Balanceology has been practicing Holacracy® since 2019.
They’ve adopted all five articles of the Holacracy Constitution—fully embracing self-management with a bold commitment to purposeful leadership, disciplined collaboration, and growing as a learning organization. Details below
This badge recognizes Balanceology's alignment with HolacracyOne’s baseline criteria for genuine practice, based on a self-assessment they submitted.
Balanceology
English
Mental Health & Counseling
2019
Version 5.0
1–10 people
None or unknown.
Balanceology
Purpose: Supporting individuals and organizations to prevent and recover from Burnout.
We are an ICF Accredited Coach Training Centre, providing burnout prevention and recovery coaching and programmes for individuals and organisations. Founder: Jayne Morris MCC, The UK's Leading Executive Burnout Coach and Author of Burnout to Brilliance.
Why We Started With Holacracy
Balanceology adopted Holacracy in 2019 as a natural extension of our commitment to wellbeing, collaboration, and sustainable ways of working. As an organisation rooted in burnout prevention and recovery, we were drawn to Holacracy’s decentralised structure, which empowers individuals through clear roles, transparent governance, and a culture of shared responsibility. We recognised that traditional hierarchical models often contribute to stress and disengagement, whereas Holacracy offered a regenerative, human-centred approach aligned with our values. It enabled us to embody the principles we teach - promoting autonomy, clarity, and connection - within our own team and practices.
Our Biggest Win
One of our proudest achievements since adopting Holacracy has been inspiring other organisations we collaborate with to explore and implement it too. As we've modelled a more transparent, responsive, and empowering way of working, our partners and clients have often asked about our internal structure, and many have gone on to adopt Holacracy themselves. Seeing the ripple effect of this approach, especially within wellbeing-focused and purpose-driven organisations, has been incredibly rewarding. It affirms our belief that how we organise ourselves internally can have a powerful influence on the wider systems we're part of.
Our Biggest Challenge
Our biggest challenge in adopting Holacracy was unlearning deeply embedded habits from traditional hierarchical systems. Shifting to a self-organising structure required a mindset change - not just in how we made decisions, but in how we communicated, related to authority, and navigated ambiguity. Letting go of informal power dynamics and learning to trust the process of governance meetings and role clarity took time, patience, and a willingness to sit with discomfort. However, this challenge also became a powerful growth opportunity, both individually and collectively, as we deepened our capacity for conscious leadership and adaptive collaboration.
How they practice Holacracy
Balanceology shared a self-assessment describing how they currently apply Holacracy in their work.
They’ve adopted the following parts of the framework:
- Organizational Structure (Article 1):
They've adopted a clear structure and roles, ensuring everyone knows who is responsible for what. - Rules of Cooperation (Article 2):
They've committed to transparency, mutual accountability, and clear shared expectations. - Tactical Meetings (Article 3):
They run fast, focused meetings that keep work flowing and issues addressed in real time. - Distributed Authority (Article 4):
They give everyone the freedom to act in their roles without micromanagement. - Governance Process (Article 5):
They give everyone a voice in evolving the structure to meet changing needs