Positive work culture is an avenue for greatness. It attracts talent, drives engagement, and impacts happiness. Culture is as influential as your business strategy because it either builds up or undermines your objectives. A multitude of factors plays in developing workplace culture, including leadership, management, philosophies, people, work environment, communication, values, and so much more.

Most of us let our workplace culture form naturally, but what we don’t know is that there should be a system to follow. Not defining your workplace culture is a mistake, and we must end that. Today Amanda HarNess would shift some perspectives and swerve us in the right direction. Don’t miss this out because, in this session, she will talk about rebranding the company culture to create a unique business that harnesses the correct morals and mindsets. Now, let’s take a deep dive and discover more.
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Rebranding Corporate Culture: Importance of Creating a Positive and Efficient Workplace to Achieve Business Growth with Amanda HarNess
Welcome to Actions-Antidotes, your antidote to the mindset that keeps you settling for less. Right now, we're in a time where a lot of things are changing, a lot of our attitudes about work and everything are shifting. There comes times in all of our lives that we need to shift our own attitudes. A lot of people refer to this as a rebranding. We're shifting our focus, shifting our businesses. Today, my guest, Amanda HarNess, is an entrepreneur who recently rebranded her business. Her business was called Kinetic Spark and now is Business Excelerated.
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Amanda, welcome to the program.

Thank you so much for having me. I'm happy to be here.

Thank you so much for joining in. First of all, tell us a little bit about the nature of your business, because you address a lot of these issues with work culture that we've been observing for quite some time now.

I'm a business growth accelerator, and I'm a fractional COO. When you're in an operation seat, you're looking at a number of different things inside of a business. Not only are you looking at their day-to-day, how are their systems and processes, and how are they operating on a daily basis, but also, who is operating in the business.

Without the people, we don't have the business.Click To Tweet

I do put a strong emphasis on how are we optimizing our people from a performance standpoint, engagement, how are we looking at things from a top-down approach when it comes to the trickle down effect of leadership, and taking a look at how we're communicating the long-term vision of the business, getting people engaged and invested in that, and carrying that over into the type of culture you're also building at the organization.

How long have you been at this business?

I have 11 years of experience in operations, but I've owned my own business for just under two years now.

You've encountered a lot of businesses that are trying to expand and trying to set up the right culture. My question is, are most of your clients, most of the people you've historically worked with, focused on the expansion or focused on the culture? Does it tend to be a little bit of both?

I think it tends to be a little bit of both. There is a little bit of a misconstrued perception of what it means to have a company culture. There is some reeducation that happens while we're working together or even just some adjustments and modifications. If we're making a number of changes in the business, oftentimes, that changes the culture. An example of culture that I like to use is not just we have ping pong tables and pajama Fridays. That might be part of culture, but that isn't culture in and of itself.

Rebranding Corporate Culture: Culture is the norms of the business, how you agree to interact together with your clients.

An example would be if a business is a hub-and-spoke type of model where you've got leadership in the mid...