[solatic]

Organizations that debate everything and do nothing are afraid of other people being upset with them for doing the wrong thing.

Organizations that do nothing until someone else tells them what to build are afraid of sticking their necks out for some dominant manager to just ignore them anyway.

This is why executives and managers are recommended to foster psychological safety. Respect the efforts of people who built some skunkworks project, then discuss realignment with them afterwards (understanding that you, the executive, may need to be the one who re-aligns). Encourage people who never stick their necks out to start to tell you what they think, even if only privately at first, and eventually hopefully they'll start to join the discussion too.

There's a lot of talk about clarifying who exactly the decision-maker is in any situation. It's a nice fantasy to think that the decision-maker should always be some kind of manager or executive, but the truth is, if you issue a dictate from on high to someone to do something that they deeply disagree with, eventually everybody's going to leave. That's not the way you lead people. Ultimately, the person who does the work is the person who decides - all that you can ask from them, as a manager, is for them to listen to you (and other stakeholders) first, especially since someone who never does as they're asked is someone who will, sooner or later, get fired. But no manager can truly control the actions of their subordinates, and the wise manager understands that and channels that into productive workers who are mostly (but never fully!) aligned with the organization.