What are your go-to strategies for developing potential leaders on your cybersecurity teams?

Mentoring, Refining Technical skills, learning/teaching Servant leadership will go a long way

At each level of leadership, the incumbent is encouraged to coach a team member to stand in for them if they are not available. This strengthens the leadership team and adds the gift of diverse thought processes and while encouraging professional development.

At each level of leadership, the incumbent is coached to develop one of their team members to replace them if they are not available. This provides depth and strength to the leadership team.

Hey everyone,

As we navigate the complex realm of cybersecurity, I've found that fostering leadership within our teams isn't just beneficial, it's essential. Let me share with you some strategies that have really made a difference in my team.

First off, talent spotting is vital. I watch for team members who naturally take the initiative, solve problems creatively, communicate effectively, and have a solid grip on cybersecurity principles. Once identified, it's about nurturing these individuals. I hire people from all different fields. Last year, I hired someone from HR, communications, and audit.

Customized training programs have been a game-changer. These aren't just your run-of-the-mill courses; they're tailored to develop advanced technical skills, leadership acumen, strategic thinking, and those all-important soft skills.

Mentorship is another cornerstone. I, along with other experienced leaders in our organization, take promising individuals under our wing. This isn't just about career guidance—it's an opportunity to share insights on broader organizational leadership aspects.

I encourage my team to step outside their cybersecurity comfort zone and engage in cross-functional projects. Understanding the business is crucial for developing a well-rounded leadership perspective.

Providing leadership opportunities within the team is another approach I've adopted. Whether leading a project, a meeting or managing a sub-team, these experiences are invaluable for growth.

Regular feedback and performance reviews are integral, too. It's about helping team members recognize their strengths and areas for development, which is vital in shaping their leadership journey.

In our ever-evolving field, promoting continuous learning is non-negotiable. Staying updated with the latest trends, technologies, and leadership strategies is something I encourage actively.

Empowering decision-making is also crucial. By delegating responsibilities, team members build confidence and get prepped for higher leadership roles.

Networking and professional development play a significant role as well. I support my team's participation in conferences, workshops, and webinars. The insights and connections gained from industry peers and thought leaders are invaluable.

Lastly, I work with each individual to develop a personalized growth plan, aligning their career aspirations with our organization's strategic needs.

By implementing these strategies, I aim to create a robust pipeline of skilled leaders within our cybersecurity team, ensuring resilience and future readiness for our organization's cybersecurity posture.

Identify and foster internal security talent: Establish a formal and actionable succession plan. Focus on the future security skills needed by the enterprise. Adopting these practices is fundamental to fostering and protecting the organization’s pipeline of emerging security leadership talent to ensure its cybersecurity risk posture's sustainability and continuous improvement. In the near term, IT and security leadership should establish “promote from within” as a first principle when filling internal cybersecurity leadership roles. This helps establish a succession plan for team leaders, middle management, and ultimately CISO-level roles, supporting the longer-term sustainability of the security program. It also helps retain top security talent by showing them there is a clear and attainable career path at the organization should they stay.
Invest in cybersecurity leadership programs: Organizations need to prepare their future leaders by investing in cybersecurity leadership programs today. Use regular performance and career discussions to proactively identify, evaluate, and foster emerging cybersecurity leaders.

Encourage continuous learning: Continuous learning should be integral to your team’s culture. Provide training and development opportunities to your team members to help them stay up-to-date with the latest cybersecurity trends and technologies.