Which is what he...as project lead...should be doing.
The question is whether his judgement to turn left instead of right has been correct.
I see where you're coming from here, but I fundamentally disagree with the premise that a project managers primary job function is to give directional commands. In my estimation a good project managers primary responsibility is the emotional well-being, and engagement of the team members on the project.
Having said that lets breakdown this quote from the perspective of a good manager vs. a bad manager, in this regard,
“I really do listen to everybody but then I make a decision and I expect my decision to be enacted,”
On the face this statement seems reasonable, in retrospect it is ridiculous because of the use of the single word "everybody". Any person managing a project on this scale will have delegated authority, and will respect that delegation. Command structure is implemented for a reason. It creates levels of buffering. No single person, at this level of development, can keep the entirety of the project in focus, all the time.
Disregarding this is a prime display of micromanaging, which is just another form of mismanagement of scope.
When a low level dev always has it in the back of their mind that they are directly answerable, at any time, to Croberts. It will adversely affect their performance.
“When I really lose it,
No manager, ever, should "lose it". A statement like this just tends to evoke visions of the lowly wage slave, browbeaten, and bullied by a tyrannical boss. Tyranny in the workplace, never,
EVER, in the end, leads to lasting results.
it's because people passive-aggressively don't [do what they’ve been instructed], and instead try to push their agenda, coming up with reasons why it needs to be this other way.
Stating that the members of your team are "passive-aggressive" reflects more on your abilities as a project manager, then it does on your team. A good manager will always remember that human beings aren't robotic computers. Though, Garbage In, Garbage Out, still applies. A good manager will understand that computers don't get pissed off when they are fed shit, but people do...
A good manager will try to understand why they have team members pushing back. They will have humility when trying to understand the "agenda" and "reasons" why they're getting push back. Knowing that they can never fully understand a problem if they come at it from the perspective of "knowing it all".
That really, really annoys me because it just creates friction all the time. I like to have a lot of really good creative people around and I like them to contribute all their ideas but when I say we're going left instead of right, everyone needs to go left. It's not an ego thing – it's about the project.
This last part is just awash in a bad managers Ego. Annoyances are a function of Ego, and perceived friction is fundamentally driven by Ego. Whining like a little child will not produce results. A good project manager would put on the bigboy pants, and do the best that they could to bring the team into harmony.
The question is whether his judgement to turn left instead of right has been correct.
The question isn't whether Croberts judgment in direction is correct, but whether his judgement in any respect of this project is correct.
edit. In summation a good project manager understands that the goal of the project is a by product of building an environment that will be eminently conducive to bringing that end goal to fruition.
The best example of this mindset that comes to my mind, is a doc I watched years ago about sustainable organic farming. The farmer was raising beef/milking cows and chickens. He would rotate pastures, cows first, then he would let the chickens into that pasture to pick through the cow manure, and eat the larvae, and seeds as they've done for aeons.
They spent a good amount of time going over his farm and all the benefits of his methods. At the end though he made a statement that was truly brilliant. He said, "I'm not raising cows or chickens, what I'm really doing is growing 15 different kinds of grass, that's my focus."
That right there is the difference between a good manager and a bad one. It's all about making sure the team has what they need to succeed. You can't force them succeed, but if you provide what they need to thrive, then they will.