When it comes to choosing a workplace, knowing what you consider important and how you feel about where your salary comes from can drive you to make great career decisions and help you to bound out of bed each and every day.

When hiring a security leader, it is imperative that you are clear on the required, non-negotiable skills and traits of the ideal leader. Once found (no easy task), your new hire can then supplement their skills with subject matter experts, as they alone will never completely fulfil the requirements of a job description. 

There are many approaches to raising your profile and that of your security team.  To kick off your thinking on how you might raise yours, below are five actions you can take today to make security more visible.  

A few weeks back, I supported a security summit as the master of ceremonies.  It’s been quite a while since I’ve been to a conference so I was soaking in the content between introducing great speakers and spruiking about feedback forms.   The presenters and panellists generously shared their experience and recommended activities that have worked for them.  But, for me, what I also found thought provoking was what came after the presentations....  

In the cyber security industry, just 11% are women, partly due to the reasons reflected in the report (and you can find more reasons that women don’t stay in cyber here). So, what can the cyber industry offer that might help address some of the concerns raised by KPMG?

Recently, I was sitting on a panel alongside three other panellists who work in large corporates. We were discussing the role of gender in cyber security. Amongst other things, we were asked “what do you do to help support women in your organisation?”. 

There is significant value in preparing for what the future security of the organisation will look like and therefore what type of leader you need. If you can, do this preparation and conduct the recruitment in house with your HR/talent team to support you to find the right candidate. However, if you are considering using third-party recruiters, here are some things to keep in mind...

The key to surviving a leader’s resignation is to plan for it – in a positive way. The reality is that not only will leaders be enticed to leave, the industry needs them to.

Unlike in sport, often once an executive coaching program is deemed complete, the relationship ends. There might be a call here or email there to follow up or touch base but more often than not, the coach and the counterpart part ways. If you need some encouragement to re-engage your coach, here are 3 great reasons to feed and water your coaching relationship and keep it alive.

Having a non-security executive deliver security content every now and then can achieve the following:...