1 00:00:00,05 --> 00:00:03,05 - [Instructor] I played tackle football for 12 years. 2 00:00:03,05 --> 00:00:04,07 And I currently coach 3 00:00:04,07 --> 00:00:07,08 an international women's tackle football team. 4 00:00:07,08 --> 00:00:10,01 One of my top priorities as a coach 5 00:00:10,01 --> 00:00:12,09 is building relationships with my players. 6 00:00:12,09 --> 00:00:14,07 I connect with them regularly 7 00:00:14,07 --> 00:00:17,00 and talk to them about everything from goals 8 00:00:17,00 --> 00:00:18,06 and learning styles, 9 00:00:18,06 --> 00:00:20,06 to challenges and fears. 10 00:00:20,06 --> 00:00:24,02 Anything they want to share, I'm all ears. 11 00:00:24,02 --> 00:00:27,01 The conversations and interactions I have with them 12 00:00:27,01 --> 00:00:30,06 help me understand how I can add value as a coach. 13 00:00:30,06 --> 00:00:34,04 And more importantly, how to keep them motivated 14 00:00:34,04 --> 00:00:39,00 so they continue to want to play for me and for my team. 15 00:00:39,00 --> 00:00:41,03 I noticed very early into my coaching career 16 00:00:41,03 --> 00:00:44,02 that the top performing players were always focused 17 00:00:44,02 --> 00:00:47,08 on improving their game and taking it to the next level. 18 00:00:47,08 --> 00:00:49,05 To help them progress, 19 00:00:49,05 --> 00:00:52,07 I watched game film and reviewed the playbook with them. 20 00:00:52,07 --> 00:00:55,05 Then identified opportunities for improvement 21 00:00:55,05 --> 00:00:59,05 based on their personal goals and the needs of the team. 22 00:00:59,05 --> 00:01:03,09 Finally, we worked together to put a progress plan in place 23 00:01:03,09 --> 00:01:06,06 to either help them grow in their current position 24 00:01:06,06 --> 00:01:08,09 or prepare them for a new one. 25 00:01:08,09 --> 00:01:11,05 This approach resulted in a high retention rate 26 00:01:11,05 --> 00:01:13,01 because players felt supported 27 00:01:13,01 --> 00:01:15,07 and in control of their own football careers. 28 00:01:15,07 --> 00:01:18,01 Coincidentally, I've found the same to be true 29 00:01:18,01 --> 00:01:19,05 in the workplace. 30 00:01:19,05 --> 00:01:23,05 In my experience, the top performing high potential members 31 00:01:23,05 --> 00:01:24,09 of the teams I lead, 32 00:01:24,09 --> 00:01:27,09 tend to focus on how to improve their performance 33 00:01:27,09 --> 00:01:29,08 or move their careers forward. 34 00:01:29,08 --> 00:01:33,07 Set another way, take their game to the next level. 35 00:01:33,07 --> 00:01:36,07 Although, clearly defined career progression requirements 36 00:01:36,07 --> 00:01:39,03 can play a critical role in employee motivation 37 00:01:39,03 --> 00:01:40,07 and satisfaction, 38 00:01:40,07 --> 00:01:42,08 simply outlining the requirements 39 00:01:42,08 --> 00:01:45,07 can leave members of your team feeling unsupported 40 00:01:45,07 --> 00:01:48,09 or believe in the next step in their career is out of reach. 41 00:01:48,09 --> 00:01:52,04 Think of your team members as football players for a moment. 42 00:01:52,04 --> 00:01:55,09 As a coach, if you simply hand over a list of things 43 00:01:55,09 --> 00:01:59,03 to improve without any guidance or feedback, 44 00:01:59,03 --> 00:02:02,06 it's likely your players will eventually feel unsupported 45 00:02:02,06 --> 00:02:04,03 or become frustrated. 46 00:02:04,03 --> 00:02:05,08 They may even leave your team 47 00:02:05,08 --> 00:02:09,05 in favor of what they perceive to be a better opportunity. 48 00:02:09,05 --> 00:02:11,07 Security leaders should view growth plans, 49 00:02:11,07 --> 00:02:14,08 much like coaches view progress plans. 50 00:02:14,08 --> 00:02:17,02 They are much more than a list of requirements 51 00:02:17,02 --> 00:02:19,00 or things to improve. 52 00:02:19,00 --> 00:02:22,04 A growth plan is the outcome of a performance review 53 00:02:22,04 --> 00:02:24,09 measured against requirements at the current 54 00:02:24,09 --> 00:02:27,06 and subsequent progression levels. 55 00:02:27,06 --> 00:02:31,01 The resulting plan should detail the identified gaps, 56 00:02:31,01 --> 00:02:34,05 and a plan to address those gaps, including milestones, 57 00:02:34,05 --> 00:02:38,01 key performance indicators, and available resources. 58 00:02:38,01 --> 00:02:39,03 For example, 59 00:02:39,03 --> 00:02:42,06 and to tie this back to the reason we're all here, 60 00:02:42,06 --> 00:02:44,04 if an entry level resource meets 61 00:02:44,04 --> 00:02:47,08 all the progression requirements of a mid-level resource, 62 00:02:47,08 --> 00:02:48,07 but let's say, 63 00:02:48,07 --> 00:02:51,09 they're missing a required industry certification, 64 00:02:51,09 --> 00:02:55,00 a growth plan could be as simple as setting a target date 65 00:02:55,00 --> 00:02:57,00 for achieving the certification, 66 00:02:57,00 --> 00:02:59,03 providing the appropriate training resources, 67 00:02:59,03 --> 00:03:00,09 and scheduling regular touchpoints 68 00:03:00,09 --> 00:03:04,01 to chat about progress and challenges. 69 00:03:04,01 --> 00:03:07,02 Similarly, if that same entry level resource 70 00:03:07,02 --> 00:03:09,06 is interested in joining a different team, 71 00:03:09,06 --> 00:03:12,08 a growth plan could include shadowing opportunities, 72 00:03:12,08 --> 00:03:15,06 aimed at exposing them to different types of projects, 73 00:03:15,06 --> 00:03:17,01 and maybe building additional skills 74 00:03:17,01 --> 00:03:20,07 beyond those required for your team specifically. 75 00:03:20,07 --> 00:03:24,00 In both cases, this is a win-win situation, 76 00:03:24,00 --> 00:03:26,06 because not only is the employee motivated, 77 00:03:26,06 --> 00:03:30,05 you're also bringing additional skills into your team. 78 00:03:30,05 --> 00:03:33,06 And let's face it, the stronger your players... 79 00:03:33,06 --> 00:03:35,05 Oh, sorry about that. 80 00:03:35,05 --> 00:03:37,05 I'm still thinking about sports. 81 00:03:37,05 --> 00:03:41,09 What I meant to say is, the more skilled your resources are, 82 00:03:41,09 --> 00:03:43,07 the stronger your team becomes 83 00:03:43,07 --> 00:03:47,06 regardless of their role or level within your team. 84 00:03:47,06 --> 00:03:48,07 Wow! 85 00:03:48,07 --> 00:03:51,05 Time certainly flies when you're having fun. 86 00:03:51,05 --> 00:03:54,08 So far, we've covered how focusing on entry level talent 87 00:03:54,08 --> 00:03:57,01 can help close the cybersecurity skills gap 88 00:03:57,01 --> 00:03:59,05 and enable you to build a talent pipeline 89 00:03:59,05 --> 00:04:00,08 worthy of applause. 90 00:04:00,08 --> 00:04:03,01 In the final section of the course, 91 00:04:03,01 --> 00:04:05,00 we'll cover some additional outcomes 92 00:04:05,00 --> 00:04:07,05 that I think you'll find quite interesting. 93 00:04:07,05 --> 00:04:09,00 Let's finish strong.