On the “ask for permission” vs “ask for forgiveness” scale, “broadcasting intent” (also called radiating intent) falls…well, kind of off the scale altogether. Instead, the idea is to make it known to folks who should have an opinion what you intend to do. Say it loudly, say of often. Make sure they can’t claim to not know your intentions. If they like your plan, great. If not, they have a chance to speak up and have that conversation then.
This is a method of streamlining the decision-making phase so folks aren’t blocked waiting for approval before they can even begin work. It also helps ensure that everybody is in the loop and we—as a team—are working on the right things. It’s a way to empower individuals on a team to tackle the important problems in a way that they can take ownership of.
While this practice isn’t a silver bullet, it’s better than asking for either permission or forgiveness. The only way this can work effectively, however, is if there’s Psychological Safety on your team, and your organization is comfortable taking (hopefully smallish) risks. This works best in organizations with a generative culture, though you can make it work to a smaller extent in a bureaucratic culture.
If you’re unfortunate enough to find yourself in a pathological culture, I can’t recommend this practice unless you’re comfortable making waves and possibly finding yourself looking for a new job. (Which, let’s be honest, you maybe should be doing anyhow.)