By: Kelly Guzman, MN, RN, FAAN
Over the past few months, as I’ve traveled to onsite activities and conferences, one question has consistently topped the agenda: How is Yellow Brick’s transition to CannonDesign going?
I’m happy to share that our team is thriving and embracing our new environment—computers and all! It’s hard to believe that it’s only been 90-days since our acquisition with CannonDesign and our Blue Cottage colleagues.
To support my team and my own change journey, I’ve leaned heavily on The First 90 Days by Michael Watkins. His insights on navigating transitions have been invaluable. In previous roles, I was on the receiving end of change; this time, I initiated it. That shift has taught me that the first 90 days aren’t just about learning new systems and cultures—they’re about preserving trust, finding your footing, and building meaningful relationships, all while delivering results and proving your value in real time.
How Has This Change Impacted Yellow Brick?
The heart of Yellow Brick remains unchanged. Clients trust us for our people and the quality of our work—and that will continue. Over the past 90 days, we’ve been busy and productive:
- Completed two patient moves
- Led three Dress Rehearsals
- Facilitated multiple Tabletop exercises and workflow sessions
- Presented at national conferences
- Wrapped up key projects and launched new ones
It’s been a season of momentum, collaboration, and impact.
What has changed? We’ve gone from a close-knit team of ~60 to being part of an organization with over 1,000 people. We’ve embraced new colleagues, navigated unfamiliar IT, Finance, and HR systems, and immersed ourselves in a new culture. Yes, it’s been overwhelming at times—but my background as an ED nurse keeps me grounded. Unlike the ER, lives aren’t at stake if we don’t get it perfect the first time. That perspective is a gift.
One highlight has been the foresight of Blue Cottage leadership in assigning buddies to help us navigate nuances like payroll and expenses. From day one, everyone has been welcoming and empathetic, reinforcing my confidence in this merger. Connection and kindness truly go a long way.
Meeting CannonDesign colleagues across the country has been energizing. Learning about the architecture and engineering world has broadened our perspective, and collaboration is already paying off—we’ve been awarded a project as a unified team.
From Founder to Integrator: Lessons Learned
Reflecting on the last 90 days, here are eight lessons I’d share with anyone navigating organizational change:
Listen, learn, and communicate
Set up daily touch-base meetings to address top-of-mind questions, foster open communication, and create space for team members to connect and build relationships.
Clear, concise, and timely communication is one of the most valuable investments you can make during a transition.
We established a rhythm of 30-minute check-ins Monday through Thursday to share updates and address questions in real time. On Fridays, we held a one-hour meeting to recap the week, highlight key developments, and create space for open dialogue and team connection. This kept our team informed of key updates and provided a safe and open forum to ask questions and address any concerns.
Involve Your Team and Leverage Collective Strengths
When going through a merger or acquisition, you’re essentially taking on a second full-time job—on top of your existing one. Don’t try to do it all alone. Engage your team early and often. Delegate responsibilities like orientation, training, internal communications, and navigating new IT, finance, and HR systems. Involving your team not only lightens your load, but also fosters stronger buy-in, encourages collaboration, and helps everyone build relationships in the new environment. You’ll accomplish more—and with far fewer headaches.
Never stop learning
One of our core values is lifelong learning, and I’ve been leaning into that lately. I’m currently reading Strong Ground by Brene Brown, and it’s full of powerful insights—especially for anyone navigating change. I highly recommend it to fellow leaders and owners going through a merger or transition. The lessons on vulnerability, resilience, and connection are incredibly timely and grounding.
Celebrate Wins, Big and Small
Recognize progress. Celebrate team achievements. Your enthusiasm will be contagious—and it will help cement your role as a positive force in the company.
Build Relationships
Start with your immediate team, then branch out. Schedule informal conversations, ask questions, and take time to learn what drives each person. Your credibility won’t come solely from your past achievements—it will be shaped by how well you connect, listen, and engage in the present. This is a work in progress always!
Be Open Minded
Let’s face it – change is hard and despite everyone’s best intentions, sometimes it can be scary or contentious. Approaching conversations and new ways of doing things with an open mind supports a safe and forward-thinking environment.
Self-Care Matters
Make time to take care of yourself. Whether it’s a walk, a stretch, a few deep breaths—or even a good scream when needed—those small moments can make a big difference. I’m writing this as I pack for vacation, and I’m so grateful I planned this trip last year. If I hadn’t, I probably would’ve postponed it. It’s a reminder that self-care isn’t just a nice-to-have—it’s essential. And sometimes, the best gift you can give yourself is the space to step away and recharge.
What’s Next?
Our leadership team is setting ambitious goals for 2026 and beyond. We’ve defined Big Hairy Audacious Goals (BHAGs) for the next 3–5 years, and we’re energized by the challenge ahead.
Please feel free to reach out and share your experiences. Wishing you all the best on your own journeys!