What do you do if you need to delegate cybersecurity tasks to junior team members?

1) The first step for delegation like everything starts with the preparation phase. It is a two way street - You have to be equally be prepared as the other person. 2) Train the trainee is what will ensure good morale. Support the junior person along the way. 3) Mistakes will happen and the quality of the work will not be same as you expected the first time. So, don’t be judgmental and be patient. Remember when you started on this journey. Be empathetic and open minded. 4) Empower, praise and support the person. Your kind words and trust will go a long way.

To delegate tasks to junior team members, you must need certain strategies. First set the clear goals, for each task or project gives them a sense of purpose. Offer continuous training and development opportunities in cyber security includes mentorship programs to enhance their skills and knowledge. Allow them to share ideas, collaborate on projects, and learn from each other's experiences. Assign challenging tasks that stretch their abilities and encourage them to think creatively and problem-solve effectively. Create two way feedback loop to improve their skills and performance. Encourage a healthy work-life balance and prioritize mental health initiatives within the team.

There are 3 levels of capability, and the same person will be at different levels for different areas. 1. Can do the task if given all the instructions. 2. Can do the task if given all the information, and figure out the steps themselves. 3. Can do the task if only some information is given, find what is missing, and figure out the steps themselves. If you don't align your ask with the person's capabilities, they might still get it done. However, there is a long-term impact of doing it consistently.

Delegating tasks is an art and it is one of the first steps to move from operations to management. Know your staff and their skill level before delegating tasks to them otherwise you will overburden them and make them hesitant to take on more responsibilities. Get regular feedback from them and be patient with the inevitable mistakes that will happen

I first evaluate juniors' skills before assigning them cybersecurity jobs, and if necessary, I also provide them specialized training. I give them assignments progressively so they would know the value and effect of their labor. In an inventive manner, I push them to investigate novel technologies and approaches, promoting development. Recall that even the most seasoned professionals were once beginners; with the right help, they may pedal their way to success much like a bike! "Great minds discuss ideas; average minds discuss events; small minds discuss people. I focus on nurturing the ideas and potential of junior cybersecurity professionals."

The key to define a tasking is establishing an easy to understand outcome. When a task is presented to a team member, especially a junior one, they should know exactly what is the expected outcome of the task that they were given. This help them understand what the goal of the tasks is and helps to outline their role within the bigger picture of the security organization.

There are 2 ways of defining tasks for people, and you can't do both. 1. Set acceptance criteria for the outcome: This gives people ownership of the implementation, while you take responsibility for the outcome. 2. Set the specific steps you want to be done: This means you take responsibility for the implementation, and the outcome. Giving people ownership of how things are done is a bad idea if you have standards that they don't know about, yet. So, if you do - make sure to make them aware.

One of the biggest issues I have seen with task assignments is when people are given a broad overview of the assignment and no real defined tasks because they think that writing out the tasks would take as much time as doing the actual task. In some cases it may be true, but good documentation of exactly what you want done and how to go about it not only removes the possibility for misinterpretation, it also creates a standard way of doing a process that could be replicated by another person if the original teammate is unavailable. They can step in and pick up on the task right where the other person left off and continue with little to no questions on what the task is because they essentially have a playbook to follow.

This is such an important step in the delegation process so that their output can support the overall goal. Otherwise, you may find that some tasks aren't carried out or some other gaps exist in the teams deliverables.

Never be too busy to help someone learn. I've noticed in the IT industry especially, there are so many people craving to learn how to be better at their role. If you aren't giving them the chance to learn, they will take that drive and ambition somewhere else where they can expand their knowledge. I think there is this expectation for people in Cybersecurity that they should come in with all the knowledge of that job title, or do their own studying in their off time to build up their knowledge. There is too many different tools for someone to simply learn on their own. Hands on training is statistically better than any other form of training so take the time to teach them what software they are using and how to use it effectively.

We had an intern convert to full time and whatever tasks we shared, I made sure they understood what we were doing and why we were doing it. I made sure they knew where to find knowledge bases relating to tasks. Letting them drive also reinforced lessons. I wanted to make sure they felt comfortable taking over when needed. To this day, I'll message them after meetings and ask did they understand what was discussed and clear up any confusion.

To effectively delegate cybersecurity tasks to junior team members, it's crucial to integrate them into knowledge-sharing sessions. This involves all team members, regardless of rank, in both learning and teaching roles. By assigning topics for presentation, we encourage thorough preparation and the use of real-world examples. This approach not only enhances technical skills through practical labs but also fosters overall development by improving presentation and problem-solving abilities. Such a strategy ensures that every member contributes to and benefits from the collective knowledge, keeping the team sharp and well-coordinated.

Investing in comprehensive training for junior team members is pivotal for effective delegation. Whether through formal courses, workshops, or hands-on sessions, tailored cybersecurity training enhances their confidence and competence. This investment not only bolsters the team's capabilities but also reinforces the organization's security posture. Prioritizing education fosters a culture of continuous improvement, safeguarding the company's assets against evolving threats.

This refers to my experience, when delegating cybersecurity tasks to junior team members, I prioritize setting clear boundaries. This involves establishing defined points of contact for assistance and escalation procedures for issues. I ensure they understand the scope of their responsibilities and the protocols for handling sensitive data. By maintaining these boundaries, we uphold order and minimize the risk of security breaches caused by misunderstandings or role overreach.

In task delegation, clear boundaries and communication channels are essential. Junior team members should understand whom to contact for assistance and how to escalate issues. Clearly defining their responsibilities and protocols for handling sensitive data prevents breaches. Establishing such boundaries fosters a culture of accountability, minimizing the risk of misunderstandings or security lapses, ultimately bolstering the organization's cybersecurity posture.

There is a simple concept called steering, and we do it every day, week, month, etc. Set a course for your ship, and it will (naturally) drift. Either because of the environment, or the accuracy of your bearing at the start. Now, imagine you only steer and adjust course once a week. The chances are you will have a lot of compensation to do for the drift. What if instead, you did it daily? The job you have is to figure out how often you need to check in and steer progress.

Regularly monitoring delegated tasks is vital for cybersecurity management. Through check-ins and feedback, I ensured tasks were executed effectively. This practice identified areas requiring additional support and emphasized task significance. Continuous monitoring allowed for timely adjustments, ensuring our cybersecurity measures remained robust and aligned with organizational goals.

Feedback is a very beneficial tool to help you and your team both develop better skills. Sometimes, the way something is phrased or the method of which someone is trying to teach another person isn't the most effective method for them to learn. It is always good to encourage feedback and ask them what method of learning do they prefer. Some people can do great with just a list of instructions while others may need a better understanding and explanation of why they are doing something in order it it to click for them. Finding out how your team learns best will help you in building their knowledge and setting up proper training that will be effective for them.

Encouraging feedback from junior team members enriched our delegation strategy. Their insights highlighted areas for improvement and addressed concerns effectively. Open dialogue cultivated a collaborative environment, fostering a sense of ownership in cybersecurity endeavors. By listening attentively, we made informed decisions that bolstered our security posture and team cohesion.

When it comes to the more junior team members it is important to focus on tasks that are within their skill level but also help to cultivate their skills. Encouragement and praise can go a long way for increasing the motivation of these more junior members. As they grow in their role encourage their education journey and help them find certifications that are within their realm of responsibility. This is how you foster a junior team member to grow in to a full fledged team member.

Everyone is different so take into consideration the context of the tasks and how the individual learns, their skill level, how they want to be communicated to, etc. Some people need firm boundaries and instructions while others just want to be told an outcome and have built trust that you know they'll figure it out. Some people need written instructions while others you can just ask to do something. Always remember to give feedback, both positive and negative so that they can learn from mistakes and that they feel good about the successes.

Although I think it can be important to assess their skills, I also believe it would be a good idea to pair them up with a more senior team member who can serve as a mentor. The mentor would work closely with the junior employee, providing guidance, answering questions, and offering support as they take on new responsibilities. This allows the junior members to learn from someone with more experience while still contributing to the team's work.