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

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Time
40 minutes
Difficulty
Beginner
Video Transcription
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>> [MUSIC]
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>> Hey, everyone.
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>> Welcome and thank you for joining
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us here at Cybrary as we kick-off
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our series on how to align
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skill development with your team's goals.
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Really, the enterprise landscape
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is constantly changing and business leaders need
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employees who can remain
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up-to-date with the current technologies and
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continuing develop
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their practical IT and cybersecurity skills.
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We're actually going to kick this off with
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myself Gunner Kerr and
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Trevor Halstead, we also have Kenny Korn,
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who is one of
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our Customer Success Managers here at
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the Cybrary who's going to be moderating the Q&A.
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As we go through our session today,
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continue to think about questions that you want to ask,
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chat them in and we will
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answer a lot of your questions here at the end.
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Stay tuned. But a little bit about me,
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I am Gunner Kerr.
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I am the Senior Enterprise Account Executive
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here at Cybrary.
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I've been here for about two years,
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so it's been an incredible journey.
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I work with a lot of our fortune enterprise clients on
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developing skill programs and
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career development programs around their needs.
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Then we also have Trevor Halstead here,
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our Chief Product Officer.
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>> Good afternoon and good morning
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everybody, excited to be here today.
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>> Great. Thank you, Trevor.
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A couple of points of
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things that we are going to hit today.
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Like I'd mentioned, this
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45-minute is Q&A base style webinar.
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We are going to talk about
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today's top training challenges faced by small,
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midsize, and large organizations.
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How should companies be solving these problems?
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Where do you see the biggest opportunity
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and skill development in 2020?
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How do you run a skill development program?
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and then what do companies
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need to run an effective program?
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Then we're going to get back into that
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Q&A style there at the end
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and have you all ask Trevor and I some questions.
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I guess let hop into it.
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>> Let's do it.
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>> Trevor, what are some of the training challenges
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that are being seen across our current customers?
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>> Thanks Gunner. We do a lot of
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research and try to keep up with what's going on,
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not only in the security landscape,
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but also in the learning landscape as well.
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One of the things that we've been finding
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is that 74 percent of
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organizations found that the security skills shortage
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is actually worsening for the third year in a row.
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If you're an organization out there
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that's struggling with this problem,
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feel rest assured that you're not the
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only one faced with this.
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There are others in this base
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that are dealing with it as well.
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Some of the challenges that people are facing,
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one of those is going to be really that build
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versus buy problem. Do we build talent?
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Do we buy talent? How do we do that within
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the shortage of skills and all that?
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There's some really interesting research out there.
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There is an Industry Analyst, his name's Josh Burson.
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He actually sites and does
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the economics and found that it actually can
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cause six times more to hire from
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the outside then to build from within.
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As you go to look to form a solution,
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really should start taking that into
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account from a cost perspective.
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One of the other issues is that the time to learn.
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I know this is something we hear from
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our customers all the time.
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It's how do I get my people enough time to learn?
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Their busiest can be I'm busy as a manager.
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How do I solve this problem?
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Actually Degreed found as well in there,
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how the workforce learns in 2019 report
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that 43 percent of employees actually
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found the time to learn is
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the biggest obstacle to
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job-related learning and professional development.
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That's definitely a big issue,
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not only in the general education space,
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but obviously, everything is exacerbated when
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it comes to the security space as well.
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Another big challenge actually
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coming from that same report, funny enough,
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was that 61 percent would find
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>> that aligning learning to
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>> skill gaps most helpful in making
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learning more relevant to their job and career goals.
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Now we found this one really
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interesting because there's a lot of
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similar research out there in the security space,
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which actually sites about two-thirds
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of cybersecurity professionals
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actually struggle because they
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lack a career path and need guidance.
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The last one is actually not up here, but again,
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one that we hear all the time from our customers,
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which is, I got limited money.
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I have limited budget.
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How do I maximize that and
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get the most amount of training out to say,
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not only my security team,
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but maybe others net organization that I can skill
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up on security concepts or skill sets,
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or even look to transition people
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from alternative roles into the security team,
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and how can I maximize
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the training budget to accomplish that as well?
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>> That totally makes sense.
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You pointed out a lot of different challenges,
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but all of them are very important.
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How should companies really be solving these problems?
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>> I wish there was a simple answer and easy answer
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and I'm hoping some people don't come on today going,
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"Oh man, this guy's got all the answers here for us. "
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but it's not simple.
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It starts with, at the very beginning that you
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want to really align it to the business objectives.
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You want to make sure
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that you understand what the organizational needs are,
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what risks that the company is facing,
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and making sure that you're aligning
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your career development goals to that.
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The other is really from a culture perspective,
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is you really want to promote
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that growth mindset when it comes to your team.
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That's just really critical
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and you want to make sure that folks are
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feeling that they continually need
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to layer on new skills,
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new capabilities, new skill sets.
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That it's not just something where they
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know everything they need to know,
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and that they're not growing.
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The other is really making sure that you're
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emphasizing that you're not investing in training.
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What you're doing is
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>> investing in career development.
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>> You're investing in talent,
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you're investing in the people that
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are there doing the work all day,
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every day. That's really critical.
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I think when you have that mindset
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and you take that approach to things
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that it really changes
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the perspective as you go about this.
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The other is just making it,
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we mentioned about culture,
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but make development part of that culture,
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make it something that you're promoting with your team.
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Making sure that you're emphasizing it,
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that you're rewarding it for
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people who are investing the time,
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whether that's on the job, outside of the job.
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A lot of employees and
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professionals in general like to learn on their own.
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You want to make sure that you can reward that.
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That can come in so many different formats,
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whether it's giving them new opportunities on
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the job that can be giving,
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aligning their learning to
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new career development opportunities or
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new roles or promotions in the company.
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I think that's really critical.
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To dovetail off that,
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making sure that you're
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providing that guidance for people.
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I think that's so critical.
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A lot of folks that
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even customers we work with come on and think,
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let me go and buy this catalog or this training
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offering and I just
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give it to my people and it's just going to work.
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That's not really the right way to
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initially think about it.
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If you provide those pathways for guidance for people,
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it's going to be really impactful and you're going to
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see the engagement's just
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skyrocket and you're going to see
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the overall happiness or attention of
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your employees just tune threefold.
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Those are really pretty important.
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>> That absolutely makes sense.
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To go off that a little bit,
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I work with a lot of customers that are
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thinking about what the new skills
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they need to keep up with.
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We see our industry evolving at a rapid pace.
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Where do you see the biggest opportunity
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and skill development in 2020?
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>> Good question there, Gunner.
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I'm going to jump a couple of slides.
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This is just some of the research that
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I had just mentioned there in a second.
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As we go and send this out after the fact,
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folks will be able to poke back and look at the stats.
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>> But to answer your question there,
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we really see the opportunity existence
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are two big areas.
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The first one is a really fun one for us because
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it's something new that we're seeing pop up,
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that we see a lot of companies are going to be
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able to take advantage of in 2020.
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This first one is really about this concept
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that we're coining as security enablement.
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As we go and dig through
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the research and some of the jobs that are out there,
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what we've been finding is that about 56 percent of
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all cybersecurity-related openings are actually,
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in fact, cyber-enabled jobs.
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What does that mean? Well, it
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means that cybersecurity is actually
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just one part of a broader set of
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responsibilities for many of these workers.
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Why this is so exciting is
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that this is actually opening-up
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the entire talent pool that we can pull from in
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the security space to the entire IT industry.
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What we're finding is that these professionals,
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these employees, what they really need is
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to gather these last-mile skills, if you will,
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these security competencies, these
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particular domains that are critical to their roles,
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and we can turn them over into security professionals,
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or we can actually fill
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>> some of those roles that we need.
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>> We see that it's really exciting,
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we have a lot of big innovative companies
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are starting to see this and starting to take
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advantage of that trend and platforms that
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offer skill development from
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a security space to meet those ends.
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As I said, this is going to be
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a really exciting thing to see developed over 2020.
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I can't wait to be at the forefront of it.
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The other area is really,
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we follow Burning Glass quite a
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bit and some of the research that they do,
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it's really great stuff.
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Some of the things that they're seeing as
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high-demand skills and projected demand skills in 2020,
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a lot of the things that we're seeing ourselves from
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our own platform in the way that
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our learners are utilizing the platform.
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Break those down a little bit.
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Risk is actually one of those really big areas.
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As you look at a lot of the breaches,
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risk management and how you're
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handling those breach incidents are really important.
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We're seeing a lot of high-demand
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>> skills for those areas.
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>> Same with automation. Obviously, with the shortage,
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a lot of people are looking to automation to solve
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that problem for people or for their companies.
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Those obviously, are big
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high-demand skills if you have those,
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to be able to supplement your security team.
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The other area, obviously,
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with projected demand is we have all of
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these new areas that are popping
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up that are going to become really important over 2020.
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As we talk with our customers
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and even potential customers,
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even if they decide they don't want
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to go forward with us,
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one of the things that we always recommend is
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that this space is so fast-moving,
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there's always a new set of skills to come up.
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As they go and look to
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skill up their staff and their employees,
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one of the things that we encourage them to
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do is not just look for
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a training company that can
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solve that point in time for them,
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but think about finding a partner,
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someone that is able to
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keep up with the rate of change of the industry,
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that you can partner with
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to understand what the business objectives are,
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and make sure that you're delivering
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the right materials to your people so that when
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these things become available
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or become a problem within your company,
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that you're ready to solve for those things.
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We think that's a really big thing and
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something I know that we work a lot with
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our customers to solve for.
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>> Absolutely. I mean, the industry
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is moving at a rapid pace,
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like I mentioned, and being able to keep
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up with those skills is very important.
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As I worked with my customers,
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some call it a cyber workforce development program,
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some call it a skill development program,
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but I hear it all the time,
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time and time again, how do you run a program?
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How do you run the skills program?
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Because they have a vision and
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they have an idea
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of what they want, but they don't know where to start.
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How do you run this program?
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>> This is probably one of the top questions
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we get asked time and time again.
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We could really talk at length on this problem.
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Obviously, we need to be mindful of time.
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Happy to talk more in depth with
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whomever is on the webinar
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today and wants to talk further on it.
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But to distill it down to call it five key parts to it.
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It really begins with identifying
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the roles and skills that you need.
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This is, I think, one of
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the highest barrier to entry when it
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comes to the skill development program and where we see
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a lot of folks start to struggle.
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But it's such a critical piece to
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understand what's relevant to your company.
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What do you have today?
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What don't you have today?
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Do we need to think about breaking down your roles
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and leveling them or tearing
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them from an incident response perspective,
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from a security analyst perspective?
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But once you have a good idea there,
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that's really step 1 for you.
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From there, then you want to go ahead and assess
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your workforce because you want to
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understand where the gaps exist.
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We talked earlier about individuals wanting to
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understand where their learning gaps are.
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Assessment is just a great place to do it.
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As you think about assessing your workforce,
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you want to think about it in two different ways.
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One is you want to know what knowledge they have.
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That's so critical because
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even if they know necessarily how to do the skill,
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you want them to be able to
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>> talk about it and understand
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>> that concept because they
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need to be able to explain it to others,
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they need to be able explain it internally,
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you need to be able to explain
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it up to management, to your executives.
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It's a really important aspect.
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You need to make sure that you have
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knowledge-based assessments and we
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think that those are still very
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relevant and very critical.
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Those are typically coming in
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the format of Q&A-based assessments.
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A lot of folks have those.
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I know Cybrary is big on Q&A assessments as well,
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just to really baseline that
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>> knowledge set for somebody.
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>> The other is really around practical assessment.
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This is really the emerging space that you can say.
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Practical assessments are that hands-on aspect.
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Let's go ahead and put them in
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that environment and let's figure
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out if they know what to do.
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Let's get them a instances blank
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>> and let's let them go in
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>> and do they understand how
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to do the basic searches and all that?
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Let's get them into a cloud environment and see if
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they can configure AWS, configure Azure.
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You want to make sure that you can give them
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those types of assessments to
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get a benchmark of
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what they know and what they don't know.
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From there, we want to go ahead and align the roles
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to your people and then
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develop pathways for them to skill up.
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If they're deficient in Cloud security,
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one of those things that we want
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to do is make sure that we're
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getting the material to develop
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in those areas so that they're bolstering up
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those skills and getting
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a chance to practice with those as well.
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Once you've aligned roles and develop pathways,
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you want to go ahead and you want to measure that.
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You want to make sure that
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>> engagement is there and people
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>> are actively working through those pathways.
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Then we want to have periodic
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checks to go ahead and make sure
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that they are acquiring and validating those skills.
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That can come in the form of three-month, six-month,
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nine-month reassessment using your skill assessments.
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Other companies are using things like
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the Kirkpatrick model to have a
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little bit more of an objective assessment
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to how well individuals know something,
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how well they're applying it in their job.
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Is it affecting your leading indicators
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that you're responsible for?
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Those are all different ways to
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validate that the skills
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are making impact to your company.
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Then the last part is really just adapt and revise.
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Here at Cybrary, we're very much
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an iterative company and we talked
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about that all the time in how
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we not only develop but how we solve problems.
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We share that same sentiment when it comes
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to building out these skill development programs
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with our customers where you
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>> want to iterate to success,
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>> you want to be thinking about this as how do we build
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sustainability into this program so that inevitably,
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if a employee decides that they want to go ahead
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and matriculate out, if you will,
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and go onto something
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else that you'd have a program set up that you
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can go ahead and put the next person
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in and run them through
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this same program and get similar results out of it.
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That's really how we think about
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the framework and how to really set something up.
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Again, I go back to what I mentioned earlier which is,
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you want to look for a partner to be able to do this.
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I think it's a really challenging thing
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to go at it alone.
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It's really tough to understand.
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>> No. Totally, being able to run a program like that,
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it would be great.
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This leads into my next question.
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When you're able to talk
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about actually running a program,
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how do you make it affective?
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What does an actual affective program looks like?
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How is a company able to implement
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that within their company?
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>> We talked about some of the
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>> cultural aspects and aligning
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>> to the organizational and business goals that you have.
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Again, culturally, it starts
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there with building an affective program,
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making sure that the business
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understands the need for security.
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I hate to start there but it is really critical.
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If the business doesn't understand
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>> the need for security,
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>> then it becomes really challenging to get
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anything done when it comes to security.
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But I think what we're seeing more and more is
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that's not as much of a challenge,
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as much as, now that we understand it,
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we accept it, we want to be able to do this.
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What are the things that I need in order to be able
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to actually run this program?
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A few of the things that we outlined here,
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what you need in a skill development platform.
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Big proponents of the 24 access
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up-to-date relevant material.
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We mentioned this earlier,
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74 percent of employees
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want to learn in their spare time.
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Obviously, we want to give them time to be able to
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learn on the job, but keep in mind,
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people do like to learn elsewhere and
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whether that's at home,
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on the go, you want to
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make sure they have that 24 access to be
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able to learn as really
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the modern learner wants to be able to do.
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But to go further on that,
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you do want to make sure that the platform is offering
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the breadth and depth that you need to
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cater to that comprehensive skill development program
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that you're trying to set up.
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As you go to evaluate platforms
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or figure out what you need,
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you want to make sure that that catalog is
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sufficient to what you need but at the same time,
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understand how quick do they release content?
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What does that creator network
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look like for that company?
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Because I think that's a really critical aspect.
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You want to make sure your teams always
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has the most up-to-date material,
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that you're always being able to stay ahead
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with the next thing that's coming out.
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I go back to what I said earlier which is,
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you're finding a training catalog
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>> for this point in time
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>> but you want to look for a partner that can work with
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you so that as the skills inevitably changed,
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new exploits get released,
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you're able to keep up with the rate
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of change of the industry.
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The other is really around the skill assessments.
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We talked about the importance of
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that and understanding where
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>> the gaps are with your team.
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>> You want to inquire in this
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platform offer knowledge assessments.
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Do they offer practical assessments?
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You want to be able to leverage
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>> those things when you go
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>> and deploy this out to your team?
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The other what's really critical
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is that hands-on lab environment.
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Does the platform offer that
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comprehensive catalog of hands-on labs?
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That's so important because if you look at how people
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learn in the stages of skill development.
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>> As people figure out what they don't
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know and start to explore and gain
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knowledge of things that they want to learn more
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about or what they want to do and all that,
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we need to give them away
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to get their hands on this stuff,
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because that's how security professionals learn.
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They don't learn exclusively through video.
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They need to get in and get their hands on that tool,
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that piece of technology, that new technique.
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We need to show them how to do that
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and they need to know how to do that.
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They need a safe environment to be able
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to play around in.
00:00
If they mess up, it's no big deal.
00:00
That's a really critical piece.
00:00
To go on from there, we talked about pathways
00:00
and aligning pathways to learner's needs.
00:00
Does a platform offer a way to
00:00
customize the pathways to align
00:00
>> with the learner's needs?
00:00
>> One of the things that we're seeing as well is that,
00:00
you don't just want to give somebody
00:00
this huge pathway of material and call it a day,
00:00
but with time being so critical in
00:00
>> the way that learners,
00:00
>> just the availability that
00:00
learners have to invest in this,
00:00
you want to make sure that those pathways are
00:00
customizable enough to get down.
00:00
They're only learning what they really need to know,
00:00
to achieve whatever new skill
00:00
that they're trying to go after.
00:00
The other and we talked about
00:00
this was the Up-to-date relevant content.
00:00
But as we look ahead into 2020 and some of
00:00
the big areas that
00:00
are most affected by the skill shortages,
00:00
you want to make sure that the platform
00:00
is going to offer that material.
00:00
Things around cloud security,
00:00
application security, security analysis.
00:00
>> Even management.
00:00
>> I think management is one of those areas
00:00
that often it gets overlooked,
00:00
is what's needed for
00:00
that security manager, for that executive.
00:00
Then does the platform
00:00
offer new opportunities to do that?
00:00
We ran a live CSO event
00:00
earlier this year with Ed Amoroso.
00:00
It was one of the highest engagements that we ever saw,
00:00
From all of these security leaders desperate to
00:00
find material that's relevant
00:00
to them and not just their employees.
00:00
Something else to look for
00:00
as you go and look to do skill development.
00:00
When you say you want it for
00:00
>> your employees realize it's
00:00
>> also for you as well as the manager,
00:00
as the leader that it's important to give
00:00
yourself new opportunities to explore and to learn.
00:00
Then the last, it
00:00
feels like it's table stakes at this point,
00:00
but management reporting, obviously, so key.
00:00
You want to make sure that you have
00:00
the right tools to get in there
00:00
and manage the program,
00:00
report on its successes.
00:00
It's an essential when it comes
00:00
to running a skill development platform.
00:00
Now, one of the things there,
00:00
and I know a lot of people on this today
00:00
are those busy security leaders and the idea of putting
00:00
in one more tool to have to manage or
00:00
have to go back in and check in on
00:00
it just sounds very daunting.
00:00
As you looked and seek out
00:00
a partner or you look to invest in it internally,
00:00
one of the things we
00:00
always encourage and it's something we
00:00
offered to each one of our customers is,
00:00
it's this managed training of sorts.
00:00
It's not really a service, so to speak.
00:00
It's something we just offer to our employees.
00:00
But if you can have somebody to help
00:00
you set up and help you run that program,
00:00
it's just so effective.
00:00
As you seek out a platform,
00:00
to make it successful we encourage you to
00:00
find a partner that can
00:00
help you along the way
00:00
and encourage you to not just go at it alone.
00:00
>> Thank you, Trevor. A lot of
00:00
the things that you hit on are very important.
00:00
You mentioned hitting into
00:00
the skills assessments, the hands-on labs.
00:00
This is really how you build those structure pathways.
00:00
We had a lot of customers come to
00:00
us that saw an increase
00:00
in engagement with their employees,
00:00
with just being able to give
00:00
>> them a structure pathway and
00:00
>> a structured growth of
00:00
where to start and where they can go.
00:00
Being able to lay out a program for
00:00
entry level such as
00:00
college grads or veterans that are just coming out,
00:00
that are coming into the industry,
00:00
and skilling someone up from
00:00
an intermediate to a senior level.
00:00
So you hit onto the CSO level courses.
00:00
Being able to lay those structure pathways
00:00
out and giving someone that
00:00
growth and that vision and to where they
00:00
could get to, is super important.
00:00
You hit into what really a program is,
00:00
the challenges that we're seeing across the program,
00:00
how to run a program,
00:00
what's the effective ways
00:00
of components that you need in a program.
00:00
But really, I'm going to
00:00
go ahead and ask the question right now.
00:00
How do companies measure
00:00
the ROI on running the skills development program?
00:00
Because I know everyone is
00:00
putting a business case together,
00:00
but how do you show that ROI?
00:00
>> Yeah, that's a really good question.
00:00
One that we're continually iterating
00:00
on ourself as we work with more customers.
00:00
You'll feel very strongly that at the end of the day,
00:00
we're doing a lot to mitigate risk.
00:00
It could be speed to onboarding those types of things.
00:00
We can look across all of those.
00:00
Ultimately, the way I think about it,
00:00
it comes down to the retention of the employees.
00:00
At the end of the day, what we're trying to do
00:00
is help people develop and feel that
00:00
they can find a future version
00:00
of themselves within your company.
00:00
As we think about retention there,
00:00
we go to this one stat
00:00
that the actual cost to an employer to hire
00:00
replacement if that worker leaves is
00:00
about 33 percent of their annual salary.
00:00
If you look at, we're going to
00:00
call it an average salary of
00:00
75,000 for a security professional,
00:00
and some would argue it's more,
00:00
potentially less depending on where you're looking,
00:00
we're looking at right $24,000 an employee.
00:00
It's a substantial amount
00:00
and substantial hit to the business,
00:00
that I think because it doesn't hit us directly,
00:00
we don't necessarily see,
00:00
but it's really good to know and absorb that number,
00:00
because it's so critical the longer
00:00
that we can retain that employee,
00:00
the less cost it's going to be to the business.
00:00
As we look at various forms
00:00
of costs that come in with training,
00:00
and particularly the way that
00:00
traditional training has been done
00:00
>> and looking at sending
00:00
>> somebody out for that one-week classroom
00:00
training day type experience,
00:00
it's generally sending you back about $4,000.
00:00
I've seen some stats
00:00
that say it's actually closer to $10,000
00:00
when it's all said and done
00:00
with time out of work and sending the employees off.
00:00
You also have
00:00
the average cost of maintaining certifications.
00:00
We see skill development
00:00
occurring just to maintain certifications,
00:00
and there's generally cost that's involved in there.
00:00
As you look to programs,
00:00
you want to make sure that
00:00
if you're offering these alternatives,
00:00
that you're getting the ROI.
00:00
We see with a lot of these
00:00
online platforms, especially Cybrary,
00:00
that you get such a substantial ROI from
00:00
these folks by giving in
00:00
that continual skill development throughout the year,
00:00
let them go and learn
00:00
a multitude of new skills throughout the year.
00:00
Let's give them paths to
00:00
future opportunities within the company
00:00
and let's retain these people for longer.
00:00
>> No, thank you, Trevor.
00:00
That really hit the nail right on the head.
00:00
Continue sending in your questions.
00:00
We have a lot of questions coming in.
00:00
If you have any questions outside of this webinar,
00:00
you are more than welcome to reach out to Trevor and I.
00:00
We have our emails.
00:00
My email is gkerr@cybrary.it.
00:00
Trevor's is thalstead@cybrary.it.
00:00
Please reach out to us if you have any questions,
00:00
we'd be more than happy to chat with you.
00:00
We'll go in depth about Cybrary for business too,
00:00
with it being a career development,
00:00
skills development program.
00:00
If you reach out to us, we'd love
00:00
to show you a demonstration of
00:00
how we can tie all of these different components
00:00
that were talked about today,
00:00
and the Cybrary for business.
00:00
>> Yeah. Well, one thing, Gunner,
00:00
I actually had it written down,
00:00
because I was poking around before the presentation,
00:00
and I thought was really interesting stat
00:00
that by 2025 actually millennials
00:00
are going to make up about 75 percent
00:00
of the security workforce.
00:00
What's interesting about that is
00:00
the number one for perk or
00:00
benefit or thing that those folks are looking
00:00
for within a role is actually learning and development.
00:00
It's a really important thing,
00:00
especially for that younger generation coming in.
00:00
As we think about deploying a skill development program
00:00
and working through ROI and setting all that up,
00:00
realize that the workforce is starting to turn over
00:00
here into a point
00:00
that employees are going to come in expecting this.
00:00
They're going to want this. They're going to
00:00
want to see that opportunity to grow.
00:00
They're going to want to find how
00:00
they can become the best version of
00:00
themselves and have access to
00:00
the right materials and resources in order to do that.
00:00
It's going to become a must for a lot of companies to
00:00
retain that younger generation as they come in.
00:00
It's a really important thing.
00:00
>> We're seeing it's becoming
00:00
younger and younger in age to where
00:00
universities are tying this
00:00
into their curriculum and their programs.
00:00
We're seeing even in
00:00
the Cybrary for skills in high school.
00:00
We're seeing this at such a younger age now,
00:00
where these schools and
00:00
these companies are tying it in
00:00
at just earlier and earlier.
00:00
So yeah, that definitely hits it on.
00:00
I see people chatting in more and more questions.
00:00
Do we want to hop over?
00:00
>> Let's go ahead and let's throw some questions in here.
00:00
We're going to handle this first one.
00:00
How can I have concrete value that
00:00
my investment in internal training
00:00
is appropriate to its costs,
00:00
or if it is not cheaper to go outside for resources?
00:00
That's from Orlando.
00:00
That's a really good question.
00:00
I think on this one for here for a second.
00:00
When it comes down to it is,
00:00
as you go to look to send
00:00
somebody outside for resources,
00:00
so send them to a class.
00:00
When you send somebody to a class what
00:00
you're really looking to do is,
00:00
you're essentially giving them a one week,
00:00
you can call it a one-week pathway of source.
00:00
It's, I want to send them out to this class,
00:00
this event that's going to give
00:00
them a certain set of skills that I want them
00:00
to acquire and come back with.
00:00
Now I think that one of the
00:00
>> challenging things there is,
00:00
>> you're sending somebody off to
00:00
the one-week class to develop skills.
00:00
We can go into the learning science of the ability for
00:00
someone to actually learn and
00:00
retain knowledge over the course of a week,
00:00
versus that continual reinforcement
00:00
that occurs over the course of the year.
00:00
As you think about sending somebody out for that class,
00:00
it's really about breaking those down into the skills,
00:00
and then let's go into
00:00
a skill development program
00:00
and taking that framework and say,
00:00
"Okay, we have these set of skills.
00:00
Let's go ahead and assess on
00:00
those set of skills and figure out,
00:00
how do I give them those set of skills,
00:00
assess them, give them ways to
00:00
develop in there, and then reassess?
00:00
Then we can do that over and over again.
00:00
As you think about measuring that skill set,
00:00
I'd love to be able to ask you
00:00
that question back, which is,
00:00
how do you think about measuring
00:00
the concrete value of
00:00
an investment in an outside resource,
00:00
and being sure that
00:00
they're going to be able to achieve that,
00:00
when you go out and send them out?
00:00
>> Really good. We appreciate that question, Orlando.
00:00
We actually just got a really interesting question
00:00
on how do you get executive buy-in.
00:00
You are the one
00:00
that's building that business case to go to
00:00
your leadership on how do you get
00:00
the buy-in from them to start a development program?
00:00
>> That's a that's a really good question.
00:00
Before you start the program,
00:00
really ask the what, and the why.
00:00
Why are you trying to do this to get to start?
00:00
What are some of the risks that
00:00
are facing the organization?
00:00
Why did these risks exist?
00:00
Then what's needed to protect the data that the people,
00:00
and the reputation of the company?
00:00
Figure out what that is, why that's needed.
00:00
Then engage with senior leadership,
00:00
and boards to really understand
00:00
>> the business objectives,
00:00
>> understand what the critical assets are, the company,
00:00
the threat landscape,
00:00
what the organizational risk appetite is?
00:00
Are they willing to roll the dice on that.
00:00
Once you understand that,
00:00
then you can have a mutual understanding
00:00
that a plan can get crafted to address the people,
00:00
address the process, the technology
00:00
necessary to satisfy what their expectations are.
00:00
But of course, this is obviously predicated on
00:00
the idea that you have a good understanding
00:00
of the risks that your company faces
00:00
today and are committed to mitigating those risks.
00:00
>> I see that time,
00:00
and time again where I
00:00
have individuals coming to
00:00
me wanting to build this program,
00:00
and we have to build a business case.
00:00
One of those things is I can't
00:00
just tell them to just ask your boss.
00:00
I sit with them and help them build
00:00
this business case on showing them
00:00
what the ROI out of it, why it's important.
00:00
What we are able to do to be a solution to their pain.
00:00
It's really a tough thing,
00:00
and I know Teri just chimed in
00:00
saying executive buy-in is difficult,
00:00
and the focus is always on money and cost.
00:00
But having that leadership
00:00
understanding why it is important does help you.
00:00
You move this forward into
00:00
an executing A skills development program.
00:00
It looks like we have another question. Let's see.
00:00
It looks like Steve he just asked,
00:00
"Are certification still relevant?"
00:00
We are seeing skills are becoming important,
00:00
but our certifications still relevant,
00:00
and how should we be thinking about
00:00
certifications as we go into 2020?
00:00
>> That's a good question. There's a lot
00:00
of talk around there of certifications,
00:00
and the value of them,
00:00
and I think there are good arguments across the board.
00:00
I'm a stats guy so I go back to this one
00:00
that actually states that 86 percent of
00:00
professionals are seeking to pursue or are
00:00
planning to pursue assert over the course of 2020.
00:00
I think that's a good understanding
00:00
that they're not going anywhere.
00:00
They're still very relevant in
00:00
today's space, they're really good.
00:00
I think when it comes to the good proxy for knowledge.
00:00
Does somebody know the material very well?
00:00
But that being said, what's really neat,
00:00
and I have to apply a lot of the certification bodies
00:00
for innovating in this space
00:00
is that they're getting practical.
00:00
They're not just standing on their laurels, and saying,
00:00
we're going to have these Q&A base tests
00:00
and call it a day,
00:00
but they're really pushing the boundaries themselves.
00:00
The OSEP has gotten extremely popular,
00:00
and has a ton of credibility because it's so practical,
00:00
and how challenging it is,
00:00
and you're seeing similar things
00:00
>> come out of EC council,
00:00
>> you see [inaudible] doing similar things there.
00:00
I think sometimes do
00:00
get a bad rep is being
00:00
just another piece of paper for somebody.
00:00
I think we're going to see those
00:00
emerged they're going to evolve with the industry.
00:00
They're going to require people to have the practical
00:00
skillsets to be able to perform on the job.
00:00
I think those are going to still be
00:00
>> relevant for people.
00:00
>> I think a lot of people still see
00:00
those as a really a great way to
00:00
demonstrate through some official means
00:00
that they have a certain level of knowledge
00:00
or soon skill sets as well.
00:00
I don't necessarily think that
00:00
they're going to go anywhere, anytime soon,
00:00
and going to still be relevant for people.
00:00
Again, as these evolve,
00:00
it's important that as you're looking
00:00
to develop skill sets with
00:00
your team and if they're looking to
00:00
pursue certifications,
00:00
then how is your partner in crime, if you will,
00:00
how are they going to keep up
00:00
with what's your employees want to be able to do?
00:00
If they're going to go after and
00:00
pursue one of these new practical certifications,
00:00
realize that it's not just going to happen
00:00
through a video anymore.
00:00
You're going to need to get
00:00
them that hands-on experience,
00:00
those environments to give them that practice
00:00
to actually pass that certification,
00:00
and feel prepared for it.
00:00
>> That's a big thing that I hear all the time.
00:00
I have someone that comes to me saying I took a video,
00:00
my team watched this amount of videos,
00:00
but how do I know that they
00:00
have the skills that they need?
00:00
You really hit onto it earlier in
00:00
the presentation sending them
00:00
through these hands-on labs,
00:00
these assessment tools, you're
00:00
able to see the skills that they
00:00
are gaining through this development program.
00:00
Seeing where they started,
00:00
and where they ended.
00:00
That's becoming a huge thing that we're seeing in
00:00
the industry where you
00:00
can checkmark that you watched a video.
00:00
But how do you really know that
00:00
your team is prepared for
00:00
>> that everyday threat landscape?
00:00
>> We actually got a question there that mentioned about
00:00
which certifications are right for the team?
00:00
I go back to the framework,
00:00
and so we talked about aligning roles, and skills.
00:00
We want to think about that from
00:00
aligning the search into those roles as well.
00:00
I think that's still a viable relevant thing
00:00
for people to be able to do.
00:00
There's a lot of frameworks to follow with that,
00:00
if you're going through the NIST framework,
00:00
and one will align there,
00:00
a lot of the certification bodies have actually
00:00
align their certifications to the NIST work roles,
00:00
and others have their own internal skill matrices
00:00
that they've built up internally,
00:00
and they leverage and aligned certifications
00:00
to go back to what is your company need?
00:00
What do they need to be able to do?
00:00
If that's something that you
00:00
don't necessarily feel confident,
00:00
and deciding on that's
00:00
a great opportunity to partner with a company.
00:00
We hope that Cybrary,
00:00
and that's something we work with our companies
00:00
to do that to figure out what those roles are,
00:00
what the certifications are that align to those roles,
00:00
and let's build those programs.
00:00
We're not only developing the
00:00
>> skill sets of your team as
00:00
>> they're growing into those new roles,
00:00
but making sure that we give them
00:00
those opportunities to get
00:00
those industry credentials that
00:00
they can attach onto their name.
00:00
They can feel that their companies investing in them,
00:00
which I think is so critical,
00:00
and build so much loyalty from an employee.
00:00
>> That was one big thing that we introduce
00:00
Kenny as moderator as a customer success manager.
00:00
He goes above,
00:00
and beyond with his clients,
00:00
and that we have here at Cybrary on
00:00
being able to build that program,
00:00
and the different pathways,
00:00
and being able to understand what
00:00
you're wanting to do with teams.
00:00
That's important, like you said,
00:00
having someone there every step of
00:00
the way to hold the hand,
00:00
and being able to make this as easy as possible on you.
00:00
It looks like we are coming up to time.
00:00
We've come up to time, we do thank you everyone for
00:00
joining in on today's webinar.
00:00
It was great kickoff.
00:00
I enjoyed doing it with Trevor,
00:00
enjoyed having everyone here.
00:00
We were looking at forward to doing more.
00:00
Like I said, you can reach out to Trevor
00:00
at thalstead@cybrary.it or myself at gkerr@cybrary.it.
00:00
Already have multiple emails come in
00:00
through you asking questions.
00:00
Please reach out if you want
00:00
to see the business product in more depth,
00:00
we'd love to show you that.
00:00
But we're looking forward to having
00:00
more of these webinars.
00:00
I think that's everything on our end.
00:00
>> Yes, sign-off at the Cybrary Studio. Thanks, everybody.
00:00
I really appreciate the time this afternoon,
00:00
this morning wherever you may be coming from.
00:00
>> Cybrary out.