What advice would you give a brand new security leader about supporting the development needs of the team they’ve inherited? What first actions should they take to position them as a supportive and trusted leader?

The first priority would be to understand their strengths and weaknesses, in relation to the overall team goals. Once the gaps have been identified, then focus on finding ways to provide training. Whether it be free webinars or paid training, it's important to actively support their training both from a time or financial standpoint so that they receive the skills needed for your team to be successful. 

I once hired an employee with limited secondary knowledge and gave him the opportunity to grow into his role. Unfortunately, he wasn't motivated and didn't develop as expected, eventually leaving the organization. I then hired someone who was much more motivated and provided the same training and mentorship. This individual is now the top expert in our global bank security team.The key takeaway is that motivation is crucial. As a leader, you can provide training, mentorship, and development plans, but you can't instill motivation in someone. If an employee lacks motivation, there's only so much you can do.

However, when you find motivated individuals, support their growth and don't fear losing them to other departments. This cross-departmental movement can bring fresh perspectives and skills into your team.

First and foremost, prioritize training and education for your team. In cybersecurity, continuous learning is essential. You can't afford to be complacent. Make training a part of your team's annual goals. Ensure every director and manager understands the importance of allowing their employees time to train and develop. For example, you might implement "No Meeting Fridays" to give your team dedicated time for learning.

Hold your team accountable for their development. Cross-training is crucial. If someone is currently a SOC operator but aspires to be a red teamer, facilitate that transition. Encourage them to explore different paths within the organization. If someone comes from a development background and wants to move into product security, support their cross-training efforts.

Communicate these priorities clearly throughout your leadership structure. Make professional development a part of your team's goals and hold them accountable. Invest in their growth by funding conferences, professional certifications, and reimbursement programs. When employees see that you support their development, they'll be more motivated and loyal.

Additionally, show your commitment by taking time for your own certifications and development. This sets an example and demonstrates that you value continuous learning. Supporting your team's development helps with retention and fosters a sense of connection to the organization. When employees feel supported, they will achieve amazing things.