One problem is that while many managers may know what they want, but not how to prioritize. They just want all of it. They don’t know what they want most or like to believe they don’t have to choose.
Another is that what they want depends on the last person they talked to. That is, what they want changes.
Within that situation of shifting goals, often what they want from their direct reports is validation. “You’re right, this org is broken, let’s fix/purge it together.”
> One problem is that while many managers may know what they want, but not how to prioritize. They just want all of it. They don’t know what they want most or like to believe they don’t have to choose.
IMHO, what you have identified above is a dysfunctional work environment.
Any manager whose interaction with those they work with is dictatorial in nature, who assume what they want is not to be questioned nor analyzed, almost certainly speaks in terms of "resources" and not "people."
Yeah this, I had a manager that kept flip-flopping between (a) "you should do things on your own and present them as your individual work" and (b) "you should work on what the other team members are working on, not your own thing".
I did (a), next meeting he said I should do (b). I did (b), next meeting he said I should do (a). This went on for a whole year and a half before I finally left.
Another is that what they want depends on the last person they talked to. That is, what they want changes.
Within that situation of shifting goals, often what they want from their direct reports is validation. “You’re right, this org is broken, let’s fix/purge it together.”
Sometimes there is not much mind to read.