Integrating Cyber Risk Management into Business Processes through Transformation using ADKAR

As business leaders, we recognize that the rapid digital transformation of organizations has brought numerous benefits. That digital transformation has also exposed businesses to more complex and evolving cyber threats, making cyber-related risks paramount for businesses of all sizes.

Just like safety features for a car are part of the design, as opposed to a feature tacked on after the car is manufactured, cyber security and risk management should be part of the design of every business process, product, or service from inception.

Integrating security and risk management seamlessly in this way is often easier said than done. The Awareness, Desire, Knowledge, Agility, and Reinforcement (ADKAR) framework is one practical framework for achieving this integration.

ADKAR is a change management model that focuses on individual and organizational change. This article will explore how businesses can bolster their cybersecurity posture by incorporating ADKAR into security transformation.

Understanding ADKAR

ADKAR is an acronym that represents the five key elements of successful change management:

1. A: Awareness:?Make employees aware of the change.
2. D: Desire:?Instill a desire to change.
3. K: Knowledge:?Teach employees how to make the change.
4. A: Ability:?Leverage knowledge into the ability to make the change.
5. R: Reinforcement:?Make the change permanent by reinforcing new methods.

Integrating ADKAR into Cybersecurity Risk Management

Now, let's examine how ADKAR can be leveraged to further the transformation effort to integrate cybersecurity and risk into the business:

1. Awareness: Begin by raising awareness about the importance of cybersecurity. Share real-world examples of cyberattacks and their consequences; whenever possible, be sure the examples have real-world parallels to the audience's mission.
2. Engage employees in discussions about the potential risks and how their action/inaction can affect the organization and the employee. A key here is to help the individual understand that change will benefit them, too.
3. Desire: To foster a desire for cybersecurity emphasize employees' shared responsibility. Encourage a culture where employees take ownership of cybersecurity and understand that their actions can make a significant difference. Highlight the role of cybersecurity in preserving the company's reputation and customer trust.
4. Knowledge: Provide comprehensive training on cybersecurity best practices. Offer various learning formats, such as e-learning modules, workshops, and simulations. Ensure employees recognize phishing attempts, maintain strong passwords, and securely handle sensitive information.
5. Ability: Equip employees with the tools and resources to implement cybersecurity measures effectively. This might include providing antivirus software, secure communication tools, and clear guidelines for reporting security incidents. Foster an environment where employees feel comfortable asking questions and seeking assistance.
6. Reinforcement: Continuously reinforce the importance of cybersecurity through regular reminders, updates, and feedback. Recognize and reward employees who demonstrate exemplary cybersecurity practices. Conduct periodic security assessments to identify vulnerabilities and address them promptly.

As with any framework or model, ADKAR goes much more profound and is highly adaptable, so it can be finely tailored to an organization's unique culture and requirements, facilitating a more profound and practical integration of cybersecurity into its core processes.

The ADKAR model is a great tool to help businesses empower their employees to become active defenders against cyber threats, ultimately strengthening business.

Other change management models offer different perspectives and approaches to manage change within organizations effectively. The choice of model depends on the specific context, the nature of the change, and the organization's culture.

In some cases, a combination of models may comprehensively address various aspects of change. Ultimately, an organization's risk management context aims to manage risk as we run, operate, and build the business.

Leaders could also explore other change management models; here are some areas in which they are particularly effective.

1. Kubler-Ross Change Curve: Recognizes emotional responses to change, including denial, anger, bargaining, depression, and acceptance. It helps understand and address workforce reactions to change.
2. McKinsey 7s Model: Evaluates how different parts of an organization interact, with seven elements (strategy, structure, system, shared values, staff, style, skills). Helps align departments and processes during organizational changes.
3. PDCA (Plan-Do-Check-Act) Model: A cyclical process for continuous improvement and controlled change. Involves planning, implementation, evaluation, and adjustment. Ideal for systematic improvements and efficiency.
4. Bridges Transition Model: Focuses on employees' emotional and psychological journey during change. Three stages: ending, losing, and letting go; neutral zone; and new beginnings. Helps guide employees through significant changes.

Each model offers similar and distinct features and advantages for organizations planning and managing change. The choice of model depends on specific organizational needs and the nature of the change being undertaken.

Regardless of the model(s) chosen or adapted, the transition from reactive information security and risk management to proactive business-aligned integrated is no small feat but worthy of undertaking.

References

Hammond, T. (2020, January 27). Todd Hammond: Proactive Cybersecurity & Business Risk Solutions -. Www.toddhammond.com. https://www.toddhammond.com/

Prosci. (2019a). The Prosci ADKAR Model | Prosci Tim Talks. In YouTube. https://www.youtube.com/watch?v=L_7I03LOyyk

Prosci. (2019b). The Prosci ADKAR Model: Why it Works. Prosci.com. https://www.prosci.com/resources/articles/why-the-adkar-model-works