All right, everybody. Good afternoon and thank you for joining today's Webinar charting the right cybersecurity career path for your team. My name is Ryan Morrow, and I'm the director of sales development here. It's library.
I'm joined by my colleague Amanda Davy. She's our director of business development.
We're excited to discuss Career Path thing because it's a high priority for many of the organizations we partner with
one of her. Excuse me On an interesting side note, back in December, we hosted another webinar on career Path thing.
One of our poll questions revealed that 94% of the attendees
either didn't have a clear path or any real opportunities for advancement within their organization.
But before we get started, I'd like to cover a few quick housekeeping items with you all.
Today's webinar is going to run for about 30 minutes in length
and will include a walk through of our cybersecurity or excuse me of our cyber reefer teams platform
to ensure we're able to cover everything on our agenda. All participants will be muted.
You'll still be able to submit questions via the Q and A chat function, and we certainly encourage you to do so.
We'll address some questions live during our discussion and via chat.
We'll also have a question and answer session at the end of today's program.
This webinar is being recorded and will share the link with you all in the next few days.
All right, Thank you so much, Ryan, for that amazing introduction.
So let's quickly run through our agenda. We'll start by providing some background on Sai Buri, who we are and what we dio next. We'll talk about cybersecurity, skill, gaps as they pertain to the industry as a whole, and why providing your employees with growth opportunities is so important.
We'll also break down the challenges we see organizations face in creating a career popping program for their teams.
And finally, we'll walk through the cyber A for teams platform to show you how we can help implement an effective strategy for building and diversifying your team cybersecurity skill set and empower them to take their careers to the next level.
And at the end of this webinar, you'll learn how to build
a scalable career having program for with cyber for teams that enables you to benchmark your team's knowledge and skills,
personalized learning experiences to drive engagement and results and more easily track your team's progress and development. So we have quite the day planned out for everyone here today.
Sai Buri for teams is the leading cybersecurity workforce development platform. So you're probably thinking, Okay, Ryan, Well, what does that mean exactly?
What it means is is that we help organizations like yours close the cybersecurity skills gap
and build a security enabled workforce
that's equipped to meet modern threats.
We combined courses from the foremost experts in the field with secure browser based virtual labs,
then enable your team toe work through real world scenarios and get hands on experience with the latest tools and technologies toe help drive their skill development.
We've earned the trust of organizations around the world
from small businesses to the Fortune 1000
by helping them develop a high performance cyber security team.
In fact, 96% of the Fortune 1000 already have employees building their cybersecurity skills with Sai Buri.
Awesome. Thank you for that introduction. Ryan, I think you hit the nail on the head there,
so I know we've mentioned skills, gaps. A couple of times already, and I'm sure you've either heard about or more likely experienced first hand the cybersecurity skills shortage that exist across the market.
Our experience has shown that the root cause for cybersecurity skill gaps within teams typically stem from one or many of the following reasons. So first not being able to find or attract the right cybersecurity talent, not having a reliable process for getting new hires up to speed and operational,
not having a way to ensure your team's knowledge and skills are up to date.
Not having a plan
to help your employees understand how they can grow.
And finally, not being able to keep your best cybersecurity talent.
Our focus today is career passing and creating that effective plan and program to help your employees learn, grow and advanced their careers within your organization.
As the staff on the screen shows, we know that this is a challenge that many organizations and security leaders struggle to navigate.
But before we dive too deep on this topic, we want to open it up to you guys and ask our first poll question.
What does career progression look like
for security professionals at your organization?
Thank you for answering that guy's no surprise here. It looks like the top response
is security professionals have the opportunities for advancement, but it's not clearly defined. That's exactly what's in line with what we hear.
So we know that career progression could mean different things at different organizations.
walk us through Why Career Path Thing is so important.
It would be my pleasure. Ryan. So
Career Path thing is important for a number of reasons.
Having an effective career path thing, process, clan and program helps take your employees to that next level. So we know it's difficult to find that perfect candidate for a role, one that checks all of the boxes from an experience and credential standpoint, which is why we often call them unicorns, right.
So more and more organizations are being forced to hire junior professionals, resigning to the fact that they're going to have to train them up and having a structure that lays out the requisite knowledge and skills for different roles. And the resource is to facilitate skill development that just only expedites the process of getting team members operationally ready
and makes easier to train them into new specialties. or rolls of increasing responsibility
and career path thing also helps you surface high potential employees so you could build a pipeline of future leaders not only for your team but for your organization as a whole.
An employee engagement and employee satisfaction are two metrics that organizations have recently taken a keen interest in happy employees tend to be the most productive employees, which makes sense, right?
So when your employees have a clear path for advancement and the opportunity to develop the skills they need to get there, they feel more empowered and supported
that the organization is truly investing in them.
Which leads me to my next point.
Effective career path thing helps you keep your best talent look. So we all know that qualified cybersecurity professionals are in high demand in today's job market, and organizations that provide these individuals with opportunities for career growth are much more likely to retain them.
And knowing they're in line for a promotion or a role that better aligns with their specific interests helps to mitigate that turnover risk caused by long shifts and odd hours. We all know are required of many cybersecurity roles
because there's that bright light at the end of the tunnel.
And finally, career padding ensures greater coverage from a capability standpoint,
minimizing the cybersecurity skill gaps that exist within a team or an organization as a whole.
It's always important to have a diverse skill set across your team,
but in cyber security, that is vital.
So career path thing doesn't always include a direct line to a promotion, right,
But it can enable individuals to move between specialties
and contribute across disciplines within an organization. So really, essentially just assuring you're not put in a tough spot if someone on your team ultimately leaves or is unavailable.
Amanda, this is so interesting. So if I boiled this down, you're telling me that career path and can clearly have a huge impact on a business
that is absolutely what I am telling you Ride.
But before we continue, I want to kick it back out to you. Guys were gonna open up our second poll question to hear from you all
which of the following career path thing outcomes.
Do you most want to drive for your team,
develop employees in the high level contributors,
build a leadership pipeline,
increase employee engagement and satisfaction, retain your best talent or diversify skill sets to ensure adequate coverage across your team.
This one kind of shook out to be pretty even across the board, but it looks like diversifying your skill sets to ensure adequate coverage across your team
took the cake.
So now we've talked about why Career path thing is important. Amanda. What would you say are the most common challenges we see organization space when it comes down to career passing?
I'd say that a lot of organizations struggle to define those knowledge, skills and abilities required for specific roles and experience levels.
What differentiates a Level one soccer analyst from a Level two or level two from a level three?
There are organizations that at some point created skill matrices or job requirements, but come to us still wanting to know if their current and how they compare to what we've seen in the industry.
And it seems like almost everyone we talk to you doesn't have a good way to benchmark their teams knowledge and skills, which means they have no way to ensure that someone on their team actually has the skill set they need to be. Most effective in the role that they're currently
and from a career path in perspective. They don't have a good way to identify specific areas to really focus their development efforts.
The challenge of defining the requisite knowledge, skills and abilities between roles combined with the inability to determine if an employee actually has the necessary skills.
Mixed career advancement in inexact science
in some organizations don't put any real structure behind career passing at all. And so what I mean by that is that there are many.
There may be specific skills,
education or experience levels that they're really looking for, but they're not communicating that down the ladder. To managers and individual contributors,
there is no clear organizational plan of action. No dedicated resource. Is there time to decide, for these employees focus on career development.
So when employees aren't sure what they need to do to be considered for promotion, they often get frustrated, as I'm sure we can all understand.
And many leave for a new title or higher pay.
So this lack of structure also puts a lot of pressure and additional work on managers to try and to find any ambiguities and quantify a plan which takes them away from their primary responsibilities.
And then, finally, we do encourage
that have skill matrix and set job requirements
that have coaching or review sessions where crew development is discussed but don't actually give their employees the tools and resource is they need to expand their knowledge, developed those skills and get to that next level. And often employees are left to their own devices to seek out relevant training toe learn new software products prep for asserts, among many other things.
And when they find what they need, they often have to carve out that time outside of work toe learn where they have a new set of competing priorities to manage, and sometimes organizations cover the costs. But we've also seen situations where employees air paying out of pocket all in the hope of career growth.
So again, when employees don't feel supported or like,
they have a real chance for advancement. That's when they start to become disinterested in the day to day responsibilities and choose to pursue new opportunities.
So there's obviously a ton that goes into building an effective career path thing, process and program.
Absolutely. It definitely requires a bit of time, thought and research. And all of these challenges that you've described so far can lead to increased turnover or low morale,
which hinders performance. Kind of broader implications down the line.
No, absolutely. And Amanda looks like we've had one of our first questions come through.
Human Company is asking you to confirm their job requirements are current
and a benchmark them against industry peers. Is this a service that Sai Buri provides?
thank you for that question. First off and well, it's not standard service we provide. We are always happy to share our insights and feedback based on what we've seen across the board.
Awesome. Thank you, Amanda. Alright, guys, it's time for poll question Number three
of the career path thing challenges we've described, which is the most relevant to your organization. Inability to define the knowledge, skills and abilities for specific roles or levels.
Lack of her formal career development structure,
lack of relevant or quality resource is to help employees develop their skills or all of the above.
Yep, again, right in line with what we thought and what we've heard previously. All of the above.
Okay, so now that we've highlighted the problems.
Let's talk about this solution.
Can you tell us how cyber A for teams, helps organizations create and even enhance their career path in process?
I can absolutely do that, Ryan.
Okay, let's start with our career paths.
So we provide curated career paths for a wide range of cybersecurity rolls everything from stock analyst to security engineer to see so and each career path is structured. Curriculum
composed of expert led courses, hands on virtual labs and skill and work role assessments that ensure a learner develops the knowledge and skills they need to
effectively execute the role.
Our group has captured the core competencies Security organizations expect their teams to possess in a line with industry standards like nice cybersecurity, Workforce Framework and the D. O. D. Directive 81 40.
And they provide security leaders with at least a starting point or a template toe work from which saves a ton of time and effort.
But we also know that every organization is different and can have a different set of expectations for specific secretary roles, which is why we enable you to truly personalized your teams learning experience. So as I mentioned before, We offer both skill and work role based assessments that enable you to gain greater insight into your team's strengths and weaknesses,
which then allows you to tailor or even custom built career paths to ensure each team member is learning what they need. Thio not only for the job that they have but also the job that they want.
Ensuring your team has relevant role based on the opportunities helps a boost engagement and performance and demonstrates your commitment to them
for their career development.
The added value that our platform brings is that your team can make progress against their assigned career. Paths and access are deep catalog of learning content anywhere, any time. So this is affording them that flexibility toe, learn and grow their skills around their own schedules, whether you've allowed that time for them on the job or at their own pace.
now setting up a career path thing program and providing necessary resource is is a great start, but you must also commit to using this process to drive those riel tangible outcomes.
This isn't simply about assigning your team courses, but rather building and refining a plan over time that not only helps your team learn but positions them for success and growing their career with your organization.
And our reporting and analytics suite, which includes member and team dashboards, enables you to track your team's progress and see what they're learning.
That allowing you to identify opportunities for improvement so you can add specific content to career path, to develop a particular skill
and to surface high potential employees.
So those who are putting in the time learning outside of your prescribed career paths our curriculum and scoring high on assessment and practices.
And this is the types of insight that could be used to explain why someone deserves the promotion and can be something that's reviewed in goal setting sessions with your team.
So ultimately tying these career padding processes and programs toe outcomes your employees can see
ensures they'll be more invested to put the time into reach the next level,
creating not only a highly skilled but highly
motivated cyber security team.
Awesome. Amanda, I've had a few more questions come in first,
how maney Cyberia career paths are there.
That is a great question. So currently we offer more than 60 curated career path,
so this includes all of the 52 nice cybersecurity workforce framework roles as your cloud engineering paths, even executive career paths developed and taught by at Amoroso, who is D. C. So of
the CEO of Tax Cyber and the former seat of A T and T
shout out to Dr At If you guys haven't checked out his course and roll today.
Absolutely, absolutely. Our next question is
you talked about personalizing the learning experiences. Is this something that Sai Buri can help me with?
Yes, another great question there. So
as we mentioned, when you partner with Sai Buri, you'll have access to a dedicated customer success manager or CSM says we call them. And so, during the on boarding process, we will work with you to determine the skills that are most important to you and then work with a content and curriculum engineer to build
career path directly aligned with those roles and objectives.
And then we'll sign it out
and jump start your team's development.
Thanks, Amanda. That's all I've got for you for now.
All right, on to the next slide here.
So let's walk through our approach.
Imagine. Imagine being able to track your team's growth over time and being confident in knowing when someone is ready to take on more responsibility. And so Sai Buri for teams
can bring this career path thing vision, toe life. So now, with
I will be jumping into the platform.
so let's start on the member dashboard.
So this dashboard shows everyone in your organization or on your team.
We'll dive into Chris, a Level one stock analyst.
So this is where you can see everything you need to know about Chris's development, the amount of time he spent learning what he's been focusing on.
What's great is his learning is broken down by what's been assigned, and we'll get to that later. But what he went out and did on his own is also highlighted, too.
And this lets you see who's really going above and beyond those motivated high potentials.
And this overview is great to pull up during your one on ones or quarterly assessment. And this is also a great conversation starter that allows you to have an honest discussion with Chris about his specific career goals and what he wants to focus on.
You could bring this up
six months later and show the same dashboards. Show improvement.
Tracking this development over time not only helps illustrate skill development to both management and the employees, it also enables everyone to a line on what are the expectations and what happens next when those expectations are met.
So we've covered how to see what your team has been learning.
Now let's jump into
determining what they should learn.
So I have our brows page pulled up here,
and I think about this. Browse Page does a great job of showcasing the expansive catalog of learning content that's available on the cyber for teams platform. So we bring together the collective knowledge of the cybersecurity industry's top experts and leading organization.
And what's most exciting is our network continues to grow, which allows us to move quickly and provide timely content to help you and your team stay current with industry trends.
And we cover a broad range of topics and scale areas like penetration, testing, incident response, digital forensics, cloud security. And this means that no matter what roles you have in your team will be able to provide that high quality, relevant content that they need.
the way that we do that? Let's go down here a little bit more to show
our highlighted providers that we work with
with virtual labs, we got really hands on experience.
Skill assessments to measure knowledge and skills
certification. Practice test to ensure your team's readiness to pass the exam all in one comprehensive platform.
Successful anywhere, anytime, right from your browser.
You and your team will always have the tools and resources you need at your fingertips. So now that you've seen the content we have to offer, let's see how we can bake that into your team's development plan.
So now I'm going thio. Navigate over here into the paths
and career paths are how we help you formalize the development plan for the team and help you put that into action. So actually, I'm going to go here to Cyberia Paths.
A career path is simply a collection of cyber, a content that can be assigned out to your organization, a specific group of employees or just one individual.
We have a few different types of people paths, with the primary being custom and the other being cyber a path.
So these Fabbri paths are built by our network of industry professionals and thought leaders,
and they're aligned to comments. I was pretty work rules.
These custom paths let you build something entirely unique for your team, either from scratch
or by tailoring and already existing cyber, a career path and the best part. You don't have to do it all by yourself.
So as we mentioned again, every cyber for teams customer has a dedicated customer success manager that works with a curriculum and content engineer.
And so these are the people behind the scenes that are going to help create, maintain and update your career path based on requirements that you provide them during the on boarding process and also throughout your relationship with Sai Bray.
But for today, let's find our stock analyst level to pass.
I'm going to come in here thio the details so we can get a look inside.
And so this career path is designed to help develop the skills needed for someone to move from a stock analyst level wine role to a stock analyst level to roll.
And here you can see we have a variety of content, including our expert led courses, virtual labs and even skill assessments
and Now, let's see.
Let's see here. What? Let's have Let's assign it to Chris. Let's say he has a one on one and we discussed what he would need to do in order to become a sock analyst. Level two.
And we know there are some skills that he needs to work on.
We could just go ahead and assign it out right at the bottom here and really kick off this process.
All right, so we're gonna go ahead and continue here and create an assignment for Chris.
So all I have to do is find him in the Members tab
and go ahead and create that assignment.
So now let's navigate back over Thio.
Chris is member dashboard,
so I'm just going to hit it. Nice to be fresh here
and let's see so well come down to his assignments. You could see the great
tracking that we have here that we showed earlier.
But we can go ahead and see that he has been a sign that level to curriculum. Awesome.
So from here, we can track his progress throughout the month quarter or whatever timeframe we want. So
you can also see what content he's completed.
All of this provides a clear view into what an individual has learned and creates an impartial view of how someone is building their skill set, eliminating ambiguity and promoting a culture of continuous learning and development.
Alright, guys, I'm going to jump back into the flag back here.
All right, So we discussed career padding
for cyber security teams. Why, it's important, the common challenges and how we can help. Now let's open it up and see what questions have come in.
Amanda, We've had some amazing questions come in, but I do want to make sure that we're super time sensitive. So if we cannot get to your question during, the webinar will be reaching out to you guys one by one. So the first question that we had can I create my own career paths for my team?
Absolutely right. So with fiber for teams, you can create a custom career path, either with the help of your customer success manager or on your own. You also have the ability toe edit any of those existing Sai Buri paths that we showed and tailor them to your team's needs,
and it looks like we're gonna have time for just one more question. Okay, Cyber a pass. Include hands on learning exercises in addition to video courses.
Yes, so Cyberia Career paths include all different types of training content, like the browser based virtual labs that enable your team to get hands on experience with the tools and technologies, certification practice tests for in demand, cybersecurity, search and both skill and work. Role based assessments help. You better understand
your specific team, strengths and weaknesses.
And again, guys, I'm sorry. That's all the time we have to answer the questions live. But as I said, we'll be getting with you guys one by one. So as a token of our appreciation, we're pleased to offer two very special giveaways.
First, we'll be emailing 20 random attendees, a $25 Amazon gift card, so keep your eye out.
you can now unlock free early access to Cy Briefer teams today
by requesting an interactive walk through at w w w dot cyberia dot i t. Forward slash business.
Get a more in depth look into how we can solve your specific problems
and give your team the opportunity to not only try a course but work in a virtual lab, take a work role assessment and get their thoughts again To get your free early access simply go to www dot cyber a dot i t slash business.
The link has also been included
in the chat window
and complete a request, A demo form
and a cyber. A representative will then be reaching out to you to help get you set up and started. So now is the time to act cyber. Eri is ready to help you develop a high performance cyber security team.
We have one last poll question. We're gonna kick out to you guys.
Please select Yes. If you'd be interested in learning more about Sai Buri for teams
If you have any other questions for Amanda or myself, please feel free to reach out to us directly.
We've included not only both of our email addresses but are linked in in the chat window. We're always happy to help Thanks again for your time and we hope to see you all on future Webinars enjoy the rest of your day
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