Use these questions to overcome corporate inertia and move things forward
Legacy organizations and corporate institutions are filled with inertia; cultures that promote a “Tell me what to do” environment.
I once inherited a department where my predecessor had purposely silo'd the department to develop a mystique about their work. Promoting that her team’s work was “black magic, smoke, and mirrors” was how she felt she could best retain her position.
The effect of this type of leadership (really managing not leadership) was that she also compartmentalized all decision-making within her role. Making it very clear (via words and actions) that decisions were made by her - and her alone. The only way her employees, (because there was no "team"), knew what they were to be working on ways to go to her and get a list. When the list was complete - they went back for more.
Her employees didn't make any decisions about their own work. Consequently, they didn't think. They didn't think about the work itself, the impact it had on their workmates, the company, and (heaven forbid!) on how it impacted customers. In fact - they were afraid to think because it had consequences.
This kind of imposed inertia promotes a work environment where team members become "List Junkies." At best, personal ownership is something that individuals achieve only by circumventing specific aspects/tasks of their work away from the eyes of their boss. At worst, it transforms team members into...