Seeing 2020: How to Align Skill Development with Your Team's Goals

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40 minutes
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Hey, everyone. Uh, welcome. And thank you for joining us here at Cyberia as we kick off our series on how to align skill development with your teams goals. Um, you know, really, the enterprise landscape is constantly changing, and business leaders need employees who can remain up to date
with the current technologies and continuing develop.
They're practical I t. And cyber security skills. So we're actually gonna kick this off with myself gonna occur, and Trevor Whole stead. We also have Kenny Coram, who is our one of our customers Success managers here at Cyber. Who's going to be moderating the Q and A. So as we go through our session today, um,
continue to think about questions that you want to ask.
Chat them in and we will answer Ah, lot of your questions here at the end. So stay tuned, but a little bit about me, I am gonna occur. I am the senior enterprise account executive here, a tsai berry. I've been here for about two years, so it's been a a an incredible journey. I work with our
a lot of our fortune enterprise clients on developing
gil programs and career development programs around their needs. Um, And then we also have Trevor Hall Stead here. Our chief product. Officer. Good afternoon. Good. Good morning. Everybody excited to be here today?
Great. Thank you, Trevor. So Ah, so a couple points things that we are going to hit today, Like I'd mentioned this 45 minute. Ah, is a Q and a bass style webinar. So we are going to talk about today's top training challenges faced by small, mid size and large organizations.
How should cos be solving these problems? Where do you see the biggest opportunity and skill development and 2020.
How do you run a skill development program? And then what do companies need to run an effective program? And then we're going to get back into that Q and a style there at the end. And ah, you have You will ask Trevor. Nice. Some questions, so Ah, I guess Let's top into it.
Yeah, it's It's all right. So, uh, Trevor, what are some of the training challenges that are being seen across our current customers? Yeah, Thanks, Gunnar. So we do a lot of research and try to keep up with what's going on. Not only in the security landscape, but also in the learning landscape as well. One of the things that we've been finding is that
74% of organizations found that the security skill shortages actually worsening for the third year in a row.
Um, so if you're if you're an organization out there that that's struggling with this problem, um, feel rest assured that you're not the only one face to face with this,
Um and so there are others in this base that they're dealing with it as well. Um, so some of the challenges that people are facing one of those is gonna be really that sort of build verse by problem. So do we build talent? We buy talent.
How do we do that within this shortage of skills and and all that? And so there's some really interesting research out there. There's one. There's an industry analyst. His name's Josh person on he actually, he actually sites and does the economics and found that it actually can cost six times more to hire from the outside than to build from within.
So as you go toe, look toe form a solution.
I really should start taking that to account from a cost perspective. Ah, one of the other issues. Is that the time to learn? I know this is something we hear from our customers all the time. It's how do I get my people enough time to learn their busiest can be. I'm busy as a manager. How do I solve this problem on actually degree degree and found
a CZ well in there? How the workforce learns in 2019 report that
43% of employees actually found the time to learn is the biggest obstacle. It's job related learning and professional development. So it's definitely a big issue, not only in the general education space, but obviously everything is exacerbated when you comes toe the security space as well.
Another big, big, big, big challenge. Actually, coming from that same report, funny enough, was that 61% would find that would find that aligning, learning to skill gaps most helpful in making learning more relevant to their job and career goals. That we found this one really interesting because there's a lot of similar research out there in the security space which actually sites about
2/3 of cyber security professionals actually struggle
because they lack a career path and need guidance on the last one is actually not up here. But, um, again, one that we hear all the time from our customers, which is I got limited money. I have limited budget. How do I How do I maximize that and get of the most amount of training out Not only my security team, but
maybe others in that organization that Aiken skill up on
security concepts or skill sets or even look to transition people from alternative rolls into this into the security team. And how can I maximize the training budget to accomplish that as well?
Yeah. No, I mean that that totally makes sense. And you pointed out a lot of different challenges, but all of them are very important. So how should companies really be solving these problems? Yeah, I I wish there was a simple answer and easy answer. And,
uh, I'm hoping some people don't come on today going Oh, man, this guy's got all the answers here for us. But,
um, you know, it's it's not simple, and it starts with a TTE the very beginning that you want to really align it to the business objectives. You want to, uh you know, make sure that you understand what the organizational needs are. Ah, what risks that the company is facing and making sure that you're aligning thing aligning.
Ah, your career development goals to To that,
um, the other is really from, ah, culture. Perspective is you really want to promote that sort of growth mindset when it comes to your team on that, that's just really critical. And you want to make sure that that folks are feeling that they continually need to layer on new skills, new capabilities, new skill sets,
um, and that it's not just something where they know they know everything they need to know.
Ah, and that they're not.
They're not growing.
Um, the other is really making sure that you're emphasizing that you're not You're not investing in training. What you're doing is in investing in in career development, you're investing in talent you're missing in the people that are there doing the work all day, every day, and so that's really critical. And I think when you when you have that mindset
on, you, take that approach to things that really kind of changes the perspective
as you go about this, Uh, the other is just making it. We mentioned about culture, but make the make development part of that culture. Make it make it something that, um, you're promoting with your team making sure that you're emphasizing it, that you're rewarding it for people who are investing the time whether that's, um, in
on the job outside of the job. Ah, lot of a lot of employees and professionals in general like to learn on their own. And so you want to make sure that you can reward that, um, and that can come in so many different formats, whether it's giving them new opportunities on the job that could be
giving lining their They're learning to new career development opportunities or new roles or promotions in the company. And so
I think that's really critical and the kind of dovetail off that,
you know, making sure that you're providing that guidance for people. I think that's so critical. Ah, lot of a lot of folks that even customers we work with come on and think, let me let me goodbye this catalogue or this training offering And, um you know, and I just give it to my people, and it's just gonna work. And I think that's, um
that's not really the right way to initially think about it. And if you provide those pathways for guidance for people,
it's gonna be really impactful. And you're going to see, uh, going to see the engagement just skyrocket and you're gonna see the overall happiness or attention of your employees just
two and three fold. So those were really, really pretty important.
Yeah, I know that That absolutely makes sense. Um, and to kind of go off that a little bit. So I work with a lot of customers. They're thinking about what the new skills they need to keep up with. Um, you know, we see our industry evolving at a rapid pace.
Where do you see the biggest opportunity and skill development in 2020?
Yeah, that that good. Good question there, Gunnar and jump jump a couple slides. This is just some of the research that I had just mentioned there in a second, Um, as we go and send this out after the fact,
ah, folks will be able to kind of poke back and look at these stats,
but to answer your question there. Uh, we really see the opportunity, existence or two big areas. And the first ones have really fun. One for us, because it's it's It's something new that we're seeing pop up that we see a lot of companies are going to take be able to take advantage of 2020.
This first one's really about this concept that we're sort of coining a security enablement.
Ah, so as we go on, dig, dig through. Ah, the research and some of the jobs that are out there. What we've been finding is that about 56% of all cyber security related openings are actually, in fact, cyber enabled jobs. So what does that mean? Well, it means that cybersecurity is actually just one part of a broader set of responsibilities for many of these workers.
And why this is so exciting is that
this is actually opening up the entire talent pool that we can pull from in the security space to the entire I T industry. And what we're finding is that these thieves, professionals, these on these employees, what they really need is to sort of
gather these last mile skills. If you will these security competencies, these particular domains that are sort of critical to their roles. Ah, and we can we can turn them over into security professionals. Or we can actually fill some of those roles that we need S So we see that just it's really exciting. We have a lot of
big, innovative companies are starting to see this and starting to take advantage of,
um, take advantage of that trend and platforms that offer us, you know,
skill development from a security space to go and sort of t meet those ends.
So, as I said, this is gonna be a really exciting thing to see develop over 2020. Ah, and can't wait to be at the forefront of it. Um, the other area is really We follow burning glass quite a bit and some of the research that they do it it's really great stuff. Ah, and some of the things that they're seeing as high demand skills and projected demand skills in 2020
um, are lot of things that we're seeing ourselves from our own platform, the way that
our learners air utilizing the platform to kind of break those down a little bit risk is actually one of those really big areas. As you look at a lot of the breach is sort of risk management and how you're handling, um, those brief breach incidents are really important. We're seeing a lot of high demand skills for those areas.
Same with automation. Obviously, with the shortage, a lot of people are looking to automation to kind of solve that problem for people for their companies. And so those obviously are big, high demand skills. If you have those to be able to sort of supplement your security team,
the other area you see with the projected demand is we have all of these new thes new areas that are popping up that are going to become really important over 2020 s o. As we talk with our our customers and the even potential customers, even they decide they don't want Oh, um, go forward with us. One of the things that we always recommend is that, um,
this space is so fast moving, there's always a new set of skills to come up
s so as to go and look to, uh, skill up their their staff and their employees. One of the things that we encourage them to do is not just look for a training company that consort of solve that, sort of that that point in time for them. But think about finding a partner, someone that is able to keep up with the rate of change of the industry that can,
ah, that you can partner with to understand what the business objectives are
and make sure that you're delivering the right materials to your people so that when these things come become available or become a problem within your within your company that you're ready to solve for those things. So we think that's a really big ah, big thing and something I know that we work a lot with our customers toe to solve for Yeah, yeah, absolutely. I mean,
the industry is moving at a rapid pace, like I mentioned, and being able to keep up with the skills is is very important
and, you know, so as I work with my customers, some call it a cyber workforce development program. Some call it a skill development program, but I hear it all the time, time and time again. How do you run a program. How do you run the skills program? Because they have a vision. And they know,
you know, they have an idea of what they want. They don't know where to start. So how do you run this program?
Yeah, this is probably one of the, ah, one of the top questions we get asked time and time again on. So we could really talk at length on this on this problem. And I've said we need to be mindful of time and ah, happy to talk more in depth with whomever is on the webinar today and wants to talk further on it. Ah, but that kind of distill it down to sort of
call it 55 p,
um, key parts to it. It really begins with identifying the rolls and skills that you need. This is, I think, one of the kind of the
ah, the highest barrier to entry when it comes to a skill development program. And where we see a lot of folks, a lot of folks start to struggle. Ah, but it's such a critical piece to understand what's relevant to your company. What do you have today? What don't you have today. Do we need to think about breaking down your your roles and
levelling them or tearing them from instant response perspective from a security analyst perspective?
But once you have a good idea there, that that's sort of the that's really step one for you. Um, from there, then you want to go ahead and assess your workforce because you want to understand where the gaps exist. We talked about earlier about individuals wanting to understand where
they're learning gaps are, and so assessment is just a great place to do it. Ah, and so as you think about assessing your workforce, you want to think about it in two different ways. One is you want to know what knowledge they have. That's that's so critical, because if even if they know necessary, how to do the skill, you want them to be able to talk about it and understand that concept because
they need to be able to explain it to others, they need to be able explain it internally. You need to be able to explain it,
um, upto management to your executives. It's a really important aspect, so ah, you need to make sure that you have knowledge based assessments, and we think that those are still very relevant, very critical.
And those were typically coming in the format of Q and A based assessments. Ah, and a lot of folks a lot of folks have those, Um, I know cyber is Ah, no big on Q and A assessments as well, just to really baseline that knowledge set for somebody. The other is really round practical assessment, and this is really the sort of emerging space that it you can say.
practical assessments are that hands on that hands on aspect. So let's go ahead and put them in that environment. And let's figure out if they know what to do. If, let's get them a instances blanc and let's let them go in. And do they understand how to do the basic searches and all that? Um, let's get them into a cloud environment and see if they can configure AWS configure azure. Ah, and so you.
So you want to make sure that you can give them those types of assessments
to get a benchmark of where where they know what they know and what they don't know
from there. We want to go ahead and align the rolls to your people and then develop pathways for them to skill up.
So if they're deficient in the in in clouds security, one of those things that we want to do is make sure that we're getting the material toe to develop in those areas so that their bolstering up those bolstering up those skills, um,
and getting a chance to practice with those as well. Um, once, once you've aligned rolls and develop pathways, you you want to go ahead and you want to measure that. You want to make sure that engagements there and people are actively working, working through those working through those pathways. And then we want to have periodic checks to go ahead and make sure that there's air
they're acquiring, invalidating those skills
that can come in the form of three months, six months, nine months. Reassessment. Using using your skill assessments, Um, other other companies are using things like the Kirkpatrick model to have a little bit more of an objective assessment to how well individuals know something. How well they're applying that in their job.
Is it affecting affecting your leading indicators that you're responsible for,
um, you know, those Those are all different ways. Toe kind of validate that the skills are making impact to your company. Ah, and then the last part is really just adapt Improvise. You hear its library were very much an iterative company, and we talk about that all the time and how we know only develop but how We solve problems and we share that same sentiment when it comes to
building out the skill development programs with our with our customers.
Ah, where you want to sort of iterated success. You want to be thinking about this as how do we build sustainability into this program so that, um inevitably, if a employee decides that they want to go ahead and, um matriculated out if you will, um, and go on thio some something else that
you have a program set up that you can go ahead and put the next person in
and run them through this the same program. Ah, and get somewhere similar results out of it. Ah, and so that's really how you know how we kind of think about the framework and how to really set set something up on again and again. I go back to that, uh, what I mentioned earlier, which is you want to look for a partner to be able to do this? I think it's a really challenging thing to go at it alone.
And so it's really tough to under understand. Um, yeah. No, that that totally, um you know, being able to run a program like that, it it would be be great. And this kind of leads into my next question. So, you know, when you're able to talk about, um, you know,
you were able to talk about a actually running a program,
how do you make it effective? What does an actual effective program looks like? And how is a company able to implement that within their within their their company? Yeah, we talked about some of the cultural aspects Onda lining to the organizational and business goals that you have, and I think that's a really big and culturally that's
it starts there with building an effective program,
making sure that thesis a cure ity understand that the business understands the need for security. Uh, you know, I hate the kind of
start there, but it is really critical if the business doesn't understand the need for security. Then it becomes really challenging to get anything done when it comes to security. But I think what we're seeing more and more is that that's not as much of a challenge as much as the
okay. Now that we understand it, we accept that we want to be able to do this. What are the things that I need in order to be ableto
actually run this run this program? And so, uh,
a few of the things that we sort of outlined here what really makes for what you need to run a skill development, what you need in a skill development platform. Big proponents of the 24 access to up to the up to date relevant material we mentioned this earlier. 74% of employees wanna learn in their spare time. Ah, and obviously we want to give them time to be able to learn on the job. But
keep in mind, people d'oh
liketo learn elsewhere and whether that's, um at home on the go, you want to make sure they have that 24 access to be able to learn as really the modern Lerner wants to be able to dio, but to kind of go further on that. You don't want to make sure that the platform is offering the breadth and depth that you need to cater to that sort of comprehensive skill development
program that you're trying to set up.
So as you go to evaluate platforms or figure out what you need, you want to make sure that that that catalog is sufficient to what you need, but at the same time, understand how quick, How quick did they release content?
Um, what does that creator Network look like for that company? Because I think that's a really critical aspect to you. Want to make sure your teams always, always has the most up to date material that you're always being able to stay ahead with the next thing that's coming out. So I go back to what I said earlier, which is you're not looking for something
a za point not finding a training catalog for this point in time. But
you want to look for a partner that can work with you so that as the skills inevitably change, new exploits get released, you're able to keep up with that at the rate with the rate of change of the industry,
the other eyes really around the skill assessments way talked about the importance of that and understanding where the gaps are with your team. So you want to. You want to inquire into the platform, offer knowledge assessments so they often offer practical assessments. You want to be able to leverage those things when you go and deploy these out to your team.
Ah, the others. What's really critical is that hands on lab environment, so does it. This the platform offer that comprehensive catalogue of hands on laps
that that that's so important. Because if you look at how people learn and sort of the stages of skill development, um, as people figure out what they don't know and start to explore and gain knowledge of things that they want to learn more about or what they want to do and ah and all that, we need to give them a way to get their hands on this stuff
because that's how security professionals learn.
They don't learn exclusively through video. They need to get in and, um, get their hands on that that tool, that piece of technology, That new technique. Ah, we need to show them how to do that. And they need to know how to do that on. They need a safe environment to be able to kind of play around. And then if they mess up, it's It's no, it's no big deal. So that that's that's a really critical piece. And,
and they're gonna go on from there. We talked about pathways and aligning pathways toe learners needs. So does the platform offer away toe to customize the pathways to align with the learner's needs? One of the things that we're seeing as well is that you don't just want to give somebody this huge,
huge pathway of material and kind of call it a day. But,
um, with time being so critical in the way that learners just the availability that learners have to invest in this, you want to make sure that those pathways are customizable enough to get down, so they're only learning what they really need to know to achieve whatever new skill that they're trying to go after.
Um, the the other And we talked about this was sort of the up to date relevant content. But as we sort of look ahead into 2020 and some of the big areas that are sort of most affected by the skill shortages, you want to make sure that the platform's gonna offer that material. So things around cloud security applications, security, security analysis
and even management. I think management's one of those areas that often it gets overlooked.
Um, is what's needed for that security manager for that executive, um, and then does the does the material. Does the platform offer new opportunities to do that? We ran, Ah, see So ah, live cease event earlier this year with Ed Amoroso. And it was one of the highest engagement that engagements that we ever saw
from all of these security leaders, desperate to find
material that's relevant to them and not just their employees. So something else to look for, as as you go and look to do skill development to realize it's when you, when you say you want it for your employees, realize it's also for you as well as the manager as leader, that it's important to give yourself new opportunities to explore and to learn.
Ah, and in the last it feels like it's table stakes at this point, but management reporting obviously so key. You want to make sure that you have the right tools to get in there and, um, and manage the program report on the report on its successes. And, um, it just it's an essential when it comes to running a skill development platform.
Now, no one of the things there. And I know a lot of people on on this today or are those busy security leaders. And the idea of
putting in one more tool tohave to manage or, um, have to go back in and check in on is just sounds very daunting. So as you looked and seek out a partner or you look to invest in eternally in it internally, Um, one of the things we always encourage and something we offer to each one of our our customers is,
um, it's sort of this managed training of sorts. It's not really a service,
so to speak. It's something we just offered to our employees. But, ah, if you can have somebody to help you help you set up and help you run that program, it's just so effective and so As you seek out a platform, we're willing to make it successful. We encourage you to find, um, a partner that can help you help you along the way and, um, encourage you to not just go at it alone.
Yeah. Thank you, Trevor. I mean, a lot of the things that you hit on our very important. And, you know, you mentioned hitting into the skills assessments, the hands on labs, and this is really how you build the structure pathways. And we had a lot of customers come to us. Um, you know, that
that saw an increase in engagement with their employees with just being able to give them a structure pathway
and a structured growth of where to start and where they go. So, you know, being able to lay out a AA program for entry level, such as college grads or veterans that are just coming out, Um, that air coming into the industry and skilling someone up from an intermediate to a senior level. So you hit onto the sea. So level courses.
So being able to lay those structure pathways out and giving someone that
that growth in that vision into where they could get Thio is super important. Um, so I mean, you hit into you know what really a program? The challenges that we're seeing across the program, how to run a program, What's the effective ways of, you know, they of components that you need in a program.
But really, you know, I'm gonna answer it. Go ahead and answer our asked the question right now. Excuse me.
How do companies measure the r a y on running the skills development program? Because I know everyone is putting a business case together. But how do you show that? Are Oh, I Yeah, that za really good question one that were continually were continue iterating on herself, as we work with with more and more customers. And you feel very strongly that,
at the end of the day, we're doing a lot to mitigate risk. We're doing a lot to, um you know, it could be speed, speed, toe on boarding those types of things waken Look, we can look across all those, um, ultimately Aziz
the way I sort of think about it. It comes down to the attention of the employees. A TTE the end the day What we're trying to do is help people develop and feel that they confined. Ah, future version themselves within the within your company. Ah, And so
as we think about retention, they're, uh we go to the go to this one stat that the actual cost to an employer to hire replacement
if that worker leaves about 33% of of their annual salary. So if you look at, we're gonna call it an average salary of 75,000 for a security professional and someone arguing it's more potentially less depending on where you're where you're looking.
Uh, we're looking at right, $24,000 an employee, that it's a substantial substantial amount and substantial hits of the business that I think because it doesn't
hit us directly, we don't necessarily see, But it's really good to know and absorb that number because it's so critical of the longer that we can retain that employees, the less cost it's gonna be to the business. So as we look at various forms of costs that come in with training and particularly the way that traditional training has been done and
looking at sending somebody out for sort of that one week
classroom Training Day type type experience. It's generally setting you back about $4000.
Seen some stats that say it's actually closer to $10,000 when it comes. It's all said and done with time out of work and sending the employees off.
You also have, you know, the average cost of maintaining certifications. And so we see skill development occurring just to maintain certifications and generally cost that that that's involved in there. And so, as you looked as you look the programs, you you want to make sure that if you're offering these alternatives that
you're getting the r. A y. And you know, we see with a lot of thes online platforms, especially Cy Bury that
you get such a substantial our ally from the these folks. By giving him that continual skill development throughout the year, let them go and learn a multitude of new skills throughout the year. And let's give them paths to future opportunities within the company. And let's retain these people for longer.
No, thank you, Trevor. I mean, that that really hit it, Hit the nail right on the head. Um, continue sending in your questions. We have a lot of questions coming in. Um, but, you know, you all are. If you have any questions outside of this Webinar,
you are more than welcome to reach out to Trevor. And I, um we have our emails, my emails,
G cur
at Cyberdyne iittie Trevor's is T. Hall. Said it separate. I t, uh, please reach out to us. If you have any questions, we'd be more than happy to chat with you. Um Well, well, kind of, you know, go in depth about cyber for business, too, you know, with it being a career development skills development
program, we would love to be able to. Ah, if you reach out to us,
we'd love to show you a demonstration of how we can tie all of these different components that were talked about today in the separate for business. Yeah, One thing. Gonna I actually had it written down. Um, I was poking around for the presentation and I thought was really interesting. Um, interesting. Interesting stat that,
but by 2025 actually, millennials are gonna make up about 75% of the security work force on what's what's. What's interesting about that is the number one sort of perk or benefit or thing that those folks are looking for within a role is actually learning and development.
So it's a really important thing, especially for that younger generation coming in.
So as we think about deploying a skill development program and working through our why and setting all that up realize that the workforce is starting to kind of turn over here into into a point that employees were gonna come in expecting this, they're gonna want this, they're gonna want to see that opportunity to grow. They're gonna want to find
how they can become the best version of themselves and
have access to the right materials and resources in order to do that on. So it's gonna become a must for a lot for a lot of companies to retain that that younger generation as they come in. So it's a it's a really, really important thing, and we're seeing it. It's such a young it's becoming younger and younger and age to where universities are,
um, and tying this into their curriculums and their programs, and we're seeing,
you know, even in the cyber force. But skills in high school So we're seeing this at such a younger age now, where you know these these schools and these companies air tying it in at, you know, just earlier and earlier. So, yeah, I mean that that definitely definitely hits
it's it on. So I see people chatting and more and more questions. Do we wanna read Luke's? There's, um, some questions in here. Um, so
So we're gonna have to handle this 1st 1 So how can I have concrete value that my investment and internal training is appropriate to its costs
or if it is not cheaper to go outside for resource is that's That's from,
um, Orlando. That's a really good question. Um,
I think on this one for here for a second. Um, when it's coming, when it comes down to it is as you go to look to send somebody you know, send somebody outside for resource is so send them to a class. And when you send somebody to class, what you're really looking to do is, um, you essentially giving them a one week and call it a one week pathway. A source.
It's I want to send them out to this. This class this,
um, this event that's going to give them a certain set of skills that I want them to develop into that I want them to acquire um and come back with
now. I think that one of the challenging things there is you're sending somebody off t the one week class to develop skills we can go into the learning science of, um, the ability for someone to actually learn and retain retain knowledge over the course of a week versus that continual reinforcement that occurs over the course of the year.
Um, and so as you think about sending somebody out for that for that class,
um, it's really about breaking those down into the skills. And then let's go into a skill development program and taking that framework and say, OK, we have the set of skills. Let's go ahead and assess on this set of skills and figure out um,
am I You know, how do I give? Give them that. Those set of skills assess, um, given ways to develop in there and then reassess, Um and then we can do that. Um, sort of over and over again. Ah. And so, as you think about kind of measuring that skill set. Um, yeah. I'd love to be able to ask you that question back. Which is how do you go? How do you think about,
um, measuring the,
um, the concrete value of an investment in an outside resource? On what? And being sure that they're going to be able to achieve that. Um, if when you go out and send them out
Really good. So we appreciate that question, Orlando. So we actually just got a really interesting question on how do you get executive buy in? So, you know, you are the one that's your building that business case to go to your leadership on How do you get the buying from them toe
to start a development program?
Yeah, that's Ah, that's a really good question. So, um, you know, before you start the program, you really ask Really ask the what? In the y. You know what? Why are you trying to do this? To get to start, um, what are some of the risks that are facing the organization? Why do these risks exist?
Ah, and what's needed to protect the data that the people in there and the reputation of the company.
Figure out what that is, why that's needed, um, and then engage with senior leadership and boards to understand, really understand the business objectives. Understand what the critical assets are? The company, the threat landscape What the organizational risk appetite is Are they willing thio kind of roll the dice, roll the dice on that.
Once you understand that,
then you can have a mutual understanding that, um, that a plan could get crafted to address the people, address the process, the technology necessary to satisfy what their expectations are. But, of course, this is obviously predicated on the idea that you have a good understanding of the risks that your company faces today,
Um, and are committed thio mitigating those risks.
Yeah. No, that is I I see that time and time again, where I have, you know, individuals coming to me, wanting to build this this program. And we have to build a business case. And one of those things is, you know, I can't just tell them to Oh, just ask your boss. You know, I sit with them and help them build this business case
on showing them what the r a y out of it. Why? It's important.
You know what what we are able to do as, ah solution to be a solution to their pain. So it's really a tough thing. And I know Terry just just chimed in saying, You know, executive buying is difficult
and the focus is always on money and costs. But having that understood leadership, understanding why it is important, does help you. You kind of move this forward into and executing a skills development program.
So it looks like we have a, uh, another question.
See? So let's see, It looks like Steve. He just asked our certification still relevant. So we are seeing skills are becoming important, but our certification still rev relevant. And how should we be thinking about certifications as we go into 2020?
Yeah, that's that's a good question. And, um, yeah, I know there's, there's there's a lot of talk around their of certifications and and the value of them and, um and I think they're good arguments across the board. Um, I'm a stats guy, so I go back to this one that
actually that states that 86% of professionals are
are seeking to pursue are planning to pursue a certain, um, over the course of 2020. Um and so I think that's sort of a good, you know, It's a good understanding that they're not. They're not going anywhere there still there, still very relevant in today's space. Ah, they're they're really good.
Um, I think when it comes to the good proxy for knowledge, so does somebody. No, no, the material. Very well.
Um, that being said what's really what's really neat and you have to apply a lot of the certification bodies for innovating in this space is that they are They're getting practical, They're they're not. They're not just sort of standing on their laurels and saying we're gonna have these Q and a bass tests and call it a day. But
they're really pushing the boundaries themselves. I mean, the OCP has gotten extremely popular and
has, ah ton of credibility because it's so practical and how challenging it is. And you're saying similar things come out of the City Council, you see cop to you doing similar things there. So I think that,
um, while I think start sometimes do get a bad rep is being just another piece of paper for somebody I think we're going to see. See those emerge? Quite.
Um, you know, they're gonna evolve with the industry. They're gonna require people toe, have the practical skill sets to be able to perform on the job. And so I think those were gonna still be relevant for people. And I think a lot of people still, um, see, those is a really a great way to demonstrate. Um,
demonstrate through some official means that they have a certain level of knowledge or soon skill sets as well. So I don't necessarily think that they're gonna gonna go anywhere any time soon. And I'm gonna still be ah, gonna still be ah, be relevant for people. Um, again, as thes evolve, it's It's important that,
um as you're looking to develop skill sets with your team And if they're looking to pursue certifications, then
ah, how is your partner kind of your partner in crime, if you will. How are they going? Thio? Keep up with the the what your employees want to be able to d'oh! Ah, and if they're gonna go after and pursue one of these new practical certifications, realize that it's not just gonna happen through a ah,
a video anymore. You're gonna need to get them that that hands on experience that those environments to give them that practice too.
Um, actually passed that certification and feel feel prepared for it.
Yeah, Yeah. I mean, that's that's a big thing that I hear, Um, all the time, Um, is so you know, I have someone that comes to me saying, You know, I I
I took a video, but how do I know are my team watched this amount of videos, but how do I know that they have the skills they need and you really hit on to it earlier in the presentation,
sending them through these hands on labs thes assessment tools. You're able to see the skills that they are gaining through this this development program and seeing where they started in where they ended. So that's becoming a huge thing that we're seeing in the industry where you can check Mark, that you watched the video. But how do you really know that your team
is prepared for that everyday threat landscape
way actually got a question there that mentioned about you know, which which certifications air kind of right, right for the team. And, ah, you know, go back to the to the framework. And so we talked about a lying rolls and skills and, um, you know, we want to think about that from a lying the search into those roles as well. I think that's still a, um, a viable,
relevant thing for people
relevant thing for people to be able to do. And so there's a lot of frameworks to follow with. With that, if you're going through the NIST framework and one of the line there, a lot of the the certification bodies have I will actually aligned their certifications to the missed work roles,
Um and others. Others have their sort of own internal skill matrices that they've built up internally in the leverage. And
Aline Aline certifications to, um, go back to you know what? What what is your What is your company need? What do they need to be able to do? Um, and if that's something that you don't necessarily feel confident and deciding on, that's a great opportunity to partner with the company. Um, and you know, we hope that that cyber and
that's something We work with our companies to do two to figure out what those rules are,
what the certifications are that aligned to those roles and let's build those programs. So we're not only developing the skill sets of your team as their as their growing and, um, building growing into those new roles. But they can sure that we give them those opportunities to get those industry credentials that they can kind of attach onto their name. And,
um, you can feel that they can feel that their companies investing in them, which I think is so
is so critical and build so much loyalty from an employee.
Yeah, I mean, and that was 11 big thing that we ah, we introduce Kenny and as moderator, you know, as a customer success manager, I mean, he he goes above and beyond with his clients and that we have here. It's I bury on being able to build that program in the er
the different pathways and being able to understand, you know what you're wanting to do with
with teams, and so you know that that's important. Like you said, having someone there every step of the way toe hold. You know the hand. And, you know, being able to make this as easy as possible on you. Um, so it looks like we are coming up to time alone, you know? So
So we have Ah, we've come up the time. So we do. Thank you, everyone for joining in on the ah,
on today's webinar. It was Ah, great kickoff. Enjoyed doing with Trevor. Enjoyed having everyone here. Yeah, so we are. We're looking forward to doing more. So, like I said, you can reach out the Trevor at T whole set of cyber tighty or myself at Jeker at Cyberdyne T. Already have multiple e mails coming through
asking me about you asking questions that please reach out
if you want to see the business product and more depth. Love to show you that. Um but we're looking forward to having you more of these Webinars. I think that's everything on our end yet. Signing off. Sign off here in the cyber studio. Thanks. Everybody really appreciate the time this afternoon this morning where wherever you may be coming from. All right, cyber way out