Leadership of High-Potential Security Talents

Companies are facing challenges due to shortages of skilled security staff. On the one hand, the security responsibilities of executive management and threats of attack are increasing, on the other hand, the market does not provide sufficient personnel for the labour force. The circumstances create extra workload on the existing security staff due to the risen number of responsibilities. Educated security staff is in the situation to select the employer and is able to choose from a wide range of companies. Recruitment of such highly demanded people requires specific treatment, as they understand their market value. In the course of this thesis, a mutual understanding between line managers, security personnel and the human capital department is reached by demonstrating mutual synergies and interdependencies. The incorporation of expert opinions on security talents enables new insights. The results confirmed the common picture in literature on high-potential security talents, however, the prevailing of the theories in practise depends on the respective organisation regarding financial appreciation and career opportunities. The applied leadership style has a direct influence on the willingness to continue working for the company. Future research should be conducted in the area of analysing the root causes of the pitfall situation based on the gaps identified in order to initiative structural improvements. Empirical data from quantitative interviews will underline the identified findings on high-potential security talents.