Traits 4 & 5 in key Traits of an IT leader

Good morning, everyone!

Here we are, already in mid-August—time really does fly, especially in the world of IT hiring. I often mention time in my posts because it’s such a critical factor in the hiring process. More often than not, hiring is time-sensitive, whether you’re filling a gap left by someone’s departure or bringing in new expertise for a fresh opportunity that has emerged within the company

Today, I’m continuing with my series on the key traits essential for effective IT leadership. In this series, I’ve been highlighting the five traits that I believe are crucial for any IT leader to succeed. Today, we’re focusing on traits 4 and 5, which are particularly important in our rapidly evolving digital landscape. These traits not only help to steer the technical direction of an organization but also safeguard its most critical assets. Let's explore how Technical Expertise and Security/Cybersecurity Knowledge play a pivotal role in shaping a strong IT leadership foundation.

Technical Expertise

Let’s cut through the noise—technical expertise for an IT leader isn’t just about knowing the technology inside out. It’s about understanding how to harness that technology to meet broader business objectives, solve complex problems, and drive innovation. In today’s fast-paced digital world, an IT leader needs to be more than just technically savvy; they need to be a visionary, a strategist, guiding the organization on how to leverage technology as a competitive edge.

This isn’t about throwing around the latest buzzwords. CEOs want IT leaders who can bridge the gap between technology and business strategy—leaders who can translate technical possibilities into tangible business outcomes. Whether it’s leading digital transformation, implementing AI, or spearheading innovation, the role of  an IT leader is to ensure technology isn’t just a support function—it’s a driver of the company’s long-term vision.

Security/Cybersecurity Knowledge

Now, let’s talk about security. We’re in an era where cyber threats aren’t just a possibility—they’re a certainty. If you’re an IT leader and you’re not on top of your game when it comes to cybersecurity, you’re not just risking data—you’re risking the entire organization’s reputation and future.

An IT leader must have a deep, proactive understanding of security protocols, risk management, and threat mitigation. It’s not enough to react to threats—you’ve got to anticipate them, stay ahead of the curve, and make cybersecurity a core part of the organization’s culture. CEOs are losing sleep over cybersecurity issues, and they’re looking to their IT leader to be the shield that protects their business. This means continuously refining strategies, staying compliant with regulatory requirements, and having a solid, actionable plan for when—not if—a threat emerges.

Identifying Technical Expertise and Cybersecurity Knowledge when looking to hire an IT leader

So, how do you spot these traits in a candidate? Here’s the no-nonsense approach:

Technical Expertise

On a Resume:

• Technical Skills and Certifications: Look for a robust list of technical skills—programming languages, platforms, tools, you name it. Certifications like AWS Certified Solutions Architect or Google Professional Cloud Architect?
• Relevant Experience: Check for hands-on experience with the technologies that matter to your organization—cloud computing, AI, DevOps, system architecture. If they’ve led major projects in these areas, you’re on the right track.
• Quantifiable Achievements: Numbers don’t lie. Look for achievements that demonstrate real impact—improved performance, cost savings, productivity boosts. If they can show you the money, you’ve got a contender.
• Leadership in Technical Projects: Have they led significant technical initiatives? Migrating systems, launching new tech—anything that required deep technical know-how and decision-making. That’s what you want.

During an Interview:

• Deep-Dive Questions: Ask them to explain complex technical concepts. Can they break it down clearly? If they can’t, they probably don’t know it well enough.
• Problem-Solving Scenarios: Throw them a curveball. How do they tackle on-the-spot technical challenges? This will show you if they can think on their feet.
• Latest Trends Discussion: Are they up to speed with the latest in tech? If they’re not constantly learning, they’re falling behind.

Security/Cybersecurity Knowledge

On a Resume:

• Certifications and Training: Look for the heavy hitters—CISSP, CISM, CEH. These aren’t just letters; they’re proof of serious commitment to security.
• Security-Focused Experience: Have they been in the trenches, managing firewalls, conducting audits, handling incident responses? That’s the kind of experience that counts.
• Security-Related Achievements: Look for clear, quantifiable successes in securing systems or preventing breaches. If they’ve made a difference, it’ll be there in black and white.
• Incident Response: Have they been on the front line when things went south? Managing a breach or leading a compliance audit? That’s what you need.

During an Interview:

• Scenario-Based Questions: Present a hypothetical security crisis. How would they handle a ransomware attack? Their answer will tell you if they’re prepared.
• Threat Discussion: Ask them about the biggest cybersecurity threats today. If they can’t name them or discuss mitigation strategies, they’re not ready.
• Behavioral Questions: Get them talking about past security challenges. How did they deal with it? What did they learn? This will reveal how they operate under pressure.

Follow-Up

Don’t stop at the first answer. Dig deeper with follow-up questions—really get into the nitty-gritty of their experience and skills. This is how you separate the real deal from the pretenders.

By focusing on these traits, you’ll be able to pinpoint candidates who not only talk the talk but walk the walk when it comes to technical expertise and cybersecurity knowledge. These are the leaders who will drive your organization forward, safely and strategically.

What other traits do you think are mission-critical for IT leaders today?

Let’s keep the conversation going—I’m all ears.

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