O que você faz se os membros da sua equipe duvidarem de sua liderança em segurança cibernética?

If your team is doubting you, the first thing to do is have a good cry. That hurts right in the feels. Once you've processed how you feel you can more clearly address your team. The good news is your team feels comfortable enough to question your decisions and that level of openness leads to a more collaborative environment. Own up to any mistakes and accept feedback and you'll find doubts turn to confidence.

In my personal experience, honesty is paramount. I promote open dialogue to understand their viewpoint, actively listening. In this first conversation I say very little, and keep them talking, to ensure that they feel heard. I ask them what they’d do if the roles were switched. Depending on the outcomes of that discussion and their level/role on my team, I openly share where I excel and where I have opportunities and discuss with them how we can have a successful partnership. I also reinforce that though I value their opinion, the company has entrusted me and I look forward to a collaborative and respectful working environment. It also helps to get to know folks on a personal level.

Open Communication: Schedule 1:1s, address concerns directly. Transparency builds trust. Show Expertise: Share success stories, industry knowledge. Prove your understanding of threats. Data-Driven Decisions: Back your choices with metrics. Show how your strategy reduces risk. Empowerment: Involve them in decision-making. Train them on the "why" behind policies.

If your team doubts your cybersecurity leadership, embrace their skepticism as an opportunity for growth. Openly discuss their concerns, demonstrating your willingness to listen and adapt. By fostering a transparent environment where feedback is encouraged, not only do you strengthen your leadership but also empower your team to contribute more effectively. This approach not only reassures your team of your capabilities but also enhances collective resilience and trust.

To address team doubts about your cybersecurity leadership: • Communicate openly to understand concerns • Acknowledge shortcomings & commit to improve • Clarify vision, strategy & priorities • Lead by example - stay current, learn, demonstrate competence • Empower team to take ownership & make decisions • Celebrate successes & recognize achievements • Seek feedback & act on it to continuously improve Rebuilding trust takes time & consistent effort through open communication, leading by example, empowering the team & demonstrating commitment to their success.

Open dialogue is essential, yet some team members may hesitate to speak candidly due to fear of reprisal or discomfort in group settings. It’s important to offer alternative communication channels, such as anonymous feedback tools or one-on-one meetings with a trusted intermediary. These methods can provide a safe space for all team members to share their thoughts and contribute valuable insights, ensuring their voices are heard without fear and fostering a more inclusive and respectful environment.

If part of the problem is that the team feel they can't speak openly without fear of repercussions or ridicule then it can be difficult to prompt open dialogue. Consider encouraging anonymised feedback, such as a closed forum with chatham house rules so the team can provide collective feedback that's not attributed to any one individual, or using an open feedback platform like slido. Word of caution: These options might encourage a negative echo-chamber, but this in itself can be cathartic if team members have felt unheard for a prolonged period so the good and bad need to be weighed in balance.

Doubts thrive in silence. Open a direct dialogue with your team. Encourage them to share concerns and propose ideas. Transparency regarding your reasoning builds bridges. This inclusive approach demonstrates that cybersecurity isn't just about your decisions, but a shared effort where their voices matter.

When faced with doubts about your cybersecurity leadership, transparency and collaboration are key. Engage with your team members openly, asking for their feedback and addressing their concerns directly. Use this as an opportunity to share your vision and strategy, reinforcing your commitment to the team's goals. Demonstrating responsiveness to feedback and a willingness to adapt can significantly bolster your credibility and foster a stronger, more unified team.

In my experience, a team will follow me into the pits of hell because they know I'll already be there when they arrive. While it is imperative to stay up to date on current trends, technologies, and threats, it's even more important to lead with empathy (this is true in cyber, just as in any other field). If, as an example, we have a 2AM briefing with the leadership team in Europe regarding a recent breach (as an example), my team knows that I'll be the first on the call - I will never ask them to do something that I will not do myself. When my team sees me setting the example, regardless of the topic, situation, or time of day, it becomes contagious.

Recognise that you might indeed be part of the problem. Be prepared to hear some harsh criticisms of your behaviours, attitudes, decisions, and knowledge. Some of them might be misplaced, others might be well-founded. Being open to criticism and being prepared to change yourself can show the team that everyone is on a journey of growth and development, that sometimes everyone makes mistakes, and that how we respond when things go wrong can be the bigger factor.

In my experience, leading by example is the most important part that will keep the team together and motivated. It is the difference between a boss and a leader. The boss commands from his comfortable armchair, the leader gets down in the mud with the team to save the day. This not only helps to improve the image that others have of the leader, but it also helps us to better understand the challenges we have to tackle on a daily routine.

When it comes to cybersecurity leadership, actions outweigh words. Stay on the cutting edge of industry trends and threats. Proactive implementation of security measures shows your commitment. But don't just dictate – embrace feedback. When your team sees you are both capable and receptive, trust deepens.

When transparency is lacking in a team, it is the perfect seed for mistrust to begin to build. When you give the team options to start asking questions, a lot of wrong answers can arise. Therefore, an important exercise is to learn to regulate this climate by being honest in both successes and defeats.

One of the things I have found useful is thought leadership. This helps team members to follow your story and also learn along the way.