What do you do if your organization lacks a sense of purpose and meaning in Cybersecurity careers?

If you’re working at building a cybersecurity career, and your organization doesn’t take it seriously, then it’s time to surreptitiously start looking for another job at an organization that does. You can assess the culture all you want, but one person isn’t going to change it, unless they’re the CEO. Don’t tell anyone within the organization about your job search, but let them know why you’re leaving at the exit interview.

I have experienced this myself and following might be good initial steps to assess the culture: 1. To determine whether CS employees are satisfied by having 1-1 discussions and anonymous surveys 2. Assess attrition for the job with CS skillsets. 3. Examine leadership messaging and communication styles to ensure that cybersecurity goals are valued 4. Examine cybersecurity training courses and job development exists 5. Evaluate how critical cybersecurity programs is into larger company plans. 6. Look for indications of disinterest or lack of zeal among cybersecurity experts. 7. Take into account how the organization's cybersecurity policies and culture are perceived by the public and its CS domain reputation.

I have seen many cybersecurity firms, ISVs, SI's, etc. that have poor cyberculture - It happens. In today's world, we have an individual responsibility to be knowledgeable and work somewhere that prides itself in data protection.

One thing that I've found useful i engaging people with real-world cybersecurity challenges and their impact on company projects. As a cybersecurity professional, when you do your work well, you seem absent, and when disaster strikes, you are noticed suddenly. Therefore, it's important to actively inform those who make the decisions in your company about what you are doing. They should understand that "no news is good news" but maintaining that status is not simple!

Assess the organizational culture to determine the reasons behind the absence of purpose and significance. Look for any disparities between the company's values and its implementation of cybersecurity practices.

Roles are indeed significant. Establishing clear and precise rules contributes to a cohesive and communicative team. To better define these rules, we might consider focusing on the unique interests of each team member, like forensics, incident response, threat hunting, and other areas within cybersecurity. Providing specialized training in their field of interest could be beneficial. It is perfectly acceptable to reassign team members to new roles if they develop new passions. This approach is key to maintaining high levels of employee retention and ensuring that productivity remains optimal. As Aristotle once said, "Pleasure in the job brings perfection to the work."

In order to address the problem of a lack of purpose and meaning in cybersecurity careers within the organization, the initial step involves establishing clear and defined roles and responsibilities. Ensuring that each member of the cybersecurity team comprehends their individual responsibilities, goals, and the impact of their efforts on the organization's overall cybersecurity mission is crucial. Make sure that the roles within the organization align with the goals and values, emphasizing the importance of cybersecurity in protecting important assets, establishing trust with stakeholders, and ensuring smooth business operations.

To me, the role clarity of one affects the others. If roles are to be defined they should come with responsibilities. The clarity of one's function influences many. The performance of the business as a whole as well as the efficacy of any individual members of the team may suffer if there is "role ambiguity," which can lead to uncertainty and stress.

continuous learning is non-negotiable. As cyber threats evolve with persistent determination, so must our strategies and knowledge. what's effective in 2023 may become obsolete by 2024, emphasizing the critical need for up-to-date training and awareness. Cybersecurity professionals cannot afford to be complacent. Creating a culture that prioritizes ongoing education and fosters an environment of proactive learning is vital. This approach not only matches but exceeds the persistence of threat actors, ensuring we're always prepared for the next challenge. This leaves me with a beautiful quote. The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn- Alvin Toffler

Emphasize the importance of ongoing learning initiatives to instill purpose and significance into cybersecurity careers within the organization. Provide avenues for cybersecurity professionals to improve their skills, stay current with industry trends, and pursue certifications that are applicable to their positions. Promote active engagement in training programs, workshops, and conferences that emphasize cybersecurity best practices, emerging technologies, and ethical hacking. Encourage a mindset of exploration and creativity by fostering a sense of autonomy in learning and facilitating the exchange of knowledge among team members.

Investing in continuous learning demonstrates the organization's dedication to its expansion. Organizations can enable their cybersecurity teams to remain ahead of developing cyber threats and make significant contributions to the organization's security posture by providing them with training programs and certifications that expand their skill set.

As with anything in life, every little success should be celebrated. Sharing success stories reinforces a sense of achievement and accomplishment among cybersecurity professionals, highlighting the value of their work and contributions. This recognition can boost morale and job satisfaction, even in environments lacking a clear sense of purpose. This also gives them the opportunity to learn from the past and improve. Sharing success stories reinforces the meaningful impact of their work and contributes to a positive and supportive culture within the industry.

In my experience, simple reward programs significantly boost cybersecurity engagement. Recognizing those who report phishing emails, earn certifications outside work, or complete in-house training—yearly or quarterly—reinforces their invaluable effort in safeguarding our company. It’s crucial to make these opportunities and recognitions widely known across the organization. Everyone should feel included and aware of the chance to contribute and be acknowledged. This approach has not only enhanced our security posture but also fostered a culture of continuous learning and vigilance.

I pride myself in working at PartnerTap where we help secure sales at our core. Our entire organization collaborates on how we can each contribute to good cyber posture!

When you mention sense of purpose I think leadership, as that is something that great leaders who; instill a sense of purpose and direction on a course and bring everyone together on that journey. Having a lack of purpose for me would be a condition and warning in the system that something needs addressed from a leadership perspective. This of course could then mean certain tasks that have been mentioned above need to be completed e.g aligning with organisational strategy/goals and recognition as just some examples.