Cyber organizations struggle to retain cyber talent. Why re-hire blue teams, red teams, CIRT and cyber analysts, if we can forge a team that stays? This case study describes how a 230-person cyber team supporting a major U.S. federal agency developed intrinsically rewarding programs that solidified commitment to a shared mission. Session participants receive guides with actions and flow charts needed to establish CyberLeaders 3.0 leadership development programs. Results: through the cohorts presented to date, our team decreased talent flight by 50% and boosted participation by female cyber professionals (>50%) and underrepresented demographics (>30%). We'll We'll include statistical analysis of program process metrics and outcomes. This CyberLeaders case study decreased cost as well as risk because our experts already know our adversaries.
Describe the three key performance indicators that distinguish a successful leadership development program tailored to cyber professionals, as measured by a virtual poll conducted at the start and end of the presentation.
Identify the two key ingredients needed to sustain a leadership development program, as measured by a virtual poll conducted pre- and post-presentation.
Identify the one unique component that needs to be included in cybersecurity leadership training to make it suitable for the cybersecurity arena, as measured by a virtual poll conducted pre- and post-presentation.
MA, MBA, CISSP, PMP, ITIL,
Cyber Portfolio Manager,
GDIT (General Dynamics Information Technology)