You Can’t Lead a Team You Don’t Understand

Hello friends,

A strong cybersecurity team isn’t just built on skills—it’s built on trust. But trust doesn’t come from policies, processes, or tools. It comes from real connections.

One of the biggest mistakes leaders make is assuming they know what their team wants. They focus on projects, deliverables, and KPIs, but forget the people making it all happen. And when that happens, good talent walks out the door.

I’ve seen this play out too many times. A high-performing security analyst left her company—not because of pay, workload, or lack of training, but because she felt unseen. Her manager never asked about her goals or struggles. She felt like just another resource, not a valued team member.

Why This Matters

Cybersecurity teams are diverse. You’ve got analysts, engineers, architects, and compliance folks—all with different skills and aspirations. Some want to be technical experts. Others want to move into leadership. Some thrive in high-pressure incident response, while others prefer strategic security planning.

If you lead a team without knowing what drives them, you’ll struggle to build loyalty and engagement. And let’s be real—retaining skilled cybersecurity professionals is already hard enough. You don’t want to be the reason they leave.

How to Build Real Connections

If you want your team to stay and succeed, start with these simple steps:

• Ask thoughtful questions:

  • What energizes you?

  • What do you want to improve?

  • How can I support you?

  • Where do you see yourself in two years?

• Actively listen. Don’t just hear them—understand them. Take notes. Follow up.

• Create tailored growth plans. Align their personal goals with business needs. Show them a clear path forward.

• Check in regularly. People evolve. Their ambitions change. Stay in the loop and adapt your leadership style accordingly.

The Bottom Line

People don’t quit jobs; they quit managers who don’t care. If you want to build a strong cybersecurity team, it starts with knowing your people. When they feel valued and supported, they don’t just stay—they perform at their best.

So, if you haven’t had a real conversation with your team in a while, now’s the time. Ask, listen, and lead with intention. It makes all the difference.

That’s all for this week folks.

Cheers,
Sivanathan