In past articles, I have written about behaviors and style characteristics that tend not to be valued by organizations and that have proven often to be the underpinnings of why some security leaders fail in their roles. The counterbalance to that are leadership attributes and behaviors that are essential for success.

Arkansas Governor Asa Hutchinson announced the creation of a task force to study and analyze best practices and procedures for recruiting, training and maintaining law enforcement officers in the state.

It is no secret that finding and recruiting strong Chief Information Security Officer (CISO) candidates is far from easy. Many CISOs typically stay in a role for a few years and subsequently are not able to dedicate adequate time to the development of junior leaders who could become the next wave of security leaders. Most organizations are forced to look externally for the experience they require. However, looking for outside hires also contributes to the shortage of potential internal leaders, as skilled professionals are often overlooked. For the security industry to thrive, this needs to change, and it starts with grooming the next generation of leaders.

Political and economic uncertainty are creating shifts in the global business landscape and leaving business leaders struggling to adapt.

As you advance your security career into senior and executive levels, occasions may arise where your personal values may conflict with those in the organization. How will you handle ethical challenges that may have career and life-long impacts?

You have just started your role as a senior security leader in a new organization. After having gone through an extensive interview and evaluation process, both you and your new employer likely start this relationship feeling very positive about the future.

An emerging challenge facing security leaders involves governance related to the collection, storage and transmission of personal information and the ethical utilization of it. While there are compliance programs currently in place that govern the protection of individual medical and financial data, there are clearly additional challenges on the horizon.

From an employer perspective, hiring top security talent for your team can be a challenge. As a hiring manager, you need to understand how to best select and leverage a search firm to support your efforts.

Lengthy wait times for security clearances in government positions aren't necessarily changing recruiting policies, but they are discouraging some of the best applicants. 

The war for talent is ramping up and any business owner, hiring manager, or HR pro will tell they’re receiving plenty of applicants, but how many of them are truly qualified?