How can you give and receive feedback in cybersecurity teams?

2 Tip 2: Use the right tools and methods

When giving and receiving feedback in cybersecurity teams, it’s important to use the right tools and methods that suit the purpose, context, and audience of the feedback. Depending on the type and complexity of the feedback, you can select from various tools and methods. For instance, email or chat for simple and quick feedback that does not require an immediate response or discussion, phone or video call for more complex and urgent feedback that needs clarification or dialogue, online platforms or tools for collecting and analyzing feedback data such as surveys, polls, or dashboards, face-to-face meeting for sensitive or emotional feedback that requires empathy and rapport, and code review for technical feedback that involves reviewing and commenting on code quality, functionality, or security.

3 Tip 3: Follow the SMART framework

Following the SMART framework is an effective way to give and receive feedback in cybersecurity teams. This framework helps structure feedback in a way that is clear and useful. To follow the SMART framework, you need to be specific about what you are giving feedback on, use measurable indicators or criteria to evaluate the performance or outcome, make sure your feedback is achievable and realistic, align it with relevant goals or objectives, and give it in a timely manner. Doing so will ensure that your feedback is useful and can help team members understand, accept, and act on it.

4 Tip 4: Listen actively and empathetically

Listening is an essential skill for effective communication and collaboration in cybersecurity teams. It allows you to understand the perspective, feelings, and needs of your team members, as well as shows respect and interest, which can foster trust and rapport. To listen actively and empathetically, you should pay attention to the verbal and non-verbal cues of your team members such as tone, body language, or facial expressions. Additionally, ask open-ended questions to clarify or explore the feedback, like “What do you think?” or “How do you feel?”. Furthermore, paraphrase or summarize what you heard to confirm your understanding and express empathy and support if your team members are struggling or facing challenges. It is important to avoid interrupting, judging, or arguing with your team members even if you disagree or have a different opinion.

5 Tip 5: Ask for and act on feedback

Obtaining and acting on feedback in cybersecurity teams is an essential step for growth and development. To ask for and act on feedback, you should first identify the specific areas or aspects you want to receive feedback on, such as a skill, a project, or a behavior. Secondly, seek feedback from different sources and perspectives, such as peers, managers, clients, or mentors. Additionally, thank your team members for their feedback and acknowledge their efforts and contributions. It is also important to reflect on the feedback to identify the strengths, weaknesses, opportunities, and threats that it reveals. Finally, create a plan of action to implement the feedback and monitor your progress and results.

6 Tip 6: Provide and receive feedback as a continuous process

Providing and receiving feedback in cybersecurity teams should be seen as a continuous process, not a one-time event. This cycle of communication and learning can help you and your team members to grow and improve together. To ensure this, you should set regular and frequent feedback sessions with your team members, such as weekly, monthly, or quarterly. Furthermore, you should review and update your feedback goals, objectives, and standards as the team or project evolves and changes. Celebrating and sharing feedback achievements and successes with your team members and stakeholders is also important. Additionally, you should seek and provide feedback on both positive and negative aspects, not only on problems or issues. Finally, it is beneficial to solicit and offer feedback not only on performance or outcome, but also on process or behavior.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?