CEO Accountability as CISOs Concerned Over Demands and Measured by Profit/Cost – BSW #369

The former CSO at Uber was found guilty in 2022 of obstruction of justice relating to a breach. Now he's calling for clearer regulatory frameworks for security.

Adrian note: I don't know why this doesn't come up more often, but there is a precedent for CEOs being held to account for security failures - Drizly. Particularly notable is that the FTC's enforcement action applies to Drizly's James Corey Rellas personally. It applies for the next 20 years, regardless of where Rellas goes, as long as he has some influence over cybersecurity.

"Notably, the order applies personally to Rellas, who presided over Drizly’s lax data security practices as CEO. In the modern economy, corporate executives frequently move from company to company, notwithstanding blemishes on their track record. Recognizing that reality, the Commission’s proposed order will follow Rellas even if he leaves Drizly. Specifically, Rellas will be required to implement an information security program at future companies if he moves to a business collecting consumer information from more than 25,000 individuals, and where he is a majority owner, CEO, or senior officer with information security responsibilities."

There are growing concerns among chief information security officers (CISOs) about the evolving demands of their role, with 84% advocating for a split into separate technical and business-focused positions.

Nearly two-thirds of IT leaders say they are more focused on cost management and profitability than in the past, according to a ServiceNow report conducted in partnership with research partner ThoughtLab.

In our busy lives, it’s hard to find enough time to pause and reflect. But if we never make the time, we may just end up running fast in the wrong direction — and this is especially true when it comes to our careers. That’s why, once a quarter, it’s useful to run through this three-step exercise, or do a “career detox.” The first step involves turning inward and asking yourself a series of reflective questions focused on whether you’re still happy with your current path. The second step is all about naming your values, and the third is about aligning what you’ve learned to your career. Use this practice to figure out what might need to add or subtract from your work life to feel more satisfied in this moment.

Transformational leadership is a style of leading whereby leaders seek to inspire and uplift their followers through creating an environment of mutual trust, involvement, and motivational influence. The basic difference from transactional leadership is the reward-and-punishment approach for driving outcomes; in transformational leadership, the concept is about directing and influencing people to develop and achieve much more than they previously perceived.

Pay-for-performance (PFP) is considered one of the strongest tools to motivate employees, yet despite its popularity, it can sometimes create stress for workers that results in decreased performance, creativity, and engagement. New research suggests that how employees view their supervisor has a role in determining whether workers view PFP as a motivating challenge, leading them to achieve new heights, or a stressful threat that impacts their work. The authors offer tips for companies and managers on how to best harness the benefits of PFP while addressing some of the ways it can lead to stress.