What if I Told You the Key to Elevating Your Organization’s Cybersecurity Doesn’t Lie in Expensive Tools but in Leveraging Human Nature?

Disclaimer:

The ideas and insights shared in this article are based on my personal experiences and opinions as a SANS Security Awareness Professional (SSAP) holder and Cybersecurity Engineer. They stem from my work creating and implementing a Cybersecurity Awareness Program from scratch for an organization and my ongoing interests in human behavior and psychology. While these reflections have been effective in my context, they may not apply universally and should be adapted to fit the unique needs and culture of your organization.

What if I Told You the Key to Elevating Your Organization’s Cybersecurity Doesn’t Lie in Expensive Tools but in Leveraging Human Nature?

Let’s face it: cybersecurity awareness programs are often more about ticking boxes than creating meaningful change. 

Annual mandatory training? Check. 

Phishing simulations? Check. 

Yet human risk remains one of the biggest vulnerabilities in any organization.

When I was tasked with improving cybersecurity awareness in an organization of about 2,000 people, I knew the standard approach wasn’t enough. At the time, about 30% of employees were falling for phishing simulations, and it was clear we needed more than just compliance-driven training. We needed a culture shift.

That’s when I decided to try something different—something deeply rooted in human nature. 

The Power of Human Connection

Humans are social creatures. Anthropologist Robin Dunbar famously theorized that our brains are wired to maintain about 150 meaningful relationships—a number often referred to as "Dunbar’s Number." Within those 150 relationships, smaller, tighter-knit groups naturally emerge. These are the people we interact with the most and trust the most.

Add to this the idea that “you are the average of the five people you spend the most time with,” and you start to see the incredible power of influence. The habits, values, and attitudes of those closest to us shape our own. In a workplace setting, this means the behaviors of key individuals can ripple outward, influencing the culture of entire teams or even the organization as a whole.

This was the insight that changed everything for me.

A Subtle but Powerful Method

Rather than rely solely on broad, organization-wide training, I decided to focus on building relationships with specific individuals. These weren’t necessarily managers or formal leaders; they were the people I noticed had the respect and trust of their peers. Call them influencers, connectors, or just natural leaders—they were the ones who could spark change.

I didn’t “train” them or formally recruit them as cybersecurity advocates. Instead, I simply got to know them. I built trust. I shared my passion for cybersecurity in a way that felt authentic and relatable. Over time, these individuals began to take my message seriously—not because they had to, but because they wanted to. And then something magical happened: they started talking to their peers about it.

This wasn’t a top-down directive or a structured campaign. It was organic. These individuals would casually mention something they learned about phishing emails or share tips during a coffee break. Slowly but surely, a ripple effect took hold. Within just eight months, our phishing failure rates dropped from 30% to under 10%.

This wasn’t just a reduction in numbers—it was a shift in culture. And it all started with leveraging the natural flow of human connection and influence.

The Science Behind the Ripple Effect

What happened wasn’t accidental—it’s backed by science and psychology. Here are a few principles that explain why this approach works:

1. Social Proof: Humans are wired to look to others for cues on how to behave. When trusted peers model secure behaviors, it’s far more effective than top-down mandates or generic training.

2. The Law of Diffusion of Innovation: According to this theory, innovations (or new behaviors) spread when key influencers—often referred to as "early adopters"—embrace them. These early adopters inspire others, creating momentum until the behavior becomes the norm.

3. Emotional Contagion: Passion and enthusiasm are contagious. When I shared my genuine excitement and concern for cybersecurity, it resonated with others, who then passed it on. People respond to authenticity far more than they do to corporate jargon.

4. Reciprocity: Building trust and goodwill with individuals often leads to a natural desire to reciprocate. By taking the time to connect and share my expertise, I created a sense of mutual respect and commitment.

Culture Change Starts with People, Not Policies

The takeaway: cybersecurity isn’t just a technical challenge—it’s a human challenge. You can’t change a culture by mandating behavior from the top or relying on annual training modules. Real change happens when you tap into the way humans naturally connect, trust, and influence one another.

The beauty of this approach is its simplicity. It doesn’t require expensive tools or complex frameworks. It requires empathy, observation, and the willingness to build relationships. By focusing on a few key individuals who naturally shape their teams, you can create a ripple effect that transforms the entire organization.

Why This Matters

Cyber threats evolve and the human element remains both our greatest vulnerability and our greatest opportunity. The phishing emails will keep coming, and the attacks will get smarter. But if we can elevate human cyber consciousness—not through fear, but through trust and connection—we can build organizations that are resilient from the inside out.

To my cybersecurity peers: What would happen if you tried this approach? If you stopped aiming for compliance and started aiming for connection? I’ve seen the results firsthand, and I believe this method has the potential to create a stronger, safer workforce of Cyber Stewards—naturally and sustainably.