In today’s high-stakes digital environment, the role of the Chief Information Security Officer (CISO) has evolved far beyond risk management and regulatory compliance. Cybersecurity defense now demands leaders who can balance relentless external threats with internal adaptation and resilience: leaders who lead with strategic precision, empathy, and purpose. As a virtual CISO (vCISO) with intensive adaptive leadership training and experience, a Master’s in Public Health in Health Policy and Management, Master of Arts in Organizational Change and Development, Co-Active Coaching certification from the Co-Active Training Institute, and experience as a First Responder and global IT project leader, I bring a unique and integrative perspective to what I call Cybersecurity Warrior Leadership. The construct of Cybersecurity Warrior Leadership (CWL) refers to leaders who demonstrate attributes such as strategic clarity, effective leadership in times of uncertainty, tactical execution, emotional intelligence, cultural competency, individual resilience and adaptability, inspiration, and the practice of self and team care.
Drawing on frontline crisis response, integrative vCISO work, organizational health assessments, and executive coaching, I’ve seen firsthand how burnout, organizational barriers to security compliance, lack of cultural competency, and emotional fatigue can quietly undermine even the most capable cybersecurity teams. Thus, in practice CWLs must progress beyond technical defense to emphasizing self-care, psychological safety, and team well-being as mission-critical assets. To support CWLs and the cybersecurity mission, Organizational Health Assessments (OHAs) function as structured evaluations to measure organizational functions across key areas that impact performance, culture, and long-term sustainability. Unlike traditional audits or performance reviews that focus only on metrics or outcomes, OHAs evaluate underlying behaviors, systems, and norms that drive those results. At the core is self and team care, because sustainable cybersecurity leadership requires more than technical skill; it demands the capacity to regulate stress, prevent burnout, and cultivate teams that feel safe, valued, and empowered to protect sensitive assets. A healthy cybersecurity program is based on the pillars of trust, accountability, and psychological safety which enables CWLs to lead with vigilance, resilience, integrity, and strategic clarity in the face of relentless pressure and cyber threats. See additional details in Organizational Health, Cybersecurity Warrior Leadership, and Self and Team Care in Table 1.
As threats intensify and expectations soar, self and team care become essential for sustained performance, sound judgment, and organizational trust. To sustain trust, CWLs must recognize that psychological readiness, emotional intelligence, and burnout prevention are as essential to security posture as firewalls and threat intelligence. Thus, by practicing self and team care, CWLs enhance their own well-being and create a healthier, more productive environment for everyone. A well-rested, focused, and motivated leader, alongside a supported and empowered team, is key to combating the challenges of cybersecurity threats while maintaining high morale and operational success.
In this blog, I’ll explore how the evolving role of CWLs intersects with mental fitness, emotional intelligence, cultural competency, and team wellbeing. While CISOs and vCISOs are examples, there are other roles that embody the CWL archetype. See Cybersecurity Warrior Leader Roles in Table 2.
A few examples of self and team care considerations and best practices are listed below.
Self-Care
Prioritize Mental and Physical Health
• Regular Exercise: CWLs often work long hours at a desk. Regular physical activity (even just walking or stretching) can help improve mental clarity, reduce stress, and boost energy levels.
• Healthy Eating: Maintaining a balanced diet is essential. CWLs should be mindful of their nutritional intake, ensuring they consume enough brain-boosting nutrients.
• Adequate Sleep: Stress and long hours can lead to burnout. Ensuring sufficient rest helps to stay sharp and maintain the decision-making capabilities needed in high-stakes situations.
Set Boundaries and Avoid Overwork
• Work-Life Balance: CWLs can set boundaries by establishing clear work hours and making time for personal and family life. Overworking can lead to burnout and decreased productivity.
• Delegation: CWLs must delegate tasks effectively to avoid being overwhelmed. This also helps in building trust within the team.
Build Resilience Through Mindfulness and Reflection
• Mindfulness Practices: Meditation, deep breathing, or mindfulness exercises can reduce stress and improve focus. These practices allow CWLs to remain calm in high-pressure situations.
• Regular Reflection: Taking time to reflect on daily experiences, challenges, and successes helps to manage stress and maintain perspective.
Continuous Learning and Professional Development
• Stay Updated: The cybersecurity landscape is ever evolving. Continuing education—through courses, certifications, or conferences can keep CWLs engaged and intellectually stimulated.
• Engage in Networking: Networking with likeminded CWLs in business and the cybersecurity industry can provide emotional support and shared experiences, helping to avoid isolation.
Cultural Competency
• Emotional Depth and Cultural Awareness: CWLs must lead not only with technical precision but must navigate complex, multicultural teams under pressure making cultural competency a critical strategic skill, not a soft one.
• Empathy and Adaptability: Cultural competency strengthens mental fitness by enabling the CWL to engage diverse perspectives to manage stress, communicate across differences, and build psychological safety.
• Trust and Inclusion: A cybersecurity team is often globally distributed and culturally diverse, which requires leading with inclusivity, ensuring that every voice is heard, respected, and valued to enhance trust, communication, and cohesion.
Team Care
Team Wellbeing
• Burnout and Decision Fatigue: Team well-being is not a luxury; it’s a leadership imperative to foster a resilient and healthy team as a foundation for mission success.
• Mental Fitness: Team well-being directly supports mental fitness, ensuring that both the CWL and their team maintain clarity, focus, and stamina under pressure.
• Emotional Intelligence: The ability to recognize, regulate, and respond to emotions with intelligence and intent helps CWLs model emotional self and team awareness.
Foster a Culture of Open Communication
• Encourage Transparency: Create an environment where team members and fellow CWLs feel comfortable discussing challenges, stress, or burnout. CWLs should actively listen to concerns and address them promptly.
• Regular Check-ins: Schedule one-on-one and team meetings to assess workloads, check on team morale, and encourage open dialogue.
Provide Professional Development Opportunities
• Training and Growth: Ensure that your team has access to relevant training and professional development opportunities. This keeps them engaged, motivated, and prepared for new challenges.
• Career Path Clarity: Work with team members to set career goals and growth trajectories, offering mentorship and support to help them reach their objectives.
Implement Stress Management Practices
• Encourage Breaks: Encourage your team to take regular breaks, whether it’s a quick walk, meditation, or just a few minutes of downtime. Overworking leads to burnout and reduced effectiveness.
• Team Bonding Activities: Organize activities (virtual or in-person) that allow team members to bond outside of work tasks. This can include game nights, team lunches, or wellness days. These activities help build trust and camaraderie.
• Resilience Training: Provide team training on how to handle stress, manage pressure, and maintain focus in high-stakes situations.
Additional Strategies for Sustaining Long-Term Self and Team Care
Cultivate a Supportive Team Environment
• Diversity: Foster an environment where diverse people and perspectives are welcomed. This can lead to more innovative problem-solving and a more inclusive and supportive culture.
• Peer Support: Encourage peer mentorship and buddy systems, where team members can support each other both professionally and emotionally.
Recognize and Celebrate Achievements
• Celebrate Wins: Whether it’s a major incident resolved or completing a project milestone, taking time to recognize and celebrate successes boosts morale.
• Show Appreciation: Regularly express appreciation for your team’s hard work. A simple “thank you” can go a long way in making team members feel valued.
Create a “No Blame” Culture: In cybersecurity, mistakes can happen, but fostering a culture where mistakes are viewed as learning opportunities rather than a cause for blame can reduce stress.
Manage Cybersecurity Fatigue: Encourage the use of rotating shifts for critical tasks and allow team members to take periodic time off to recharge. Cybersecurity fatigue is real, and allowing the team to decompress is essential for long-term success.
Provide Counseling and Support Services: Offering Employee Assistance Programs (EAPs) or other mental health resources ensures that team members can access professional support when needed.
Table 1: Organizational Health, Cybersecurity Warrior Leadership, and Self and Team Care
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Table 2: Cybersecurity Warrior Leader Roles
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References
1. Gallup. (2023). State of the global workplace: 2023 report. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
2. HITRUST Alliance. (2023). HITRUST CSF v11.1: Security and privacy control framework. https://hitrustalliance.net
3. International Organization for Standardization. (2022). ISO/IEC 27001:2022—Information security, cybersecurity and privacy protection—Information security management systems—Requirements. https://www.iso.org/standard/27001
4. Lencioni, P. (2012). The advantage: Why organizational health trumps everything else in business. Jossey-Bass.
5. McKinsey & Company. (2015). Organizational health index (OHI). https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/organizational-health-a-fast-track-to-performance-improvement
6. National Institute of Standards and Technology. (2024). Baldrige excellence framework (business/nonprofit): A systems approach to improving your organization’s performance (2024–2025 ed.). U.S. Department of Commerce. https://www.nist.gov/baldrige
7. National Institute of Standards and Technology. (2024). NIST cybersecurity framework (CSF) 2.0. https://www.nist.gov/cyberframework
8. National Initiative for Cybersecurity Education (NICE). (2020). NICE cybersecurity workforce framework (NIST SP 800-181 Rev. 1). https://doi.org/10.6028/NIST.SP.800-181r1
9. SANS Institute. (2023). SANS 2023 security awareness report: Managing human risk. https://www.sans.org/white-papers/security-awareness/
10. Denison Consulting. (n.d.). Denison organizational culture model. Retrieved June 6, 2025, from https://www.denisonconsulting.com
11. ISACA. (2019). COBIT 2019 framework: Introduction and methodology. https://www.isaca.org/resources/cobit
The content provided herein is for general informational purposes only and should not be construed as legal, regulatory, compliance, or cybersecurity advice. Organizations should consult their own legal, compliance, or cybersecurity professionals regarding specific obligations and risk management strategies. While LevelBlue’s Managed Threat Detection and Response solutions are designed to support threat detection and response at the endpoint level, they are not a substitute for comprehensive network monitoring, vulnerability management, or a full cybersecurity program.
