![]() ![]() The party is also engulfed in an internal debate as to how it should position itself against the extremes of right and left that have reshaped Germany's political landscape.Īfter barely a year as head of the party, AKK announced her resignation on February 10 after regional lawmakers in the eastern state of Thuringia voted with the far-right Alternative for Germany (AfD), defying an edict from Berlin not to ally with the extremes. Monday's top-level talks in Berlin came a day after the CDU suffered its second-worst result ever in a regional election, coming third in Hamburg with just 11.5 percent of the vote. They include Merkel's longtime rival Friedrich Merz, popular with the CDU's more conservative factions, and the centrist state premier of North Rhine-Westphalia Armin Laschet. ![]() Kramp-Karrenbauer, widely known as "AKK," told reporters the leadership vote would send "a very clear signal," adding: "It answers the question of who will be the CDU's candidate for the chancellery."įor the first time, AKK also named the four party members expected to throw their hat in the ring, confirming widespread media speculation. The winner is then also expected to be the CDU's candidate for the chancellery in a general election set for 2021, when Merkel plans to bow out after 14 years at the helm of Europe's top economy. Speaking after talks with party grandees in Berlin, Kramp-Karrenbauer said they had agreed to hold an extraordinary congress to elect the next leader of the CDU, a party that has dominated politics in Germany for 70 years. Merkel's Christian Democratic Union has been in turmoil after her heir apparent, Annegret Kramp-Karrenbauer, resigned as party leader this month over her supposed failure to stop regional MPs from cooperating with the far right. Readers, please share your experiences in either becoming a lame duck, or watching leaders who were lame ducks.Germany's center-right CDU said Monday it would choose a new leader at a special congress on April 25, as the crisis-racked party hopes to halt a slide in the polls and end speculation about who could succeed veteran Chancellor Angela Merkel. This type of class and self-sacrifice is rare, but this is your last chance to do the right thing for the long-term benefit of the company, your successor, and even yourself. Focus on putting your successor into a spot where he or she will succeed. Don’t get caught up on “finishing on a great note” or making sure that you look good. The key to being a really great lame duck is to make tough, unpopular decisions that you know will be good for the company in the long run. After all, this is the person who is going to have to live with these goals for the next few years - and is going to have to make them work. Involve your successor in important decisions and ensure as best you can that he or she agrees with any long-term goals before they are announced. Support your successor in whatever way you can. Transfer authority before it is necessary. Use this time to coach your successor behind the scenes. The moral of this story? Be a happy and productive lame duck.Īnd bear in mind that it’s not all that bad to be a lame duck. Beyond providing humor, this literal lame duck helped to break the ice about the potentially awkward topic of his upcoming departure. His direct reports and his successor thought this was hilarious. He brought this plush “lame duck” with him to a few meetings. In anticipation of his retirement, one of my favorite CEO clients, bought a stuffed duck and wrapped up one leg. ![]() Your life, your successor’s life, and the lives of your coworkers will be a lot better. So what’s the solution? Make peace with being a lame duck - before it happens. People will start sucking up to him or her the way they used to suck up to you. Colleagues who have encountered your disapproval for their pet ideas will just “wait it out” and re-sell their ideas to your successor. Eyes will immediately turn to your successor as their vision for the team, department or company will mean more than yours. No one wants that to happen.Īlmost every leader goes through this inner dialogue as part of the challenge of “slowing down.” This fear, which often results in postponing the announcement about succession until the last minute, inhibits what could have been a much smoother transition.įace it: When you are nearing the time to exit, you will become a lame duck! That is okay. The common fear is that if they declare their intentions too soon, they will become lame ducks. For many leaders, it is hard to make the announcement that they will soon be passing the baton of leadership to their successor. ![]()
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