Back to Basics Reset: Setting Your Organization Up for Success in the Year Ahead
Part 2: Where to Start with Forms, Workflows, and Language
By Chris Kennedy (he/him), Business Development Specialist, Endura Consulting
A Quick Recap
In Part 1 of this series, I focused on why a Back to Basics Reset matters - - and why now is such a powerful moment to do it. After years of change, disruption, and shifting expectations, many organizations are operating with systems that no longer reflect who they are or what they value. Revisiting the basics isn’t about busywork or perfection; it’s about alignment, sustainability, and setting people up to succeed.
Where to Start: Forms, Workflows, and Language
When I walk teams through this process, we start small and practical. The goal isn’t to overhaul everything at once, it’s to identify what deserves attention first.
1. Review your forms and templates.
Are your intake or application forms accessible and written in plain language?
Do you give people space to self-identify (e.g., name, pronouns, gender, accessibility needs) in a way that feels inclusive and optional?
Are questions still relevant, or are you collecting information out of habit rather than purpose?
In one of my past roles, we realized our volunteer sign-up form hadn’t changed in years - - it still asked for fax numbers! That sparked a bigger conversation about what data we were collecting and why. Within a few weeks, we’d simplified the form, made it mobile-friendly, and added optional fields for pronouns and accessibility needs. The response was overwhelmingly positive - - not just from external users, but from staff who felt proud of how the organization was evolving.
2. Revisit workflows and approval processes.
Are they designed for efficiency, or have “temporary fixes” become permanent?
Do they support collaboration, or create unnecessary bottlenecks?
Are responsibilities clearly defined and visible to everyone who needs them?
3. Audit your language and tone.
Does your internal communication reflect the same care and inclusivity as your external voice?
Do your policies use gender-neutral, people-first, and plain language?
Are your templates consistent with your brand and culture - - not just visually, but in tone and intention?
Embedding a DEIBCA Lens
A true reset isn’t just about efficiency - - it’s about alignment. Looking at your systems through a DEIBCA lens (Diversity, Equity, Inclusion, Belonging, Collaboration, Accessibility) ensures that your foundational tools don’t unintentionally exclude or silence anyone.
Here’s how you can integrate that perspective practically:
Diversity: Review who is represented (or not) in your examples, visuals, and case studies
Equity: Check if your forms or policies unintentionally create barriers (like unnecessary prerequisites or limited language options)
Inclusion & Belonging: Ensure every team member and partner sees themselves reflected and respected in your materials
Collaboration: Involve people with lived experience or cross-departmental perspectives when revising workflows - - they’ll see gaps leadership may miss
Accessibility: Audit documents for readability, screen reader compatibility, and alternative formats.
At one organization, I helped pilot a process review that started with an accessibility audit. What surprised everyone wasn’t just what we found - - it was how empowering it felt. Once people started noticing accessibility opportunities, they couldn’t stop. Someone realized our PDFs weren’t screen-reader friendly. Another noticed that our videos didn’t have captions. A teammate pointed out that our color contrast in our product platform made some text unreadable. What started as a small audit turned into a mindset shift - - people began thinking about inclusion before clicking “publish.”
When you approach a reset this way, it’s not just about fixing what’s broken. It’s about re-committing to the values your organization says it stands for - - and backing them up in the details.
In Part 3, I’ll bring this series to a close by focusing on what comes after the review: practical tips for implementation and ongoing maintenance, how to manage change without burning people out, and what the real payoff of this work looks like over time. I’ll also share when it might make sense to bring in support - - and how Endura Consulting works alongside organizations when they’re ready to start (or restart) this work in a thoughtful, people-first way.
