In this year’s Security Leadership: 2021 Women in Security report, we take you through the professional journeys of 13 enterprise security leaders that have risen the ranks during their careers with their skills, forward-thinking mindsets, and a passion for the job they do.
Last month I had the honor to speak at the Security 500 conference in front of a large room of senior security leaders. My own personal take-away from the event is that no matter how long you’ve been in this industry there is always something new to learn.
Hundreds of sports security professionals met last week in Louisville, Kentucky, for the 9th Annual NCS4 Conference, where they tested new technology, networked, discussed situational awareness techniques and honored industry professionals who go above and beyond to ensure their venues and events stay safe.
Congratulations, security executives, soon you will officially be the “corporate rock-star.” That’s according to one industry analyst, Ted Schlein, who is also a general partner at Kleiner Perkins Caufield & Byers. In the article, “The Rise of the Chief Security Officer: What It Means for Corporations and Customers,” published by Forbes, Schlein wrote: “For business leaders today, no task is more important than ensuring confidence and trust in the organizations they lead. The boardroom has woken up to the importance of security – and to the enormity of what it will take to protect company and consumer data from attacks.”
You have been with your current organization for more than 10 years leading the corporate security function, having conceived and built the program, hired staff around the world and integrated the department to being a trusted advisor to senior management. Since this is your second career, you are now reaching a point that you would like to retire and pursue other passions and personal interests. After sitting down and discussing this with your boss, you realize that he or she and the management team are concerned about the lack of a succession plan for your replacement. Their position is: While your second level staff is very good operationally, they are not under serious consideration for your role, and HR will be looking outside the company for your replacement.