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What are the most effective ways to resolve a conflict between a security analyst and software engineer?

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Conflicts between security analysts and software engineers are common in the IT industry, especially when they have different goals, perspectives, and priorities. Security analysts focus on protecting the data, systems, and networks from cyberattacks, while software engineers focus on developing, testing, and deploying functional and user-friendly applications. How can these two roles work together effectively and resolve their disagreements? Here are some tips to help you.

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Ismail Sogbade

Sec. Architect | CISSP | CISM | ECIH | ISO 27001 LI, ISO 21434 | Cyber GRC | Cloud Security | Data Privacy

1 Identify the root cause

The first step to resolving a conflict is to understand what is causing it. Is it a technical issue, such as a vulnerability, a bug, or a performance problem? Is it a communication issue, such as a misunderstanding, a lack of feedback, or a different terminology? Is it a personal issue, such as a clash of personalities, values, or work styles? By identifying the root cause, you can avoid jumping to conclusions, making assumptions, or blaming each other.

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Ismail Sogbade

Sec. Architect | CISSP | CISM | ECIH | ISO 27001 LI, ISO 21434 | Cyber GRC | Cloud Security | Data Privacy
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Over time, I've come to realize that conflicts between these parties are common and usually stemmed from lack of understanding of each other roles and responsibilities amidst other things. While I agree the root cause should be clearly identified, it is important to have a defined process of reporting and documenting these cases in a transparent manner such that each party knows exactly the cause of the conflict which is to be analyzed constructively.

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2 Listen and empathize

The second step to resolving a conflict is to listen and empathize with the other person's point of view. Try to put yourself in their shoes and see the situation from their perspective. Ask open-ended questions, such as "What are your main concerns?", "How do you feel about this?", or "What are you trying to achieve?" Listen actively and respectfully, without interrupting, judging, or criticizing. Acknowledge their feelings, needs, and expectations, and show that you care about them.

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Chong Soon YONG

Entrepreneur/ Business Leader with extensive global network. Co-founder and President of Malaysian Autonomous Intelligence and Robotics Association
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This is a classic Western, textbook, method on conflict resolution. Again, the challenge is to get to the bottom of the cause of conflict which may be difficult in some cultures.

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3 Focus on the problem, not the person

The third step to resolving a conflict is to focus on the problem, not the person. Avoid personal attacks, insults, or accusations, as they will only escalate the conflict and damage the relationship. Instead, use "I" statements, such as "I feel frustrated when...", "I need more clarity on...", or "I appreciate your effort to...". Describe the problem in terms of facts, impacts, and solutions, rather than opinions, emotions, or blame. Use positive and constructive language, such as "How can we improve this?", "What can we do differently?", or "What are the benefits of this?".

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4 Collaborate and compromise

The fourth step to resolving a conflict is to collaborate and compromise with the other person. Try to find a common ground and a shared goal that both of you can agree on. Brainstorm ideas and suggestions that can address both of your needs and concerns. Evaluate the pros and cons of each option and weigh them against the criteria of security, functionality, usability, and feasibility. Be willing to give and take, and to adjust your expectations and preferences. Seek a win-win solution that can satisfy both of you and benefit the project.

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5 Follow up and learn

The fifth step to resolving a conflict is to follow up and learn from the experience. After you reach a solution, make sure to document it, communicate it, and implement it. Monitor the results and check if the problem is solved or if any adjustments are needed. Provide feedback and recognition to each other and celebrate your achievements. Reflect on what you learned from the conflict and how you can improve your skills, processes, and relationships. Use the conflict as an opportunity to grow and improve.

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6 Seek help if needed

The sixth step to resolving a conflict is to seek help if needed. Sometimes, despite your best efforts, you may not be able to resolve a conflict on your own. In that case, you may need to involve a third party, such as a manager, a mediator, or a mentor, who can help you facilitate the dialogue, clarify the issues, and find a fair and impartial solution. However, before you seek help, make sure to inform the other person and get their consent. Do not use help as a way to avoid, escalate, or win the conflict.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the most effective ways to resolve a conflict between a security analyst and software engineer?

1

2

3

4

5

6

7

1 Identify the root cause

2 Listen and empathize

3 Focus on the problem, not the person

4 Collaborate and compromise

5 Follow up and learn

6 Seek help if needed

7 Here’s what else to consider

Information Security

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What are the most effective ways to resolve a conflict between a security analyst and software engineer?

1

2

3

4

5

6

7

1 Identify the root cause

2 Listen and empathize

3 Focus on the problem, not the person

4 Collaborate and compromise

5 Follow up and learn

6 Seek help if needed

7 Here’s what else to consider

Information Security

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