Not just the marketing folks—but every single person? And here’s the real kicker: would it match the story you wish was getting out there?
For us at Harc, the first step to building a better brand is gathering everyone around to share the real stories happening inside the organization. We’re talking about moving past the beautifully polished mission statement carved into the office walls (or tucked away on some webpage) and creating something that feels like it belongs to everyone—something your whole team has had a hand in shaping. That’s why, in every project we take on, we carve out space for teams to really listen to each other.
For a lot of employees, it might be the very first time they’re asked to weigh in on something as “big” as brand. But here’s the thing: brand isn’t supposed to be lofty—it’s everyday. It’s the stories each person in your organization is living out, day in and day out.
At Harc, these storytelling sessions? They’re not just the kickoff—they’re the main event. We don’t just chat with the CEO. We want to hear from the folks at reception, the project coordinators, and the people answering the phones. We even poke around with your competitors and industry peers to see what they think. It’s about painting a full picture, because the real heartbeat of your brand isn’t in that old vision statement from 20 years ago—it’s in the stories of the people who make it run today.
What’s even more important than us hearing these stories? It’s getting your whole team to hear them. It’s about recognizing the full human experience happening across your organization, from accounting to leadership. That’s why we intentionally create space for cross-departmental conversations, making sure people feel comfortable opening up, maybe in ways they haven’t before.
So what’s our end game with all this storytelling? We want to help you step back into your power. We want your team to feel that sense of permission to show up fully in a brand that truly represents who you are. Because when a brand is done right, it should do just that. You should not only know your mission statement by heart—you should feel aligned with it. Proud to drop it into conversation. Everyone on the team should feel like they own it and are eager to share it.
Why is this such a big deal in today’s workplace? Because for too long, we’ve been sprinting after flashy new logos, while skipping over the hard work of making sure everyone feels heard. But when you slow down and invite everyone into the conversation, you end up with a brand that stands the test of time. You won’t need to overhaul the whole thing in two years because it’s “off.” We know—because we’ve been called in more than once to fix those messes.
So, how do you get started on conversations that go beyond the usual suspects? Start small. Ask your colleagues how they describe your brand. Then ask someone in another department. See if those answers align. It’s about staying curious—exploring, not solving. If you start noticing some gaps, or even worse, people can’t remember the brand at all because it doesn’t really matter to them—that’s a red flag.
Maybe we can help with that. Because when people start sharing stories, the magic happens. Suddenly, it’s like reintroducing old friends. You’ll see the energy shift, and before you know it, your organization is glowing in a way it hasn’t in a long time. And isn’t that the kind of story you want to tell?
