In this case, the manager was participating instead of leading. A leader would rather drive the appropriate sense of urgency, clarify roles and responsibilities, ensure those are understood, and oversee a timely resolution. A leader would participate and discuss the issue only to the extent needed to get enough details for that facilitation; no more, no less.
The higher you go in an organization, the more your suggestions become interpreted as orders.
If you want to succeed, double your failure rate.
Employers do not normally appoint themselves arbiters of appropriate behavior outside the workplace.
When you start a new company, you build a shining goal, and after that, you can scale it back to something more realistic. I always use the same approach. To create an impossible vision.
Conway's Law:
Organizations which design systems […] are constrained to produce designs which are copies of the communication structures of these organizations.
Vision without execution is hallucination.
Anyway. Momentum is real. Don’t discount it. Easiest way to never lose it is never stop shipping, listening to customers, having fun, and ultimately improving every day, little by little.
Keep it going daily, one foot in front of the other. That’s it.