One thing that sometimes bother me in the lack of clear and crisp feedback from senior management. To keep an employee or a project team motivated, they often give the impression that theirs is the most important or the most critical endeavor for the organization.
One can bet the feedback is uniform for all teams or groups. This makes sense from the management perspective to give carrots to all. However, the question is when the sticks come, who should be first on the firing line.
This means there has to be a ranking system to sort out the projects. When hard times come over, maybe close down the low ranking projects and consolidate the high performance ones.
One way of classifying projects is to place them on growth-share matrix a.k.a. Boston Matrix.
Placing the projects on above chart on the basis of whether they are low cost highly rewarding 'cash cows' or high cost low performing 'dogs' will give the answer to what should be prioritized within many parallel competing projects.
So even if your manager says you are the best project team, you have to know where you stand on the above graph.
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