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Brief description: In today’s increasingly complex cyber landscape, the power of partnership is more crucial than ever. Together We Defend, Divided We Fall, is crafted for senior leaders in the defense industry who understand that the only way forward is through collaboration. Each issue offers critical cybersecurity insights, strategies, and best practices focused on the unique challenges of defending our nation’s most vital assets. From the latest threat intelligence to emerging technologies, we equip you with the knowledge to fortify your operations. Join us in fostering strong partnerships and unified defense strategies, because in facing the largest challenges, together is the only way we can truly succeed.
Opening
In today's defense industry, the shortage of skilled cybersecurity professionals is a pressing issue. We aren’t just talking about open positions waiting to be filled; we’re talking about mission-critical roles that need highly skilled individuals who can navigate the unique challenges of securing defense systems. With technology and threats evolving rapidly, it’s becoming even harder to find and retain the right talent. This shortage impacts not only cybersecurity teams but also the overall security posture of defense organizations.
The Key Roles in Demand
There are specific roles that are not just nice to have but are essential for maintaining a strong cybersecurity framework. Among the most in-demand positions are:
- Security Architects: These professionals are responsible for the bigger picture—designing secure systems that anticipate potential vulnerabilities while keeping everything running smoothly. They bridge the gap between strategy and technology.
- Threat Intelligence Analysts: In an environment where staying one step ahead of adversaries is critical, these analysts gather and interpret data to forecast and mitigate threats. Their insights are pivotal to proactive defense strategies.
- Incident Responders: They’re the first line of defense when something goes wrong. These responders act quickly to contain threats and restore normal operations, minimizing damage and downtime.
- Cloud Security Engineers: As defense operations increasingly move to the cloud, cloud security engineers ensure that sensitive data and operations are secure in this more fluid, scalable environment.
- Senior Identity Security Architects: Identity is now the cornerstone of modern cybersecurity, shaping the way we build policies and enforcement across systems. Senior Identity Security Architects are essential to making sure identities are secure and well-managed, especially in today’s hybrid and cloud environments. By focusing on identity as the key control point, they help organizations protect access to critical systems and ensure that security is integrated at every level.
Why Are These Shortages So Widespread?
There are several key reasons why the defense industry struggles to fill these roles:
- The Growing Complexity of Defense Systems: With the integration of new technologies like IoT (Internet of Things) and OT (Operational Technology), defense systems are becoming more complex, which requires specialized skills. This creates a demand for professionals who understand not just cybersecurity but also how these emerging technologies interact with defense systems.
- Competition from the Private Sector: It’s not just the defense industry that’s struggling to find talent—private companies are also competing for these same professionals. The private sector often offers higher salaries, more flexible work arrangements, and quicker hiring processes, making it tough for defense organizations to compete.
- Security Clearances and Certification Requirements: In defense, cybersecurity professionals often need specific certifications and security clearances. This not only limits the pool of eligible candidates but also adds significant time to the hiring process, which can cause qualified professionals to go elsewhere.
- Lack of Boundaries and Support: The demanding nature of cybersecurity work, particularly in high-stakes environments like defense, often leads to burnout. Many professionals find themselves stretched too thin, with a lack of clear boundaries between work and personal time. Without the necessary support, such as resources, mentorship, or mental health initiatives, burnout becomes a major factor driving people out of these roles.
- Lack of Continuous Training: The cybersecurity field is constantly evolving. If defense organizations aren’t investing in ongoing training and development for their teams, they risk losing out to other sectors that are more committed to employee growth.
Tactical Ways to Find and Keep Talent
Let’s explore some practical ways we can address these shortages and make sure we have the people we need.
- Strengthen Partnerships with Universities and Technical Schools: By establishing relationships with academic institutions, defense organizations can create internships, apprenticeships, and co-op programs. This allows students to get hands-on experience in the industry, while organizations get early access to a talent pipeline. You can even offer sponsorship for certifications or security clearances, setting them up for long-term careers in defense.
- Set Clear Expectations and Career Progression: It's crucial to set well-documented, clear expectations for each role, ensuring employees understand their responsibilities at their current level and what is expected for the next. Providing a clearly outlined and regularly referenced path for career advancement helps employees see where they’re headed and what steps they need to take to get there. This kind of transparency fosters trust and motivates long-term commitment. Regular check-ins, tailored development plans, and open conversations about their progress will reinforce this commitment and ensure that employees feel supported in their growth.
- Develop Clear Career Paths and Growth Opportunities: One of the most common reasons professionals leave their jobs is the lack of visible growth opportunities. Establish mentorship programs and provide ongoing training to give your cybersecurity professionals a clear view of where they can go within your organization. Make it clear that investing in their growth is a priority.
- Offer Flexible Work Options Where Possible: While defense work often requires strict security protocols, offering flexible hours or partial remote work where feasible can make a big difference in employee satisfaction. Balancing the need for security with work-life balance can set your organization apart in retaining talent.
Strategic Approaches to Retaining Talent and Reducing Impact
Cybersecurity teams have evolved out of necessity. Over the last 20+ years, cyber teams have been built one piece at a time. We found gaps in our defenses, vendors developed tools to fill those gaps, and we responded by buying and deploying them. Over time, this has led to a situation where many organizations now manage 50 to 80 different security tools. The result? Teams are overwhelmed, and we're not fully utilizing the tools we've invested in. To move forward, we need to rethink our strategy. Rather than continuing to add more tools, we should build a strong foundation on a highly integrated platform that covers 70-80% of our security needs. From there, we can add specialized tools for unique situations or edge cases. This simplifies security management and helps our teams focus on what really matters.
- Budgets Are Always Tight: Balancing the need for comprehensive security with limited budgets is a constant challenge. Security spending is always a point of debate and making the right choices on where to allocate resources can be tough. I recently wrote an article addressing this very issue, offering strategies to help leaders navigate these budget conversations and align security priorities with overall business goals.
- Consolidate Vendors & Simplify Security: Having too many tools from different vendors can lead to inefficiencies and burnout. Simplifying the security stack by consolidating vendors into a unified platform reduces complexity and workload for the team. This allows them to focus on more strategic, value-driven tasks. Partnering with platform security providers also ensures that your security is scalable and easier to manage.
- Promote Cross-Training and Skill Sharing: Encouraging cross-training among your team not only builds flexibility but also helps reduce the impact when key team members leave. When employees can step into different roles as needed, it keeps the team running smoothly and ensures that critical knowledge is shared, reducing the risk of operational gaps.
- Leverage Managed Services for Continuity: Relying solely on in-house teams for everything can leave you vulnerable when skilled people move on. Partnering with managed services providers for areas like operations and engineering can ensure continuity without overburdening your internal staff. This allows your team to focus on strategic initiatives while trusted partners handle the day-to-day technical work.
- Incorporate 360-Degree Feedback and Active Listening: Listening to your team and acting on their feedback is crucial for retaining top talent. Regular 360-degree feedback sessions give everyone—peers, managers, and direct reports—a voice. But gathering feedback isn't enough. Show your team that you’re taking their input seriously by following through with concrete actions. This builds trust, fosters engagement, and demonstrates your commitment to their professional growth and well-being.
Personal Story:
In a previous life, I took over a team, one of the first things I asked was, "When was the last time you took time off without worrying about being on call or glued to your phone?" The response? "Never." This was a red flag.
I shared this with the board, even miming sleep with my hands under my head, saying, "These folks are sleeping with their phones at night." The board got it and simply said, "Do what you need to do to take care of them."
So, I made it a priority to fix this. I told the team their personal time was theirs—no more being tethered to work 24/7. They needed to truly disconnect when off the clock. At the same time, I had to know that if I called them in a critical situation, they would answer without hesitation.
That balance—respecting their time off while knowing they’d respond when needed—built trust. The team became more motivated, and when an emergency arose, they responded quickly because they knew their time was valued. It was a win for everyone.
Ensuring the Team's Effectiveness
It’s not just about having a team in place—it’s about ensuring that they can perform at their best.
- Streamline Internal Processes: Many cybersecurity teams face inefficiency due to outdated or redundant processes. Regularly reviewing and refining these processes, with a focus on automation where possible, can free up valuable time for your team to focus on what really matters: securing the organization.
- Encourage Collaboration and Information Sharing: No one person should be the sole knowledge holder. By fostering a collaborative culture where information is shared openly, you ensure that your team can step in and help each other. This reduces the reliance on individual members and spreads expertise across the team.
Final Thoughts
The challenges of cybersecurity workforce shortages are real, but they’re not impossible to overcome. By focusing on partnerships, ongoing training, and smart vendor consolidation, defense organizations can enhance their cybersecurity, even with limited resources. Building a strong team goes beyond simply hiring the right people—it’s about fostering an environment where they can grow, succeed, and contribute to the mission in meaningful ways.
My Question to you is, are you creating a space where your team feels empowered to stay and make a difference?
Together we defend, divided we fall
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