I hear ya (and understood your point). I agree that it's OK in moderation or when very specifically asked for (whether it's obviously justified or not).
I was just trying to point out some of the downsides that I've shared with my teams who are sometimes too eager-beaver to work in pecking order rather than priority order. People generally want to do the right thing; sometimes they need help framing what that right thing is.
I agree completely, and I'm happy to see examples of orgs where the execs / directors respect and realise that the teams that they hire (IT, HR, Sales, Pick / Pack, whatever) will do the best job they can given the opportunity. The feeling of trust in employees is tangible, and therefore mutual and reciprocal.
If you're the head of a company, or indeed anyone leading a team, please take note of the above point. Trust your people to do their job (you can still measure their performance) and they will trust you to do your's.
I was just trying to point out some of the downsides that I've shared with my teams who are sometimes too eager-beaver to work in pecking order rather than priority order. People generally want to do the right thing; sometimes they need help framing what that right thing is.