OP: Thank you again, 21:57.

10:19, he doesn't do anything. He does not clear the way. He does not make decisions.

I presented 3 options with pros and cons of each.

He's unable to make a decision so now this project's postponed. That's always how he handles things.

18:31, I agree. I am looking for a new job. It just drains my energy to see this moron in executive role and driving the product to the ground. No one dares to speak the truth about him because of nepotism.

Agreed -- it's your job to solve problems. His job is to clear the way so you can solve problems.

Anonymous wrote:OP: 21:57. Thanks. I learn something today. He is just lame! He can't go anywhere.

He is an executive because of nepotism.

20:33, I think your approach is what's expected of me. Usually I just finish whatever it is and let him know.

However, this is a big project and he's done nothing in terms of direction, leadership, and management. All he's asking is when it will be done.

I presented the obstacles and he just said "you are smart, you will figure it out."

21:57 here... In that case I think you have to ask for input and direction and document that. The tricky part is how much/at which points to ask without making it look as if you can't handle the task. You probably can but you also don't want him to be MIA and then lay it off on you or others if it doesn't go well. It can help to give him options and ask, i.e., "we can do A or B, or A or B or C, what do you prefer?" rather than a more open ended "what should we do?" that leaves him free to resort to his clueless platitude of "you're smart, you'll figure it out." And re: obstacles, if some are things beyond your authority or ability to influence and he may be able to, that, too, may need to be teed up for him.

Not sure how apt this is given the specifics but it's one approach. Good luck.