If you’ve been in AppSec for a while, you’ve probably heard of Security Champions. Maybe you’ve even tried to implement a program. But here’s the thing – most of these programs fail within the first year. Today, we’re going to tell you why, and more importantly, how to build one that actually sticks.
WHAT ARE SECURITY CHAMPIONS?
Let’s start with the basics. Security Champions aren’t just your security team’s representatives in other departments. They’re force multipliers. Think of them as security ambassadors who speak both languages – they understand their team’s technical challenges and business pressures, but they also get security.
The real magic happens when you find that developer who’s naturally curious about security, that product manager who always asks the right risk questions, or that QA engineer who has a knack for finding edge cases. These are your natural champions.
But here’s what most companies get wrong – they try to force this role on people. They pick the most senior engineer or the team lead, regardless of interest. That’s mistake number one.
COMMON PITFALLS
Let’s talk about the three biggest pitfalls I’ve seen in Security Champions programs:
First: Treating it as a part-time volunteer position with no real support. Your champions need dedicated time, resources, and recognition.
Second: No clear mission or metrics. “Make things more secure” isn’t a goal. You need specific, measurable objectives.
Third: Isolation. Champions who feel alone or unsupported will quickly lose motivation.
I recently spoke with a CISO who had an interesting insight. She said, “We kept trying to train our Champions on security tools, but what they really needed was training on influence and communication.”
BUILDING A SUCCESSFUL PROGRAM
So how do you build a program that works? Let’s break it down:
- Selection Process:
- Look for volunteers, not voluntolds
- Focus on enthusiasm over experience
- Ensure their managers are bought in
- Support Structure:
- Dedicated time (minimum 10% of their work week)
- Direct line to the security team
- Regular training and certification opportunities
- Recognition and rewards program
- Clear Responsibilities:
- Security review of design documents
- Code review assistance
- Security awareness evangelism
- Incident response support
Here’s a pro tip: Create different levels of Champions. Start with “Security Advocates” who attend meetings and share knowledge, then progress to full “Champions” who can conduct security reviews and train others.
MEASURING SUCCESS
Let’s talk metrics. You need both quantitative and qualitative measures:
Quantitative:
- Number of security issues identified early in development
- Reduction in security defects
- Time to resolve security issues
- Security training completion rates
Qualitative:
- Developer satisfaction surveys
- Security team feedback
- Champion retention rates
- Quality of security discussions in design reviews
REAL-WORLD SUCCESS STORY
Let me share a quick success story. A mid-sized fintech company implemented these principles. They started with just five champions. The key? They gave each champion a specific security project they were passionate about.
One champion modernized the threat modeling process. Another created security unit testing templates. A third built a security knowledge base.
Within six months, they had a waiting list of people wanting to join the program. Why? Because they saw their colleagues making real impact and getting recognition for it.
WRAP-UP
Remember: A Security Champions program isn’t just another security initiative. It’s about building a community of security-minded individuals who can bridge the gap between security requirements and business realities.
Start small, focus on value, and most importantly – make it about the people, not just the process.