COREACH has been practicing Holacracy® since 2017.
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 COREACH's alignment with HolacracyOne’s baseline criteria for genuine practice, based on a self-assessment they submitted.
COREACH
Arabic, English
Management Consulting
2017
Version 5.0
11–25 people
COREACH
Purpose: Humanizing organizations through cultivated culture, and forward-thinking
Founded in 2011, COREACH is Saudi Arabia’s first human-centric coaching and culture advisory, born from a bold vision to redefine what it means to be together. For over thirteen years, we have partnered with organizations to move beyond transactional structures and into cultures rooted in emotional intelligence, psychological safety, and shared purpose. At the heart of our work lies a simple belief: when people feel safe, seen, and aligned, they don’t just perform—they thrive.
Working at the intersection of leadership and culture, COREACH helps individuals and organizations lead from the inside out, where connection becomes strategy and humanized leadership drives sustainable success. Our tailored coaching journeys, culture transformation programs, and immersive retreats are designed to unlock self-awareness, empathy, and clarity, building foundations for meaningful growth and collective impact.
With more than 50,000 coaching hours delivered, a 9/10 client satisfaction rate, and a global network of 500+ certified coaches and experts, we proudly serve over 100 organizations across government, enterprise, education, healthcare, and financial sectors. As the first B Corp-certified coaching advisory in Saudi Arabia and a certified Great Place to Work, COREACH continues to use business as a force for good, empowering people, elevating cultures, and designing humanized ecosystems where purpose thrives and growth becomes shared.
Why We Started With Holacracy
At COREACH, our mission has always been to humanize leadership and redefine how organizations grow and thrive. Adopting Holacracy was a natural evolution of that mission, moving from traditional hierarchies to a structure rooted in trust, autonomy, and shared ownership. We wanted to create a living system where authority is distributed, voices are heard, and decisions are made closer to where the work happens. Holacracy offered a framework to embody our values of transparency, co-creation, and accountability. allowing every team member to lead from their unique strengths and purpose. For us, it wasn’t just a governance change; it was a cultural expression of who we are and what we believe in: that leadership belongs to everyone.
Our Biggest Win
Our greatest success has been witnessing ownership and agility come alive across the organization. Teams began to self-organize, roles became clearer, and purpose alignment deepened. Instead of waiting for top-down direction, colleagues started proactively initiating projects, improving internal systems, and co-creating client solutions. This shift not only increased operational clarity but also strengthened psychological safety, people felt empowered to challenge, create, and contribute meaningfully. Holacracy has helped us live our philosophy: turning connection into strategy and people into catalysts of growth.
Our Biggest Challenge
The biggest challenge was the mindset shift, unlearning deeply ingrained patterns of hierarchy and redefining what “leadership” means. At first, some team members struggled to balance autonomy with accountability or to navigate tensions transparently without reverting to old habits. Translating the structure into daily practice required patience, ongoing facilitation, and a shared understanding that Holacracy is a journey, not a one-time implementation. Over time, through reflection circles, learning pods, and coaching, we built the confidence and language to operate effectively within the system transforming initial discomfort into a deeper sense of ownership and alignment.
How they practice Holacracy
COREACH 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