The “scapegoat role” is a facet of that job I never considered… That’s a special level of stress .
Nice article. Thanks, Nic!
The “scapegoat role” is a facet of that job I never considered… That’s a special level of stress .
Nice article. Thanks, Nic!
Agreed, when there’s a breach usually they want someone’s head to roll. I gotta give credit to @Kristen Canady for finding it and sharing it with the marketing team.
Sometimes experiencing burnout comes from not having the right processes and tools in places to manage the workload. It’s imperative to take a step back and assess the systems that you have in place and see where improvements can be made. Consider automating (Threatmodeler ), delegating certain responsibilities to team members, or setting realistic goals for yourself. Additionally, take a break throughout the day, or perhaps do what so many people are doing in the article above and switch careers.
I definitely can see the burnout with CISOs. A high-profile, high-stress, and high-risk job like that isn’t maintainable forever. Especially if you’re just WAITING for the breaches that are most likely coming.
https://www.darkreading.com/risk/1-in-4-cisos-will-leave-cybersecurity-by-2025
Looks like the shortage of talent is just going to get worse as the ones currently working get burned out and move to another career. What’s your level of burnout and how seriously have you considered switching careers?
When it comes to Cybersecurity, the more lucrative it sounds,
the more difficult it is to enter this complex world of firewalls, coding, and network security infrastructure.
However, a lack of resources or knowledge in companies makes this a challenging task, as do the strenuous working hours.
When you've been doing something for a long time, it's natural to get burned out or experience creative blockage.
For me, I see this as a challenge to overcome, and if that doesn't happen, I see it as an opportunity to switch.
Cybersecurity is a demanding field that requires constant vigilance, adaptability, and a commitment to staying up-to-date with the latest threats and technologies. The high-stress environment and long hours can take a toll on cybersecurity professionals, including CISOs.
To mitigate the risk of burnout, cybersecurity professionals can take steps to prioritise self-care, set realistic expectations and boundaries, and seek support from colleagues and mentors.
https://www.darkreading.com/risk/1-in-4-cisos-will-leave-cybersecurity-by-2025
Looks like the shortage of talent is just going to get worse as the ones currently working get burned out and move to another career. What’s your level of burnout and how seriously have you considered switching careers?
To address the issue of burnout in cybersecurity, organizations can take several steps, including providing adequate resources and support for cybersecurity professionals, such as training, tools, and staffing. They can also implement programs to promote employee wellness and work-life balance, such as flexible schedules, paid time off, and mental health support.
In addition, cybersecurity professionals can take steps to manage their own stress and prevent burnout, such as setting realistic goals, prioritizing tasks, taking breaks, and engaging in activities outside of work to help manage stress.
Overall, addressing burnout in cybersecurity is essential for ensuring the well-being of cybersecurity professionals and maintaining strong security postures in organizations.
Burnout is real, especially in the cybersecurity industry! As others have stated above, CISOs have a very demanding job and the risk of failure in this role can be catastrophic for not just the person, but the company, and hundreds of thousands of individuals depending on the type of breach. The thing I have found interesting is the increase of those leaving jobs due to their direct management, not necessarily the job itself.
There have been articles posted about topics around this basis: https://www.linkedin.com/pulse/employees-dont-leave-companies-managers-jason-pilgrim/
Wonder if this could be a main contributor in this role as well...as those stated above, better process and tools in place to manage the workload as well as having the ability to take leave, or self-care when needed could all be related to those items listed above them. We as leaders, managers, or whatever title you have need to find ways to help our employees by setting expectations up front that we can also adapt and change to help suit our employees needs.
Having the ability to build more productive process, potentially purchase the right tools (if money allows), provide mental health days, etc...would help create less burnout. Not a 100% fix, but a start in the right direction.