Education lives in a rhythm of constant change. Teams grow, processes become more complex, and there is a growing demand for conscious participation and accountability. This is why more and more organizations are choosing self-managed models, where decisions are made within teams and everyone has a clearly defined role and sphere of influence. Holacracy is one such approach.
Kateryna Mozgova, Principal of A+ Gymnasium, shares her vision of how educational organizations can build management differently today:
“It seems that old hierarchical models are increasingly holding back growth: decisions are made slowly, initiatives get lost in bureaucracy, and people feel as though their voice doesn’t matter. The world has changed, yet we continue to build organizations according to the blueprints of the past. But there is an approach that offers a different path — and that is holacracy.”
The Origins and Principles of Holacracy
Holacracy was described in 2007 by Brian Robertson, founder of an American IT company. He called it a “new operating system” for business — a way to build organizations capable of adapting to both internal and external challenges.
Holacracy gained widespread attention in the United States, and Zappos became one of its most well-known examples of implementation. When they adopted this model, many viewed it as a risky experiment. Yet in practice, the system enabled faster decision-making, greater employee involvement in management, and increased organizational agility. People began to genuinely influence the direction of the business.
Holacracy is a comprehensive set of tools and practices that enables an organization to be managed through purpose, roles, and accountability. At the heart of the model lies the outcome, meaning, and clearly defined responsibility of each role. Teams operate in the format of circles, each with its own purpose and sphere of influence.
Its name derives from the Greek “holos” — meaning whole — and it is this wholeness that lies at the core of the model. Imagine an organization without traditional bosses and subordinates. Here, there are roles, not positions. A person may hold several roles simultaneously and change them as tasks evolve. Instead of departments, circles are formed, where people work toward a shared purpose. Authority is distributed, and accountability is clearly defined.
This approach fits naturally into an educational environment, where the speed of decision-making and clarity of accountability directly impact growth.
Holacracy as a Response to Growing Complexity
The experience of organizations operating on holacratic principles reveals a simple truth: as teams grow, so does the need for a structure that sustains both momentum and culture. At the center of management stands a hierarchy of purpose that unites teams around a shared direction.
Purpose becomes the reference point for decisions, strategies, and metrics. It gives work meaning and helps maintain focus in day-to-day actions.
Education and Holacracy: A Natural Synergy
Education works with people, meaning, and long-term development. A model that strengthens agency, engagement, and accountability therefore fits organically into contemporary pedagogical practice.
“Holacracy is not a magic wand. It demands team maturity, transparent communication, and a genuine willingness to embrace responsibility. The greatest challenge here is not even in the processes, but in the people: letting go of the habit of having a ‘boss’ who tells you what to do is no easy thing. This is a cultural shift, and it takes time,” shares Kateryna Mozgova.
Why are more and more organizations turning their attention to this model?
“Because we live in a world where flexibility and speed are no longer advantages — they are necessities. Holacracy answers the question: how do you combine efficiency and freedom, how do you create a space where everyone feels connected to something larger than themselves.”
In a school environment, holacracy manifests through roles, collaborative relationships, and the active participation of all stakeholders in the educational process. Teachers find fulfillment as mentors, facilitators, researchers, and project initiators. Students participate in shaping curricula, clubs, and events. Parents join the community as active participants in the life of the school.
A Living Structure and Transparent Agreements
A key step in implementing holacracy is modeling the structure of roles and circles. It is the hierarchy of purpose that forms the foundation of the organization. Transparent agreements and the visualization of processes help teams navigate responsibilities and decision-making authority with clarity.
In such an environment, every participant understands their purpose. This raises the level of accountability, strengthens teams, and accelerates the delivery of projects.
“At our Gymnasium, we too draw inspiration from holacracy. Instead of rigid rules and vertical management, we create a space where everyone — teachers, students, and parents alike — can hold a role and shape the life of the school. This is not a mere formality, but a living practice: students don’t just learn, they develop academic projects, launch clubs and events, propose changes to the rules, and see their ideas become reality. Teachers are given the freedom to create — they become not only instructors, but mentors, organizers, facilitators, and researchers, feeling a genuine sense of belonging to the Gymnasium’s development. And parents are not bystanders — they are participants in our community. They attend meetings, take an active part in the ‘School of Parenting’, visit open events, and are welcome to share their own initiatives. All of this transforms the Gymnasium into a living community where every voice carries weight, where initiative does not get lost in ‘the upper offices’ but becomes a catalyst for change. And we already feel how this creates an atmosphere of trust, mutual support, and inspiration for shared achievement,” emphasizes Kateryna Mozgova.
Culture as the Foundation of Resilience
Holacracy works in conjunction with clearly articulated organizational values. Mission, vision, and principles become the foundation for daily decisions and long-term strategies. The culture of decision-making and the level of trust determine the depth of change.
Purpose within this system functions as a compass, helping to maintain focus and coherence in a dynamic environment.
Why This Approach Matters Right Now
The education of the future is being shaped today. It requires management models that support flexibility, accountability, and meaning. Holacracy provides the tools to create an environment where every participant feels connected to a shared purpose.
“Perhaps this approach is not for everyone, but it certainly compels us to ask ourselves: do we truly wish to remain in the old management paradigm, where a handful of people decide for all, or are we ready to try a model where responsibility and opportunity are shared among everyone? The choice is ours,” notes Kateryna Mozgova.
Holacracy in education is gradually becoming a way of thinking and organizing the life of a school. It is precisely in such an environment that an education takes shape — one that keeps pace with the world and helps shape it.
