The IT security world changed forever in 2013. Some believe that’s when the bad actors got as smart as the good ones. Others say it’s because the dark web provided easy distribution of powerful hacking tools to the masses. Regardless of the reason, the internet got more dangerous. Because of this, organizations could no longer simply rely on traditional security tools to protect their networks – they need IT pros with a new set of skills to complement the security offered by firewalls and software.
As a manager or company leader, you’ve got a perspective on what your employees are good at—whether they know it or not—and you can provide the outsider perspective required to make a self-aware IDP. Follow the guide from CompTIA’s Future Leaders and you’ll see it can be done in a couple of steps.
Start with an honest self-assessment. That includes a non-confrontational discussion about areas of improvement.
Help people identify where they want to be in two to five years, and hear the kinds of responsibilities, roles and titles they want to take on. Take that into consideration for your own business plans.
Let individuals take the lead on the self-assessment. It should be a reflection on their current knowledge, skills and abilities as they see it. You can help fill in the blanks.
Before you think you can pass this off to HR, understand that you need to look outside of the human resources function to drive performance and make tools like the IDP successful. Employees are accountable for their own performance but should also hold leadership accountable for supporting them along the way.
Increased Cybersecurity Breaches and the Advent of the Advanced Persistent Threat
The past six years brought historic cybersecurity breaches at Target, Yahoo! and the Democratic National Committee (DNC). These events provided a wake-up call for cybersecurity, and, as a result, the advanced persistent threat (APT) gained widespread attention. At the time, APTs surprised most IT pros, but not anymore. Advanced persistent threats are targeted cybersecurity attacks that aim to observe systems and steal data over time.
More Info: jobs with a+ certification
As a manager or company leader, you’ve got a perspective on what your employees are good at—whether they know it or not—and you can provide the outsider perspective required to make a self-aware IDP. Follow the guide from CompTIA’s Future Leaders and you’ll see it can be done in a couple of steps.
Start with an honest self-assessment. That includes a non-confrontational discussion about areas of improvement.
Help people identify where they want to be in two to five years, and hear the kinds of responsibilities, roles and titles they want to take on. Take that into consideration for your own business plans.
Let individuals take the lead on the self-assessment. It should be a reflection on their current knowledge, skills and abilities as they see it. You can help fill in the blanks.
Before you think you can pass this off to HR, understand that you need to look outside of the human resources function to drive performance and make tools like the IDP successful. Employees are accountable for their own performance but should also hold leadership accountable for supporting them along the way.
Increased Cybersecurity Breaches and the Advent of the Advanced Persistent Threat
The past six years brought historic cybersecurity breaches at Target, Yahoo! and the Democratic National Committee (DNC). These events provided a wake-up call for cybersecurity, and, as a result, the advanced persistent threat (APT) gained widespread attention. At the time, APTs surprised most IT pros, but not anymore. Advanced persistent threats are targeted cybersecurity attacks that aim to observe systems and steal data over time.
More Info: jobs with a+ certification
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