Cybersecurity Policy Creation, Champions Program, & the War for Talent – BSW #249

In Remi Pearson’s book Disruptive Leadership, she clearly outlines Four Dimensions of Leadership which considers the following critical areas regardless of the business your part of the trademark TCI model Critical Alignment Model: 1. Environment 2. Structure 3. Implementation 4. People

Insider threat incidences caused by human error cost businesses an average of $3.8 million each year. Therefore, improved cybersecurity rules enable employees to better understand how to keep data and apps secure. Here are some security policy examples to consider when you construct a mature security program. 1. Acceptable Use 2. Policy for Dealing with Data Breaches 3. Prepare a Disaster Recovery Strategy 4. Plan for Business Continuity 5. Remote Access 6. Policy Regarding Access Restriction

Senior managers are putting businesses at risk of cyberattacks and data breaches because they don't understand cybersecurity issues and, in some cases, don't even want to learn about the dangers.

5 steps to a successful cybersecurity champions program: 1. Plan your security champions program thoroughly 2. Secure leadership buy-in to support your program 3. Prioritize communication skills, diversity when recruiting security champions 4. Balance commitment requirements, make training relevant and suitable 5. Incentivize your security champions program, make it fun and mutually beneficial

If you are new at leading a team, here are seven tips that might help you: 1. Establish a connection with your team 2. Explain your vision and goals to the team 3. Show that you care about your team’s development 4. Be clear and concise 5. Celebrate success 6. Be open to feedback 7. Encourage questions

We all know how it feels to receive negative feedback — but how does giving negative feedback impact the person delivering it? The authors conducted a series of studies with nearly 500 leaders and found that the impact of delivering negative feedback depended on how empathetic the leaders were. They found that high-empathy leaders became less effective at core leadership tasks after giving negative feedback (especially if the recipient had a strong negative reaction), while low-empathy leaders actually became more effective. Based on these findings, the authors offer several strategies for organizations to better support both high- and low-empathy leaders, including encouraging more-empathetic leaders to take breaks after giving negative feedback and training less-empathetic leaders on techniques for delivering feedback more compassionately.

The oldest news in the world still seems to be that we have a dearth of cybersecurity talent – now for the fifth consecutive year. In its latest annual report, The Life and Times of Cybersecurity Professionals 2021, ISSA reveals several reasons for the shortage.