Twitter has recently filled with requests for mentors and
volunteers to be mentors.
I’m a huge fan of mentors and mentoring. Mentoring forms the
bulk of my role as a senior leader.
But, if the idea of mentoring to the “more than curious” or
the “new” is to have them know what they don’t know, why should mentoring stop
there?
I see the frequent mentoring offers about red team
techniques, blue team investigations, and the like. But what about the
mentoring for the skills that get someone to the next level? The less discussed
skills. These examples aren’t just for the CISO or best left to them.
What if mentoring included topics like...
Summarizing outcomes into easy-to-understand thoughts and
compelling ideas.
Walking a conversation from 30,000 ft to 10,000 ft, instead
of jumping in at 1000 feet.
Aligning a security activity with a broader goal that
reinforces importance.
Telling stories that resonate with a listener and within with
they can identify.
Without mid-level mentoring, we may be growing first level mentors
without the crucial context of influence and interaction senior leadership
without whom there is no security program.
Mentors that perhaps don’t know what they don’t know.
Every external interaction with the cyber security team leaves
an imprint. An impression. A perception. A sense of how important the greater goals are to the
communicator.
and mentoring does too.
Let that mentoring imprint be bigger than just a technology
discussion.
And deepen that imprint’s impression as well.
Follow me on Twitter for discussion and the latest blog
updates: @Opinionatedsec1. Or, start your own discussion using
#crazygoodcyberteams on twitter or Linkedin and I'll read it.
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