Fluid, flexible, accountable and committed - Security designations allow you to introduce the elements of responsibility, segregation of duties, role based accountability and even extends itself to cross training as a BAU activity. The designations are not job specifications and neither are they a task and activity list that project/programs might adhere to. They represent goals that an environment needs to achieve as business as usual activity where the achievement is spread across the designations. The security designations overlap with different goals so, for example, the work carried out by one individual is either passed onto another for completion or enters the next cycle for development. This model extends out to include consultants and contractors so their time is better mapped back into the achievements.
This subtle difference makes it completely different to the incumbent approach to a security job, as the achievement of a goal is a team wide effort. Mixing differing skillsets across the designations and almost swivel across the 3 strata’s as required to achieve the goal is almost welcomed, without the need for wasted efforts of middle management. The designations allows spin/momentum to be created that can change direction as required, not agile, but progressive to build the achievement as required. Of course the skillset must be present, however, as each goal is achieved the knowledge is retained within a work-book, thus if specific skillset resources are not be available, then almost any individual is able to progress to the goal.
The Mapri security designations ensures team players are less stressed, happy and often take their own progressive action to realise the end goal, simply because, even if the team element is lacking, or the skillset is missing, the freedom to achieve the goal is present, irrespective of any other department wide factors, in fact, it makes the department almost a secondary value as it has a less group or collective style utilised.
With start up organisations who need to remain dynamic, or product based companies that need to be aggressive or even the managers performing non skilled accountabilities, the Mapri security designation is a style that is tried and trusted giving strong results – always.
This subtle difference makes it completely different to the incumbent approach to a security job, as the achievement of a goal is a team wide effort. Mixing differing skillsets across the designations and almost swivel across the 3 strata’s as required to achieve the goal is almost welcomed, without the need for wasted efforts of middle management. The designations allows spin/momentum to be created that can change direction as required, not agile, but progressive to build the achievement as required. Of course the skillset must be present, however, as each goal is achieved the knowledge is retained within a work-book, thus if specific skillset resources are not be available, then almost any individual is able to progress to the goal.
The Mapri security designations ensures team players are less stressed, happy and often take their own progressive action to realise the end goal, simply because, even if the team element is lacking, or the skillset is missing, the freedom to achieve the goal is present, irrespective of any other department wide factors, in fact, it makes the department almost a secondary value as it has a less group or collective style utilised.
With start up organisations who need to remain dynamic, or product based companies that need to be aggressive or even the managers performing non skilled accountabilities, the Mapri security designation is a style that is tried and trusted giving strong results – always.