational leadership and leading good area meetings) into her planting context. She also followed up proactively, requesting additional resources beyond the baseline, especially around volunteer development. The Pathway provided a stable framework, but applying it required some creativity and adaptation in partnership with her RD, particularly in identifying and accessing resources she didn’t need until a few years into the role when she hired more paid staff.

Part-time Patty

Larry stepped into the AD role after just three years as a CSM and still needed to finish 3DT, creating a demanding overlap when he began NADT. The load was challenging, but he persevered and completed both. Early on, he often defaulted to operating like an advanced CSM rather than making the leadership “turn” expected of an AD. NADT offered clarity and excellent training, but he also needed intentional support from his RD to apply it at the right moments and help him fully step into indirect ministry. Over time, he grew into the role, with Pathway resources providing structure and insight in partnership with his supervisor.

AD Pathway Program Details

 

NADT

Covers early, basic skills in making "the turn" from CSM to AD.

Logistics:

💲 $700
🗓️ 5 days in person

*Can either start with NADT or with the year-long cohort in the fall(and end with NADT)

Key Details

Schedule




 

Year-Long Onboarding Cohort

A "launch week" for doing MPD engages and setting up appointments.

Logistics:

🗓️ Monthly webinars August-May

*Can either start with NADT or with the year-long cohort in the fall(and end with NADT)

Schedule


 

Cultivate

AD training for their roles.

Logistics:

💲$350

🗓️ 3-year cycle:

  • Optional (2026)
  • In-person (2027)
  • Online (2028)


Key Details


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AD Pathway Questions and Answers

They can also start in August and finish with NADT the following June.


Anyone in the AD family is invited; Regional Coordinators are also invited.

We recommend NADT first...it will take intentionality for them to complete SHIFT, 3DT, and the Human Sexuality modules, however. They can also go to ONS as a SG leader later potentially.

Part-time ADs are invited to NADT, the Year One cohort calls, and of course to attend Cultivate annually. If their part-time hours and other issues make it challenging for them to attend certain things, the AD Pathyway can be used to help determine critical elements they may be missing. For some things, there will be virtual and/or asynchronous resources available. Other creative solutions may also be possible to help cover developmental gaps.

Like CSMs- these are weeks to look for development opportunities. Most courses will be for CSMs, but at times there could be some AD courses, even outside Cultivate. Not just multi-session/day, but also shorter ones.

  • First week of February
  • Last week of June (overlapping with NADT)
  • (An additional, floating week in July)
  • Second week of November (overlapping with Cultivate)

We'll keep you informed well ahead of time so you can plan in partnership with your staff rather than being surprised.

Click here for an initial draft of all the offerings in 2026-2027.

  • Pathways Program Details
  • Diversity training, schedules, off-the shelf resources, promises to publicize early and run good processes
  • Learning Weeks offerings 26-27 draft

There are no external or punitive consequences. Our goal isn't enforcement, it's partnership and clarity in developing staff. We encourage this timeline because it helps staff receive important training as ADs make "the turn" from staff to manager. This training is foundational to their growth and to our shared mission. 

The "consequences" we imagine are developmental rather than disciplinary: slower growth, feeling disconnected, or having less ownership of the larger vision. 

For extreme part-timers, you may decide that a different pace makes sense. But for staff who are central to your team's work, we encourage using the pathway as designed and being intentional and thoughtful with any outliers. You're not alone in that discernment; we're here to support you as you navigate unique situations. 

Check out the user journeys above that highlight how the same framework can flex for real people in diverse roles and stages.