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Christy Clark tours the Capilano Suspension Bridge while campaigning for the B.C. Liberal leadership in North Vancouver on Feb. 18, 2011. (Rafal Gerszak/Rafal Gerszak for The Globe and)
Christy Clark tours the Capilano Suspension Bridge while campaigning for the B.C. Liberal leadership in North Vancouver on Feb. 18, 2011. (Rafal Gerszak/Rafal Gerszak for The Globe and)

Christy Clark's first 90 days as premier Add to ...

B.C. premier-elect Christy Clark is about to go through one of the most difficult transitions anyone can have in their career.

Taking over the leadership of a political party that is in government is a very high-risk task. Success means the creation of a dynasty. Failure means joining the ranks of John Abbott and Mackenzie Bowell in the First Minister trivia games.

Harvard professor Michael Watkins has provided an excellent analysis of what makes a successful transition in business, and those lessons are applicable to the B.C. Liberals. In his excellent book The First 90 Days, Prof. Watkins describes his book as attempting to accelerate new business leaders to the breakeven point - that time when new leaders contribute as much in value as they have consumed from it. Building momentum and increasing credibility is critical to being able to leverage your entire organization and succeed.

Watkins lays out 10 key transition challenges.

1. Promote yourself. When Watkins talks about "promoting yourself," he doesn't mean getting media coverage. For a new premier, that's unavoidable. Watkins means mentally preparing yourself to move into your new role by putting the past behind you and getting a running start by working hard to learn all you can about your new position. You have to stop being a right-hand man, or finance minister, or - in this case - successful radio personality. Not only are the weak areas that you haven't used before cause for concern, but your strengths can be a challenge as new leaders try to lean on areas of confidence and fail to elevate above business unit responsibilities. Finance ministers can make terrible premiers, if they fail to move above the stately process of budget making and financial controls, and embrace the chaos and poetry of leading a government.

2. Accelerate your learning. Imagine yourself starting a new job, with unfamiliar acronyms and social hierarchies. Now multiply that by 100 for a new premier. There is so much new information to absorb that it's difficult to know where to focus and important signals can be missed. The critical lesson is to systematically create an agenda of what is needed to learn. The past is important, because you need to know how you got into this situation. The present is critical as you must assess strategies, people and systems to determine what is working and what isn't. Finally, you must look to the future to identify challenges and opportunities. This all comes together as a Learning Plan, that literally lays out what you are going to learn when over the next few months, starting with the most crucial.

3. Match strategy to situation. Far too many new leaders don't effectively diagnose their situations and tailor their strategies accordingly. Then, because they don't understand the situation, they make unnecessary mistakes. This painful cycle happens because people usually model their transitions on a limited set of experiences. Almost no one gets a second shot at transitioning into government as a First Minister. (Macdonald, Meighen, King, Trudeau, Bourassa, Duplessis and Angus Macdonald are the only ones I can think of off the top of my head.)

Ms. Clark has to determine if she is facing a Start Up (launching a new organization), Turnaround (fixing something everyone recognizes has trouble), Restructuring (fixing something few recognize is in trouble) or Sustaining (preserving a good situation and taking it to the next level.) Luckily for Ms. Clark, almost everyone in the B.C. Liberal Party recognizes that they are in serious trouble. The big challenges with a Turnaround are reenergizing a demoralized team, making enough major decisions quickly enough to have an impact and going deep enough with painful decisions especially around personnel. The big advantage is that people agree there must be changes, and can quickly rally.

4. Secure early wins. By the end of your transition, you want your boss, your peers and your subordinates to feel that something new and good is happening. Early wins excite and energize people, build your credibility, and quickly create value for your organization. It's crucial to get early wins, but it is also important to get them the right way. For Christy Clark, she needed to provide early wins to three sets of stakeholders: voters, caucus and the party grassroots. Leaving any one of those groups unhappy after 90 days will make it very difficult to win them over later. More importantly, those early wins have to fit into her long-term plans. It's no good securing some early victories and then having to retreat from that ground later as the strategy changes.

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