A.D.R.I. process
A.D.R.I. More than just the abbreviation of my name, it’s the acronym for my coaching process. Each phase has its own focus: A.lignment on the context and coaching objective, D.efinition and identification of the core issue, R.eflection on solutions and refinement of the best option, I.mplementation of the chosen solution and initiation of a new objective.
Why do you refer to it as a coaching process rather than a method?
I refer to it as a coaching process, rather than a method, because it’s the result of a dynamic and adaptive approach, rather than a rigid set of steps or techniques which defines my approach. A process allows for flexibility and dynamic evolution, tailored to each individual’s needs and context, whereas a method implies a fixed, one-size-fits-all solution. On the contrary, a method would lock me into a static approach, where the steps and associated content would be fixed and replicated very similarly for everyone. That doesn’t interest me: every client is unique and deserves a tailored approach.
To create a tailored approach for each client, I rely on my process. It guides me as much as it guides them, while leaving room to craft a unique “method” for each individual. A bit like a virtuoso musician practicing their scales without ever playing the same piece twice, or a high-level athlete following a routine before every competition while adapting to its specific conditions.
I believe it’s this combination of structure and flexibility that, along with my story, sets me apart and allows me to offer as many different methods as I have clients.
Can you explain the A.D.R.I. process to us?
My coaching process comes from my nickname, Adri. I turned it into a coaching acronym: A.D.R.I. Each letter represents a key phase of the work I do with my clients. A.D.R.I. is structured around four phases:
A – Audit the Now. Agreed on a Goal. (1/4)
D – Dive into the Issues. Detect the Game-Changer. (2/4)
R – Reflect on Solutions. Refine the Best Option. (3/4)
I – Implement for Real. Initiate a New Goal. (4/4)
It’s a loop, and the intention is as simple as that.
Could you tell us more about the phase « A – Audit the Now. Agreed on a Goal. »?
The first step involves a context audit It consists of exploring the client’s current situation in detail: identifying where they stand, what’s working well, and what needs adjustment. This serves as a fundamental starting point for me. To know where we need to go, we must first understand where we’re starting from and where we truly stand. From this understanding and awareness of the current context, we define and align on an initial coaching as a coach.
Why focus on just one goal?
I prioritize a core goal, the one that will have the most impact in unlocking other situations. Defining such a goal is a task in itself. If urgent or important issues arise in parallel, they are addressed on a temporary basis before returning to the main objective.
What about the phase « D – Dive into the Issues. Detect the Game-Changer. »?
Once the goal is defined, it’s time to dive into the underlying issues. This step aims to uncover the obstacles holding the client back and to gradually pinpoint the core issue to address. By core issue, I mean the key trigger, often hidden beneath surface-level challenges.
How do you detect this “core issue”?
I don't detect it alone. We detect it together with my clients. This is done through a combination of tools: active listening, qualitative and sometimes quantitative data, maieutic techniques, feedback, and intuition. With experience, I identify what strongly resonates with the client. That's when we both know - the client and I - that we have touched the heart of their current problem.
Then comes the phase « R – Reflect on Solutions. Refine the Best Option. », correct?
Yes. Once the central problem is identified, we enter a phase of reflection on possible solutions. This involves exploring several options, evaluating their impact, and gradually refining and re-refining the one that best matches the client's goals, needs, abilities, and motivation.
Why not go directly to the solution?
Because it’s probably the worst way to find it. The best solution is generally not the first one that comes to mind. Exploring and refining options allows us to find the best solution while also learning to solve problems more effectively. This learning is as valuable as the solution itself. It’s also one of the key factors that helps me gradually develop autonomy and the ability to "self-coach" with each of my clients. It’s essential to avoid any dependency, and it’s even more crucial because, in my view, it’s a vital skill for every leader, CEO, and founder.
And the process concludes with the phase « I – Implement for Real. Initiate a New Goal. » ?
Yes. A solution is worthless if it remains theoretical. I take a very pragmatic approach. My role is to help the client integrate the solution they have defined into their daily reality. For me, we are what we do, not what we say, promise, or conceptualize. It is therefore critical to put in place - "implement" - the defined solution in real life. To test it in concreto, to adjust it, and in any case to rely on it, in order to move further on this subject and/or to move on to a new subject. Once the goal is reached, a new A.D.R.I. cycle can start with a new objective.
And what if the implementation doesn’t work as expected?
It’s a possibility. No plan is perfect from the start. A.D.R.I. is an iterative process—if something doesn’t work, we revisit the audit, adjust, and move forward. Each step feeds into the next, creating a fluid and flexible system.
And does all of this really produce results?
With nearly 10 years of practice, close to 300 CEOs and founders coached, and with a recommendation rate of over 95%, I believe I can say this with confidence. However, this process only works if the client authentically expresses their challenges and is genuinely committed to progressing. Being coached requires being coachable—that is, having a sincere desire to grow and a willingness to question oneself to achieve it. It’s not for everyone, but for those who fully invest in the process, the results can indeed be transformative. coachable—that is, having a sincere desire to grow and a willingness to question oneself to achieve it. It’s not for everyone, but for those who fully invest in the process, the results can indeed be transformative.
