Como você pode lidar com o baixo desempenho em sua equipe de segurança cibernética?

Adotamos uma abordagem meticulosa e personalizada. Utilizamos métricas chave, como tempo de resposta a incidentes, taxa de detecção de vulnerabilidades, pontuação de conformidade, satisfação do cliente e envolvimento dos funcionários, para garantir e medir a eficácia. Além disso, valorizamos o feedback de nossa equipe, partes interessadas e clientes para aprimorar constantemente nossos processos e abordagens. Isso nos permite não apenas identificar e resolver vulnerabilidades de segurança, mas também fortalecer os pontos fortes de nossa equipe e abordar as áreas que precisam de melhoria, mantendo-nos na vanguarda da cibersegurança.

-In my experience the easiest way to assess your team is not by metrics but first assessing baseline work ethic. You complete a standard task that the employ should do daily, then establish a reasonable timeline for completion. Tell the employees you need it completed first thing in the morning and to tell you when complete. When working in cybersecurity most tend to wait and finish late on normal and easy projects because it’s easy why do it right away and it leads to a backlog of tasks to complete.

When building a team many practitioners start from their own experience and assume that everyone with a similar background will have similar skills, or arrived at the same place. That is where most of the problems begin because environment and threats change rapidly, and if the skills of your team are not baselined and constantly updated you can soon find yourself with a team that is falling behind.

Imagine you're a cyber captain navigating the turbulent seas of the digital world. To steer your ship right, you need a clear view of the horizon and the depths below. It's time for a deep dive into the performance metrics of your team: how fast they respond to cyber threats, their sharpness in spotting vulnerabilities, and their alignment with compliance standards. Don't forget the human element. Talk to your crew – your team members – and get their take on the challenges they face. Are they battling against outdated tools or a tsunami of threats? Gathering this intel is crucial. It's not just about identifying problems; it's about understanding the battlefield.

I am convinced that the best way to address weaknesses in a team is to first assess your own strengths and weaknesses first. Ask the question: What do I bring to the table? If you have strengths, ask yourself what can I do to improve those strengths. If you have weaknesses, ask yourself how can I gain the knowledge to change this weakness into a strength. By starting with yourself, you can gauge your fit on the team. After this first step, begin to assess your team members strengths and weaknesses. Ask yourself how can I assist them in improving their strengths and combating their weaknesses. By doing this you will benefit from having a big picture mentality into improving the entirety of the team.

Now that you've scoped out the terrain, it's time to chart a course. Communicate your expectations to your team like a seasoned cyber commander. Use the SMART framework as your compass – set goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. Be clear and constructive. Regular feedback is your radar – it helps your team navigate and stay on course. Align these goals with the grand vision of the organization. It's not just about setting targets; it's about inspiring a shared mission.

Continuing education of your teams should be supported fully by the organization. A program should be in place to make sure the necessary skills are being kept up to date, it cannot be a secondary task either. If the investment is not made in this area your team will fall behind. Evaluating your team not just around task performance for completion but constant improvement is also critical.

One of the most common root causes of performance issues is a misalignment of expectations. What one might percieve as a simple direction of "focus on customer service" or "recude incident response times" can mean wildly different things depending on who is hearing that message. When possible, set metrics to measure the expectation versus the performance on key areas of each role. When things are more qualitative and less easily measured, you have to be speaking the same language, so make sure that your definitions of key terms align. Once the expectations are clear, discuss how you will hold one another accountable, i.e., the employee is responsible for certain metrics and the manager is going to provide specific resources & feedback.

Articulate expectations, not just tasks. Explain the "why" behind the "what," fostering ownership and focus. Be a lighthouse, not a drill sergeant. Guide, don't bark. Trust and open communication are your anchors in stormy seas.

A helpful tip that we discovered is to be visual. To convey your expectations in the most comprehensible way is to compare the current state and the dream state. So first, you can draw a mind map for the current state. Then, you indicate everything that is currently done. You do the same exercise for the dream state, and indicate what should be in place or what should be improved. Afterward, you can write down all the goals, milestones and objectives that must be done to achieve this dream state. With the current skillset of your team, you can determine their roles and responsibilities to reach the expectations and always keep a transparent communication.

Equip your cyber warriors with the right arsenal. Address gaps in skills and knowledge by offering training in the latest cyber tactics and tools. Encourage knowledge-sharing – after all, a team that learns together, stays strong together. Support goes beyond training. Ensure they have the tech and budget they need to combat digital foes effectively. It’s like fortifying your cyber castle. It’s not just about training; it’s about empowering your team with the right resources.

Ter profissionais qualificados em cibersegurança já é uma realidade para as empresas que enxergam a importância da segurança de suas aplicações e dados. Para as empresas que ainda não buscaram essa maturidade, existem dois caminhos, especializar seus profissionais em cibersegurança ou terceirizar seu departamento de cibersegurança com uma empresa já especializada somente nessa área.

Conduct a comprehensive skills assessment to identify specific areas where team members may be lacking in expertise and then Use this assessment to tailor training programs to address the identified gaps. Implement ongoing training programs to keep your team updated on the latest threats, technologies, and best practices. you must also encourage team members to pursue industry certifications relevant to their roles, such as CISSP, CEH, or CompTIA Security+. Promote cross-training within the team to ensure that team members have a broad understanding of various cybersecurity domains.This can enhance collaboration and flexibility within the team, allowing members to support each other in different areas.

Offer training, not just criticism. Equip your team with tools and knowledge, not just reprimands. Be a lighthouse illuminating the path, not a storm cloud raining blame. Support builds trust, trust steers clear of reefs.

Regularly communicate with your team. Hold frequent meetings to discuss ongoing projects, challenges, and progress. Encourage open communication and provide a safe space for team members to voice their concerns and suggestions.

In every team, there might be lone wolves struggling with personal battles. Be it stress, burnout, or personal conflicts, these issues can ripple through your cyber squad. Tackle these issues with empathy and tact. Sometimes, a change in workload or a new role can reignite their spark. However, when necessary, take decisive action to maintain team harmony and productivity. Indecision is a decision... and it is one that only breeds contempt for a leader's lack of leadership by those that they are leading. It's not just about problem-solving; it's about maintaining a healthy cyber ecosystem.

Tailor solutions, not blanket fixes. Diagnose individual needs, offer targeted support, and mend the cracks in your security wall. Remember, trust thrives on personalized care, not generic patches.

Make your team feel like they are a family. Create and instill an environment of wellness and positiveness in your organization. Show them that each one of them is important for the rest of the team and to come speak to you if they are going through something. You will be able to address their situation in the most efficient way and propose them a solution that suits their needs. Don't hesitate to constantly give them feedback so whenever their is an issue they can rapidly apply solution and improve the performance in the long run.

Finally, don't let good deeds go unnoticed. Celebrate victories, big or small – from conquering a complex project to successfully fending off a cyber attack. Offer incentives that resonate with your team, whether it's a well-deserved promotion, a bonus, or a simple pat on the back. Acknowledging and rewarding your team’s efforts is like fuel for their motivation. It’s not just about recognition; it’s about fostering a culture of excellence and loyalty.

Spotlight achievements, big and small, like a beacon in the night. Acknowledge effort, reward progress. Remember, a pat on the back fuels the fire, not the flood. Recognition builds a resilient team, not just a reactive one.

Show to your team that you care about what they do. Show them your support throughout the whole process, whether it is a big or small win, let them know how valuable they are. You can also set objectives and rewards to push them to surpass themselves and keep the flame inside of them.

Don't forget to not only set priorities, expectations and KPIs, but also explain your security strategy and _why_ we do the things we do. That is, make the connection from the team's responsibilities to the broader picture and how they contribute to company goals and success. Knowing how they make an impact can re-motivate non-performing teams.

We can all benefit from taking a step back to remember WHY we chose to purse a career in cybersecurity. If you're in the field because your job pays well, that's not a good reason to keep going and it's not a recipe for success. If you're an employer with an underperforming team member, take some time to talk to them and find out more about their intentions and motivations without being accusatory. Hopefully, they genuinely want to help, but may need you to remind them why they wanted to get into this field to begin with. What drives you, and what drives them? For me, it's personal. I had experiences that make me want to hold criminals accountable, so I've become passionate about protecting others from malware and other cybercrimes.

one of the biggest variables is leadership. As a leader, I always counsel newly hired individuals, and if I come into a leadership position, I take the time to counsel my new team. Things I cover in my initial counseling: 1.) Mission. The company mission and how our team affects and supports that mission. 2.) Expectations. I lay out the minimum expectations I have for the team in respect to the mission and any KPIs/SLAs that will be impacted by failures. 3.) Consequences. Discipline and accountability for failures. 4.) Rewards/Accolades for success. Also covered is a career progression track. How they can move up/move ahead. These are tracked/updated every QTR to address shortcomings and success/signed for nonrepudiation.