How a Values-Driven Approach to Cybersecurity Can Save Your Organization Money and Build Trust

Susan Hayer, Ph.D • December 2, 2024

When I think about cybersecurity, I don’t just think about firewalls and antivirus software—I think about people. Over the years, I’ve seen that it’s not just technology that protects organizations; it’s the culture, leadership, and values driving how people interact with technology. Cybersecurity is as much about trust and collaboration as it is about systems, and when done right, it doesn’t just prevent threats—it saves money and fosters resilience.


Here are some real-world examples where a values-driven approach to cybersecurity made all the difference:


Creating a Culture of Awareness and Accountability

What Happened:

At one organization I worked with, a phishing email caused a major data breach because an employee unknowingly clicked a malicious link. This wasn’t a case of negligence—it was a lack of awareness. I remember talking to their leadership, who admitted they hadn’t prioritized cybersecurity training because they thought it wasn’t “urgent.” That one oversight cost them millions in recovery costs and lost productivity.


What They Did:

They started by reframing cybersecurity as a shared responsibility grounded in respect and collaboration. Leadership led by example, actively participating in cybersecurity awareness workshops. They also introduced phishing simulations and role-specific training to empower employees with the skills to spot and avoid threats.


The Impact:

Within a year, phishing incidents dropped by 70%, and employees started reporting suspicious emails before they became an issue. For every $1 invested in training, the organization saved $14 in potential breach costs. This wasn’t just a win for their bottom line—it rebuilt trust between leadership and employees by showing they cared about equipping their people for success.


Securing Leadership Buy-In for Cybersecurity Investments

What Happened:

I’ll never forget working with a company that suffered a crippling malware attack. The leadership team had delayed upgrading their outdated systems because they saw cybersecurity as a cost rather than an investment. That decision cost them over $2.5 million in downtime and lost contracts.


What We Did:

I sat down with their leadership team and asked a critical question: What does losing trust, time, or customer confidence cost your organization? Together, we worked on a proactive cybersecurity roadmap that aligned with their values of accountability and growth. They allocated a dedicated budget to modernize their systems and implemented regular security reviews.


The Impact:

Within two years, they avoided over $3 million in potential costs from future breaches. More importantly, leadership’s proactive standpoint inspired confidence across the organization, shifting cybersecurity from a reactive expense to a shared strategic priority.


Strengthening Vendor and Third-Party Security Practices

What Happened:

One of my most eye-opening moments was working with a financial firm that suffered a breach through one of its third-party vendors. Although their security was strong, the vendor’s vulnerabilities created a backdoor for attackers.


What They Did:

They turned this challenge into an opportunity to build collaboration and trust with their vendors. They developed a strong vendor management program, including regular security audits, transparency requirements, and updated access protocols like multi-factor authentication.


The Impact:

With an annual investment, they reduced vendor-related risks by 60% and avoided potential penalties worth millions. This process didn’t just secure their systems; it also created stronger, more transparent relationships with their partners, reinforcing their reputation as a trusted financial institution.


Why This Matters

Cybersecurity isn’t just a technical challenge—it’s a human one. When organizations align their strategies with values like respect, collaboration, and accountability, they mitigate risks and build trust and resilience. And the cost savings? That’s just the icing on the cake.


My Question to You:

What’s your organization doing to align its cybersecurity efforts with its values? Are you empowering your people, prioritizing trust, and making smart investments? Let’s talk about how you can build a secure, values-driven culture that protects your organization while saving money.

When Values Become Just Words: A Reflection on Corporate Culture

By Susan Hayer, Ph.D • May 2, 2025
I’ve always believed that the heart of any organization lies in its values. This belief was shaped by my experiences as a customer and as someone who pays close attention to how companies treat their people and communities. For many years, Starbucks has been a shining example of what it means to live by a set of guiding principles. But recently, I’ve questioned whether those values are still being honored, especially after a personal experience that unsettled me. I stopped by my local Starbucks for a cup of water while out for a walk in the Arizona heat, where dehydration and heatstroke are real dangers. I’d done this before, and it always felt like a small gesture of community: a business looking out for its neighbors, whether they were buying coffee or not. This time, though, I was refused. The barista explained that they could only provide water to paying customers (which I am, just not while I was on a walk). I left, dehydrated and disappointed, and couldn’t shake the feeling that something fundamental had changed. Under Howard Schultz’s leadership, Starbucks was built on a foundation of shared values: respect, community, and a commitment to being a positive force in the world. Schultz famously insisted on calling employees “partners,” providing them with benefits and opportunities for growth, and embedding social responsibility into the company’s DNA ( The Cultural Legacy of Howard Schultz ). The company’s mission evolved from serving great coffee to nurturing “the limitless possibilities of human connection,” a lofty goal that, at its best, showed up in how customers and employees were treated. Schultz once said, “If people believe they share values with a company, they will stay loyal to the brand” ( Howard Schultz Message ). For many, including me, Starbucks wasn’t just a place to buy coffee. It was a place where you felt seen, welcomed, and even in small ways, cared for. When Values Become Just Words So what happens when those values are no longer reflected in everyday actions? When a company that once gave water freely in a desert city turns people away, it’s not just a policy change but a cultural shift. Values lose meaning when not lived out in real decisions and behaviors ( A great Article from David S. Cohen on values harming your culture) . As he put in his article, “Values are not wall decor... They are the cornerstone of defining right from wrong. The disconnect between stated values and actual behavior eats away at trust among employees, customers, and the broader community. It leads to distrust, disengagement, and, ultimately, a loss of loyalty. When a company’s actions don’t align with its values, it’s not just disappointing; it’s horrific. Why Values Still Matter- Now More Than Ever I’ve realized that values aren’t just something a company puts on a poster or in a mission statement—they’re the real foundation of how a place feels and operates. When I walk into a business, I can sense if its values are alive. For me, values are everything. They’re not just about business—how we treat each other and what kind of community we want to build. When companies remember that it makes all the difference. My experience at Starbucks may seem small, but it’s part of a larger pattern that raises important questions : 1. What do we expect from the organizations we support? 2. What happens to our communities when businesses no longer see themselves as part of the social fabric? 3. How do we hold companies accountable to the values they claim to uphold? It’s not about free water—it’s about what that gesture represents: empathy, community, and a commitment to doing the right thing, even when it’s inconvenient. These are the values that built Starbucks, and they can keep any organization strong, relevant, and respected. I hope Starbucks and all organizations remember that values are only meaningful when they are lived every day, in every interaction. In the end, it’s not just about coffee. It’s about connection, community, and the world we want to build together. Remember: Do one kind thing for someone today!

How Values-Driven Leadership Enhances AI Adoption in Organizations

By Susan Hayer, Ph.D • December 5, 2024
Artificial intelligence (AI) reshapes industries, enhances efficiencies, and drives innovation. However, the success of AI adoption hinges not solely on technological prowess but significantly on leadership that embodies and promotes core organizational values. A values-driven leadership approach ensures that AI integration aligns with ethical standards, promotes trust, and encourages collaboration, ultimately leading to sustainable and impactful AI implementation. Building Trust Through Transparency and Integrity The introduction of AI can elicit employee concerns regarding job security, ethical implications, and workflow changes. Addressing these concerns requires leaders to cultivate an environment of trust. Transparency: Leaders should openly communicate AI adoption's objectives, processes, and expected outcomes. This includes clarifying how AI will be used, the data it will process, and its impact on various organizational roles. Transparent communication demystifies AI and alleviates uncertainties. Integrity: Ensuring that AI systems are developed and deployed ethically is key. Leaders must commit to ethical AI practices, such as avoiding algorithm biases and ensuring data privacy. This commitment reinforces the organization's integrity and builds confidence among employees and stakeholders. By prioritizing transparency and integrity, leaders can build a solid foundation of trust, which is essential for successfully adopting AI technologies. Encouraging Collaboration and Inclusion AI adoption is not merely a top-down initiative; it requires active participation and collaboration at all organizational levels. Leaders play a crucial role in facilitating a collaborative environment. Inclusion: Engaging employees in the AI adoption process by soliciting their input and involving them in decision-making fosters a sense of ownership and reduces resistance to change. Inclusive practices ensure that diverse perspectives are considered, leading to more robust AI solutions. Respect: Valuing and respecting employees' insights and expertise encourages open dialogue and knowledge sharing. This respect enhances teamwork and ensures that AI tools are tailored to meet the organization's actual needs. A collaborative and inclusive approach ensures that AI adoption is a collective effort, leveraging the strengths and insights of the entire organization. Encouraging a Growth Mindset and Continuous Learning The dynamic nature of AI technologies necessitates a culture of continuous learning and adaptability. Leaders can cultivate this culture by promoting a growth mindset. Adaptability: Leaders should model adaptability by embracing new technologies and demonstrating a willingness to learn. This sets a precedent for employees to follow suit, fostering an environment where experimentation and innovation are encouraged. Support: Providing resources and opportunities for employees to upskill ensures they are equipped to work alongside AI technologies. Supportive leadership alleviates fears of obsolescence and empowers employees to grow with technological advancements. By encouraging a growth mindset, leaders enable the organization to remain agile and responsive to technological changes, maximizing the benefits of AI adoption. Aligning AI Initiatives with Organizational Values AI adoption needs to align with the organization's core values and mission to be meaningful and sustainable. Leaders are instrumental in ensuring this alignment. Purpose-Driven Implementation: Leaders should ensure that AI initiatives support the organization's overarching goals and ethical standards. This alignment ensures that AI is a tool to advance the organization's mission rather than detract from it. Ethical Considerations: Incorporating ethical considerations into AI development and deployment safeguards against unintended consequences reinforces the organization's commitment to responsible innovation. Aligning AI with organizational values ensures that technological advancements contribute positively to the organization's objectives and societal responsibilities. Successful AI adoption extends beyond technological implementation; it requires leadership that embodies and promotes organizational values. Leaders can effectively navigate the complexities of AI adoption by building trust, facilitating collaboration, encouraging continuous learning, and ensuring alignment with core values. This values-driven approach facilitates smoother integration of AI technologies and enhances organizational cohesion and resilience in the face of technological change. Further Reading For more insights on the intersection of leadership, values, and AI adoption, consider exploring the following resources: AI And Leadership: How To Thrive In The Digital Transformation Age Human-Centric Leadership In The Age Of AI: Balancing Technology And People The AI Strategy Roadmap: Navigating the Stages of Value Creation These articles provide diverse perspectives on how leadership can effectively guide AI adoption within organizations.
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