As companies increase focus on security and technology, CISOs are central to delivering these goals. Because of this, CISOs need to earn the trust of their colleagues fast. Like with all relationships, accelerating trust is challenging. Additionally, people tend to resist new ways of doing things (and the people who suggest them). This is further amplified if it’s an area that they don’t know much about already. CISOs will need to find creative solutions to accelerate building rapport to succeed in delivering the results their companies expect. Companies that successfully navigate change have:
- Professional trust that the team driving the change has considered all needs.
- Established and nurtured executive relationships.
Applying this framework will improve your influence within the company and the perception of the Security Team. Approach your peers as individuals and seek to ‘understand’ them by focusing on these three dimensions.
- Who they are (here, at this company)
- What made them
- How they’re known
Understand WHO They Are (here)
Every person is built from their prior experiences. Understand your stakeholder’s unique history and their specific role and context within the organization. This tells you how to engage with them and know what to expect from them. Here are two things to look for:
Organizational Seniority
- Have they held this role in a previous company?
- What experience do they have that helped them get the role?
- Does their role have the same level of influence as other senior leaders?
- Does their actual organizational seniority align with their self-perceived seniority?
Observing an individual’s actual and perceived seniority within the organization provides additional insight into their sphere of influence, responsibility, (and importance to you). This can ultimately help enhance communication, align leadership styles, and enable better working relationships so your team can find solutions instead of more obstacles.
💡 What people believe about themselves and what their role is, may be two different things.
Leadership Role
→ Do they help other people execute?
→ How integral are they to the operations?
→ Do people consider them advocates for change?
→ Are they decision-makers (or mere figureheads)?
→ Are they part of the oversight and compliance engine of the company?
Observing where an individual stands in the job hierarchy, and their perceived value helps you see how they influence others (and are influenced).
Get to Know WHAT Made Them
Adding to the context of a person’s in-office role is to understand where they are in their life journey and what they value. Consider who they are outside the four walls of the office.
What life events, knowledge base, and personal experiences helped shape the arc of their career? These indicators help inform their personal narrative and are likely to provide opportunities for greater connection and better awareness of potential ‘hot-button issues.’
Recognizing where an individual invests their time outside of work can also provide insights into their motivations and potential for innovation within the company.
Explore HOW They Are Known
Finally, study their reputation, how do other people describe the person you’re trying to understand? This is naturally a sensitive area, focus specifically on understanding their reciprocity style.
A person’s reciprocity style is another way of describing how they give and take in a professional and social manner. Reciprocity style helps you understand more about motivations and preferences. Adapting to a stakeholder’s reciprocity style helps maintain a balance and a productive work environment.
For example, if someone helps others without expecting anything in return, they might volunteer for extra tasks or help their teammates. On the other hand, someone who generally seeks more than they give might ask for help from others while contributing less to the team.
Understanding someone’s reputation provides two indicators. It informs how much to ‘invest’ in a relationship with them, and how to approach and read their response.
Why These Characteristics Are Important
Each stakeholder interacts differently. Understanding their context reveals strategies for earning their trust and which enables better connection.
Recognizing, who the person is, what made them, and how they’re known allows you to align your approach with how your stakeholder is motivated. From there, you’ll naturally strengthen a more productive relationship based on trust and positive rapport. Afterall, they’re using this same strategy when they meet you.
