Career Pathing: How to Fuel Your Cybersecurity Team’s Career Growth

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good afternoon and thank you for joining today's Webinar career Path thing. How to fuel your cyber security teams. Career growth.

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Before we get started, I'd like to discover a few housekeeping items.

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Today's webinar is going to run for 30 minutes in length

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and will include a walk through of the Cyber A for teams platform.

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To ensure we're able to cover everything on our agenda,

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all participants will be muted.

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You'll still be able to submit your questions via the Q and A box,

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and we certainly encourage you to do so.

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We'll address your questions via the chat function and in in the dedicated Q and a portion of today's program.

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This webinar is being recorded,

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and we plan to share the link with you in the next few days.

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Your host for today's webinar is Angela. Would

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Angela is a senior enterprise account executive share its cyber very.

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She regularly partners with I T and security leaders

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toe help find the right solution

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to develop their team cybersecurity skills,

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earn industry certifications

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reduced on boarding the time, improve retention

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and achieve their specific strategic objectives.

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Angela has experience working with government contractors. Financial institutions

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manage security service providers and state and local governments.

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Angela has a marking marketing management degree from Virginia Tech, so she spent many years working on developing her own career path while also helping other individuals

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figure out the next steps and their cybersecurity careers.

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We're excited to discuss today's topic because it's an area focus for many of our customers as we move into 2021.

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So without further a deal, I'm

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It's a pleasure of mine to hand it over to Angela to go over today's agenda.

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Awesome. Thanks so much for the introduction, Ryan, and thank you all so much for taking the time

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to join our Webinar here today. I'm really excited to be leading today's discussion and to be honest, career Path thing has been the topic of many conversations so far this year.

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Before we go ahead and get started, let's quickly run through our agenda. I'll start by providing a little background on Sai Buri, who we are and what we do

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next. I'll talk about skills, gaps as it pertains to the industry as a whole, and why providing your employees with growth opportunities is so important.

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Also, break down the challenges we see organizations in specifically security leaders face and creating in or enhancing a career path in program for their team.

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Finally, I'll walk through a cyber for teams platform to show you how we can help

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implement a strategy to provide their employees growth opportunities as they build and diversify their security skill sets.

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At the end of this webinar, you'll learn how to build a scale of career path thing program for your team,

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utilize cyber to monitor team members and track their progress and learn how to implement the structure into your teams, organizations, learning and development program.

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So let's go ahead and get started.

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Cyber for teams is the leading cybersecurity workforce development platform. Now what exactly does that mean?

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It means that we've made it our mission to help organizations like yours closed the cybersecurity skills gap and build a security enabled workforce equipped to meet modern threats.

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We combine engaging core courses from experts in the field

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with secure browser based virtual labs which enable your team toe work through riel world scenarios and get hands on with the latest tools and technologies to drive their cybersecurity skill development.

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At the end of day. That's why we've earned the trust of organizations around the globe. In fact, 96% of the Fortune 1000 already have employees building their cybersecurity skills on cyber currently.

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So I've mentioned skills gaps a couple a couple of times so far in this presentation already. And really, in the industry, the skills gap issue is prevalent across all verticals, right? So we really find that the root cause for cybersecurity skills, gaps within teams

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stem from one or more of the following. First, we typically see them come up through finding and attracting the right cybersecurity talent. So how do I find the correct person that will possess the skills in order to join the organization

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at that point once they're on board, how do we get those new hires up to speed a lot quicker

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at that point, looking at the teams knowledge, skills and abilities, how do we ensure that they're staying up to date? How can we help them understand how they can actually grow in the future? And how do we retain that person over time?

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So we see skills gaps manifest themselves in a number of ways along the employee journey from recruiting toe on boarding to Career Path thing. We've discussed a few of these topics over the last couple of weeks, and we'll explore on boarding in next week's program.

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But our focus today is career path thing.

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Now, before we get started, I wanted to take about 20 to 30 seconds toe. Have everyone answer. Ah, quick poll question.

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And that is

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what does career progression look like for security professionals at your organization, currently

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perfect. So

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that answer. Security professionals have opportunities for advancement, but it's not clearly defined

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completely consistent with the conversations that I have every single week. So absolutely that that makes complete sense.

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Um, so career progression It could really mean a number of different things that many different organizations,

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the most important a couple of important reasons. First, we want to take entry level or junior employees to the next level in their career. This could be very difficult to find the perfect candidate for a role, right typically, why they're called unicorns. In the industry,

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being able to train existing team members into new specialties or roles is critical to ensure skill coverage across the board and minimize any skill gaps.

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We also see career path in being really important because it also increases employee engagement, employee engagement and employee satisfaction, or metrics that modern organizations have taken a keen interest in.

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We typically see that happy employees tend to be the most productive employees.

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When employees have a career path for advancement and opportunities to develop

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the skills to get there, they really feel like their organization is investing back in them, which can also drive additional value for the organization.

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Another reason career path is so important is that it's going to help retain highly qualified employees.

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Qualified cybersecurity professionals are in high demand in today's job market.

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Organizations that provide these individuals with opportunities for career growth are much more likely to be able to retain them and build a highly skilled workforce.

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In addition, ah, clear path for career growth can help hinder turnover caused by the long shifts and odd hours required by many cybersecurity rules. Because there's light at the end of the tunnel

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and then last but not least, another reason that we found the importance of Career path thing is it also cross pollinates skills across the team, so

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it's important to have a diverse skill set across your team. But in cybersecurity, having coverage across all teams is also vital. So career path thing doesn't always necessarily mean that there's a direct line to promotion, but it can enable individuals to move between specialties in, contribute across dips, disciplines within an organization,

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ensuring that you're not putting a tough position if someone's out or unavailable for some reason

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before we continue, I wanted to actually open it up to his second poll question here today.

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Which of the following Career Path thing related outcomes Do you want to drive for your team?

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So it looks like the majority of people said, increasing employee engagement in satisfaction. Absolutely

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the first challenge that we typically see. There's no way to define

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knowledge, skills and abilities required for specific job roles and experience levels. For example, what differentiates a sock one from a sock to or sock to from a sock? Three. We understand from an organizational perspective,

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but what about in the industry as well? So it could be difficult to outline differences between roles

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which leads to career advancement becoming an inexact science, and even if there are specific skills the organization's looking for, they're often not communicated down the ladder to the individual contributors, making up most of the work force.

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This lack of structure ends up leading to a process that is not repeatable or applicable to many individuals, and they aren't really sure what they need to dio in order to be considered for that promotion. This also puts additional work on management

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to try and define any ambiguity, ambiguities and really codify a plan taking them away from their primary responsibility.

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It also becomes even more difficult in present times when many people are currently working from home.

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Another challenge that we see is that there's no dedicated time on the job for employees to develop their skills.

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The most cited barrier to skill development is actually a lack of time

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cybersecurity professionals. They're often spending mornings, evenings, weekends building up that skill set.

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Now we found that there really motivated toe learn, but they're not afforded the time necessary to make some of those significant changes.

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This can really lead to them looking outside of the organization for these learning opportunities. If employees feel like they're not being supported in their efforts to advance their careers, that can potentially leave for a new title and higher pay. Often, organizations then have to deal with higher turnover and a talent drain as their most skilled employees take their knowledge somewhere else.

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Last but not least, the other challenge that we see is there's no current program that provides the relevant and high quality resource is that employees need most.

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Quote training solutions are not relevant to the technical nature of the cybersecurity industry. This really leads to the content that's either way to introductory or not at all, relevant to an employee being the Onley development resource available to them.

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Employees will find the resource is boring and effective and not wanna work through the material that has been assigned to them.

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This can lead to a dissatisfaction within the organization as well as a feeling of really feeling stuck in their career, with no control over what comes next.

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This can also lead to increased turnover or a low morale workforce, which can slash productivity and have larger implications down the line.

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Okay, we got one more poll question for you. All

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of the career path thing related challenges that we've described so far, which is the most relevant to the organization. Currently,

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yeah,

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all of the above. That that's That's typically what we see as, well,

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awesome. So moving forward here. Now that we've highlighted some of the challenges,

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let's actually talk about the solution and how we can help mitigate some of that. So the first solution that we've come up with is actually integrating job based learning into the career path thing. Process.

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Security professionals are already out there. They're learning new skills. Why not incorporate that into formal reviews?

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Making meaningful learning and development, a pillar of an individual's career development program defines a requirement of how employees continue their advancement. By focusing on your team's rolls, everything is directly applicable to an employee's day to day. And by giving them time and their work day to learn, it's clear that their development is actually a priority and not just an afterthought or HR directive.

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This creates a powerful synergy that can improve morale. Productivity really ensures that your team is focused on what really matters.

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Second solution that we've come up with it is actually delivering relevant content to your team, that one size fits all training approach. It's not really an option for a lot of organizations out there anymore. So employees they could really tell that the content is cookie cutter. It's not really relevant to helping them build their skill sets.

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So if we take a solution and tailor it towards what they're learning to the job, all that they have and potentially even the one that they want, it shows that the organization is really committed to their success.

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It also drives engagement and a desire to actually progress that they're prescribed training rather than just completing, completing it all in a day before it's due to meet some arbitrary, random deadline.

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This could also improve the effectiveness of the program as a whole, with all of the relevant stakeholders committed to creating an environment that fosters learning and development.

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Last but not least, the other solution that we have is helping to track this progress over time and reward that achievement. So setting up a career path thing program and providing the necessary resource is it's a great start, right, but there must be some type of commitment to using this process to drive really outcomes. This isn't about assigning them some random course, but it's about building a

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plan over time

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that could be using it to explain why a specific person deserves a promotion or something that is reviewed in goal setting sessions.

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Tying this career path in process toe outcomes your employees can see also ensures that they're gonna be more invested in putting the time and to reach the next level in their career at the organization, creating a more skilled and motivated workforce for the team

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and company.

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So now I'd like to jump into the cyber for teams platform to really show you how we can actually help implement this solution.

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Perfect.

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So let's go ahead and start on the member dashboard here.

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This page shows everyone in the organization, but I actually want to dive into Chris right here. I'm gonna go ahead and click view on his profile.

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This is where you're gonna be able to see everything that you need to know about Christmas development, amount of time that they've spent learning what they've been focusing on and what's great is that they're learning is actually broken down by what's been assigned to them. We'll get to that in a moment and what they're actually working on in their spare time. under the additional learning tab right here.

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This lets you see who's actually going above and beyond. And this overview is is really great to pull up during one on ones quarterly biannual reviews, for example, it's kind of uses like a report card and a lot of different organizations. It's also a great conversation starter. It allows you to have an honest discussion with your team member about the specific career goals

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that they want to focus on.

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You can also bring up the same dashboard six months later as well to really say, Hey, this is where you were six months ago and this is the strength that you've possessed over the past six months. So tracking this development over time, it's a great way to illustrate skill development to management, but also back to the employees as well.

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It also aligns everyone on what the expectations are and what happens next once those expectations are met.

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So we've covered how to see what a specific person has been learning.

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Now let's pivot to determining what they should be learning.

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I'm actually going to go up here at the top and click our browse button up here.

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The browse, button or page actually does a great job of showing the variety of content that's available to you on the cyber. For teams, platform

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Cyber for Teams brings the collective knowledge of the cybersecurity industry's top experts in leading organizations.

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What's most exciting is our network continues to grow, which allows us to move quickly and provide timely content to help our customers stay current with industry trends,

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we cover a broad range of topics and skill areas, as you can see here on the screen like penetration, testing, incident response, digital forensics, cloud security, for example.

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This means that you can be confident that no matter what roll your team has currently or will have in the future, Cyberia will be providing you with high quality and relevant content for those security professionals.

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As you could see, we have virtual labs to help you guys get really world experience skills assessments to measure knowledge, skills and abilities and really understand, from a granular perspective,

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the strengths and weaknesses of an individual

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practice test to really help you understand that your team is ready to go take that exam and hopefully pass it on the first time. All on one comprehensive platform accessible anywhere right from your browser.

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You and your team will always have the tools and resources that you need at your fingertips.

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So now that you've seen some of the content that we have to offer, let's see how we can actually bake that in to your team's development plan. Ah, lot of times when people see a catalog, it can sometimes be really overwhelming because they're just not sure which types of content to pick and pool to generate a career path that's most relevant to them.

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How do we do that? That's through our pathways over here on the left hand side,

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basically pass, or how we can help you guys formalize a career path thing, plan

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for your team and put it into action.

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A path is simply a collection of cyber content that can be assigned out to your organization, Ah specific group of employees or even just one individual.

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And as you could see her on the screen, we have a couple of different flavors of paths, with the two main ones being custom past that you can create using this create path button up here,

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or cyber pass over here on the right.

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These cyber paths are built by our network of industry professionals and thought leaders, and they're actually aligned of a lot of the common work roles across the cybersecurity industry.

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The custom past, when I click create path right here,

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they let you build something entirely unique to your team, either from scratch or by using one of the pathways that I was showing on the last screen.

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So this pathway allows you to create your own and kind of pick and pull different parts of the catalog to make it as applicable to you as possible.

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But the best part about all of this is that you don't have to do this all by yourself. That's not expected. Every single cyber for teams client has a dedicated customer success manager that works with a content and curriculum engineer. To help you all build out these pathways, they could help create, maintain and update your past based on the

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requirements that you provided them

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during your first on boarding and throughout your relationship with Sai Buri.

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But for today, let's go ahead and check out,

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Let's say the stock analyst level two right here, I'm gonna click show details on that to expand this pathway.

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This career path is designed to help provide skills needed for someone to move from a sock one to a sock to roll.

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Here, you can see we have a variety of content types, including our expert instructor, led courses, virtual labs and even some skills assessments.

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Now let's say that we just had a one on one with Chris from earlier,

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and we've discussed what we would need to do in order for him to become a sock from a sock one to a sock to.

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So we understand his strengths, his weaknesses, their specific assessments that we can provide him for that. But we really understand the skills that he needs to start toe work on.

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So essentially we could go ahead and click a sign path right here,

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go down to his name

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Chris.

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And once I click, create assignment just like that, we've given Chris

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one of the keys to their development.

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So let's go back to the member dashboard over here on the left hand side

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and go back to Chris Profile.

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I'm going to scroll down here

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and there. You can see

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that assignment right in this list

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so we can actually track their progress throughout the month, the quarter, whatever time frame that we desire and really see that the progress that they've made, you can also see exactly what content that they have completed. Okay, great. It looks like he's 20% of the way through this course. For example,

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just as an example,

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all of this leads to you having clear insights into what the individual learn and creates an impartial view of how someone is building their skill sets,

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eliminating ambiguity and promoting a culture of growth.

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So we've discussed Career path thing for cyber security teams. Why it's important, the common challenges and how cyber for teams can help you overcome those challenges. So let's open it up to some questions that may have been submitted.

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Brian, Let's see what's coming so far.

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Absolutely Angela. That was an awesome presentation, and it gets me super excited going into 2021 for sure.

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So just a couple quick questions did come in. I'd love to review with you. First one is, Can you create your own path?

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Yeah, that's a great question theory. Easy answer to that is yes, absolutely. Through the custom paths on the on the platform. You can actually pick and pull different items of the catalog to make it as relevant to you as possible. But keep in mind, too, that we also have these pre built cyber A pathways already built out for you.

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I think a lot of the time,

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you know, like I mentioned earlier, people get overwhelmed

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and they're not really sure where to start. So we can actually take a custom path that aligns directly to the industry and custom tailor it towards you, your work roll, your strengths, your weaknesses and the goals of the team in the organization.

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Oh, awesome. So second question, Do cyber past contain hands on content in addition to the videos?

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Great question. The answer to that is yes. So the whole point of a pathway is that you're combining different modalities of learning

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over time. Video courses air great for like, that basic foundational type of material. But over time, you know, it's really not about what you know. It's about what you can apply in this industry. So having different types of virtual labs to help supplement the video courses,

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it's gonna be a game changer in terms of skill development and then assessing them have a specific assessment tool to really see what did they learn and what do they need a little bit of work on? So yes, absolutely. Their hands on tools that are incorporated into the pathways.

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Awesome.

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Third question. How does Sai Buri help me customize development plans for my team?

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Great question. So we actually have a customer success team as well as a curriculum and content engineering team.

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So just to kind of give you some background, the customer success team. They're really responsible for the strategy coming up with success metrics. They're kind of scene is like a workforce development consultant that understands you, your team

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and kind of the goals that you're about to lay out for 2021.

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They work alongside our curriculum and content engineering team. Those engineers are, ah, lot more technical, and basically what they do is they take a look assessment results, trying to understand more about the individual. Wow. Okay, you know, they're really good at identity access management, but they need a little bit of work and

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law collection or incident, response and recovery.

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Let's go ahead and create them this specific pathway,

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sign it out to them and see how they can

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maintain those skills over time. So a couple different ways that we can also help with that.

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You're so thorough in your responses. I love it. Another question for you. How many pre made cyber a pass are there?

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Great question. I was actually counting that today. Um, there's approximately 67 different pathways. Most of those were gonna be mapped around the 50 to work roles of the Nice Nice Framework, so those will cover a broad range of topics. I think there's like Cyber Instructor, threat warning analyst within that so most of the pathways that you have built out

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are aligned to,

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then it's nice framework as well as the D o d 81 40 on Ben. There's also the ability to create

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other very broad,

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ah

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curriculum's like network engineer, cybersecurity engineer that we can custom tailor. So

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there's there's a there's a lot in there for you guys as a as a baseline.

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Amazing one last question because we're coming up on time, and if there's any other questions out there, we will be reaching out to you individually to make sure all of your questions have been answered.

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One last question for you, Angela. Once assigned, how can I track my team's progress through a path?

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Yep. Great question. So

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that's gonna be done through the member dashboard that I was showing in the actual platform. Not the presentation, the platform itself. So essentially you can click on an individual. You could kind of see their little report card, Remember, Profile

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scroll down into their assignment and it will show you everything that that person's been working on. That way we can start incorporating that into one on ones annual performance reviews because you want to actually see Okay, if I'm assigning this out to them, Are they working on this? What exactly are they doing?

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That's gonna be done through our dashboard that has team analytics and specific types of reports that you can access.

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Great.

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So I do want to thank everyone for attending our webinar as a token of our appreciation. We're pleased to extend you two very special offers.

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First, you can unlock free early access to Cy Briefer teams today

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by requesting an interactive walk through at w w w dot cyber eri dot i t slash business.

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Get a more in depth look into how we can help solve your specific problems

24:22

and give your team the opportunity to try a course.

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Work in a lab, take a practice test and get their thoughts

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again. To get your free early access. Simply go to www dot cyber a dot i t slash business.

24:37

The link has also been included in the chat.

24:41

Complete your request, a demo form and a cyber. A representative will then be reaching out to you to get you all set up and started.

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But that's not all.

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For the first time ever,

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we're giving you one free month with your purchase of Sai Buri for teams.

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So now is the time to act.

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Cyber is ready to help you create an effective career development strategy for you and your team.

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One last poll question for you guys today.

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Or is anyone out there interested in learning more about cyber reefer teams? If so, give that, yes, but in a quick click and we'll be getting back to a soon as we possibly can.

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If you have any additional questions for Angela,

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please feel free to reach out to her directly.

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We have included her LinkedIn and email address in the chat window.

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Thanks again for your time. And we hope to see you on all future Webinars.