Your team is behind on the latest security technologies. What’s the best way to get them up to speed?

- Perform a SWOT team assessment to pinpoint the gaps. - Prioritize the gaps, aligned to business objectives, and devise a plan with a timeline to close them. - Break down the work items and assign them. - Look for opportunities to cross-train within the team and work within the organization to bring in SMEs that can help fast-track leveling up the skills. - Leverage third-party and collaborate with existing vendors to layer the learning. - Utilize labs, test environments, etc. for hands-on training. - Foster knowledge transfer and documentation, as well as internal knowledge databases. - Tie some of the performance goals to continuous learning. - Establish a block of study time, a couple of hours a week, to study without interruption.

Training programs, especially cross-training, are essential to bridge knowledge gaps and mitigate key-man risk. Evaluating the team's SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis helps identify areas for improvement and informs strategies to enhance the team's performance. This strategic approach will help build a well-rounded, adaptable, and high-performing team capable of tackling evolving security challenges.

Having to train and retrain a team whenever a new technology is deployed is a vital component of every technology delivery plan. The team is not expected to pick the knowledge of the new technology off the sky! Training and continous assessment of the knowledge acquired on new technologies should be a going concern.

Identify and segregate the learning needs into TWO categories (1) On-Job requirements (2) Industry Requirements. This segregation will help to prioritise your learning pattern. First upscale quickly to fill the gap between the on-job requirements. Then proceed to develop the knowledge on Industry requirements.

Addressing a team's knowledge gap in the latest security technologies requires a structured, strategic approach. Here are steps to ensure your team becomes proficient in these technologies efficiently: - Assess Current Skill Levels - Identify Key Technologies - Set Clear Learning Objectives - Customized Training Program - Leverage Expert Resources - Encourage Certification - Practical Experience - Mentorship and Peer Learning - Review and Adapt - Foster a Culture of Continuous Learning As technologies and threats evolve, so must the capabilities of those entrusted with safeguarding digital assets.

Start with awareness posts so that the team will understand the importance of security technologies and what benefits will be there once they know about them. Then plan for training phase wise... So that feedback from one part can be used to improve the training for the other phase. Then encourage the teams to give presentations on the same.

Based on the assessment carried out, it is necessary to provide the team with the necessary actions to achieve that objective. In this sense, I believe it is important to generate a plan that has dates and goals for completing learning and confirming progress, to motivate the team to carry out that type of study. Knowing that studies can not only involve paid courses, but also participation in events, webinars, communities and exchanging experiences with other professionals.

1. Identify learning gaps in a organization and security team. 2. Prioritize the learning gaps. 3. Retrieve funding for overall training of organization and security team separately. 4. Craft a leaning module for whole organization based upon gaps identify, then conduct training which has Q&As. 5. Provide training session to security team based upon their needs.

Developing a structured learning plan has been a cornerstone of upskilling my teams. Based on the initial assessment, I curate resources and set clear, achievable objectives, incorporating a blend of self-paced online courses and interactive workshops. This plan is flexible, accommodating the fast-paced evolution of cybersecurity technologies and methodologies. By integrating practical, project-based learning, the team not only gains theoretical knowledge but also hones its application in real-world scenarios, significantly enhancing their proficiency.

Elabora??o de um plano de estudo específico e claro com um conjunto de metas mensuráveis associadas ao processo de atualiza??o da equipe em rela??o à área. O segundo elemento é gera??o do conteúdo relevante que englobará os materiais de treinamento que abordam tanto as dificuldades que a equipe enfrenta, quanto as tecnologias de seguran?a mais recentes * diversifica??o entre vários formatos de aprendizado que incluem cursos online, Passagem de conhecimento entre a equipe, tutoriais e apresenta??es e etc .

I believe in giving my team ample exposure to the industry. I encourage them to attend conferences like Defcon and Infosec, and to participate in industry shows and panels. Taking the stage to share their experiences not only boosts their confidence but also enriches their knowledge. I also ensure to reward and support their efforts, fostering a culture of continuous learning and innovation.

It's a big challenge for managers and their management style. To foster learning culture managers should acknowledge that some % of time will be spent on researching, digging into detals to understand how given solution works, certifications and learning. They should encourage personel to share knowledge in the team by providing space for self-education. Rather than spending budgets on trainings it's better to use that budget to create learning environment where people are encourage to share knowledge, opinions and outcomes. Where curiosity and critical thinking is actually valued.

Creating a culture of continuous learning is key to staying ahead in the rapidly evolving landscape of security technology. Foster an environment where curiosity is celebrated, and where learning new skills is not only encouraged but actively supported. Whether it's through regular training sessions, access to online courses, or participation in industry conferences, empowering team to explore emerging technologies and best practices.

It is sometimes difficult to create a learning culture. If the organization you work for, does not embrace it from the beginning. There is sometimes fear that if the company pays for training and certification, you are preparing your employees to leave for a better position elsewhere. The organization must realize that creating a learning culture is beneficial to the organization because it encourages the team members to stay if they have a place where they are encouraged to grow and learn additional skills and gain additional certification throughout their career with the organization. It then becomes easier to create an employee culture of continuous learning.

To help your team advance and understand the latest security technologies, cultivate a culture that cherishes curiosity, innovation, and development. Set transparent expectations and offer incentives for learning outcomes. Recognize and reward achievements consistently. Foster a safe space for experimentation and feedback. Lead by example, showcasing the behaviors and attitudes you wish to instill. Encourage knowledge sharing within your team and across departments, fostering a collaborative learning network.

Monitoring and measuring the learning process is important so that we can generate an exchange of experiences between teams. Agendas for sharing new ideas and sharing the learning of each professional is important to integrate ideas, knowledge and improve the technical level of the team.

Monitoring the team's progress through defined KPIs and regular feedback sessions has enabled me to fine-tune our learning initiatives effectively. Utilizing quizzes and practical assessments helps gauge the absorption of new knowledge and its application. This continuous evaluation ensures that the learning plan remains aligned with our objectives, allowing for timely adjustments in response to both team feedback and the evolving cybersecurity landscape.

List of OKRs should be drafted and semester wise it's progress should be tracked. The OKRs should contain making secure people - training, process - changing, technology - monitoring, patching & upgrading

Recognizing and celebrating achievements has been key to sustaining motivation and engagement. Whether through formal acknowledgment in team meetings or via incentive programs, celebrating milestones reinforces the value placed on continuous improvement. I've also found that facilitating opportunities for team members to apply their new skills in projects not only solidifies learning but also enhances job satisfaction and team morale.

I ensure that everyone on my team always has four Development Goals. Two technical, and two leadership goals. We start by looking at the job description for their current role and identifying any opportunities. We use these opportunities to create SMART Development Goals. After that, we look at the next role or roles that they are interested in and ensure we define Development Goals for those as well. Regular follow up is key.

The best way to get your team up to speed on the latest security technologies is to: Provide comprehensive training sessions and workshops focused on new technologies and best practices. Encourage team members to pursue relevant certifications and participate in industry conferences and seminars. Foster a culture of continuous learning and knowledge sharing within the team through regular discussions and collaboration. Invest in resources such as online courses, books, and subscriptions to specialized publications to facilitate self-paced learning. Engage with external experts or consultants for specialized training and guidance tailored to the team's specific needs and goals.

Don't just chase the latest technological trends, evaluate them with your team and measure if the technology is a fit for your organization. Learning is going to be a key factor here, but don't feel pressured to try the latest approach because it's popular or the exec team was sold on it by a slick salesperson. Understand the trends, the technology, and the applicability first, then invest further if you think there's a good reason to make use of it within your own organization. If it's not a good fit, then document why to avoid future sinkholes of discussion and wastes of time. Plus you can use it to reference if things change in the future.

Getting the team to learn a new technology is not a challenge here but learning it with their current workload is where most of the learning and development takes a hit. Create a plan for learning Book time for team to learn. Provide them resources to practice (Crucial) as all knowledge is lost if there is no practice. Once done, get them to do a POC, showcase the product/technology. A hands-on approach always gets the team far and strong. Incur OJT for those technologies if possible.

A critical insight from my experience is the significance of leadership in driving the team's commitment to staying current with security technologies. Leading by example, I actively engage in learning alongside my team, demonstrating my commitment to growth. This approach has fostered a collaborative learning environment where knowledge and innovation flourish, ensuring our team remains agile and effective in navigating the cybersecurity domain.