The Need for Organisational Resilience - Chapter 7

• be accessible to the team leader throughout the task;

engage with, and listens to, the red team;

•

• give due weight to the red team’s findings and use them where appropriate;

• protect the red team from unwarranted criticism and negative reaction;

• ensure that the red team findings are heard, and acted on, by senior decision makers; and

• give constructive feedback on how the red team has performed in terms of its analysis and

delivery of the outcomes.

Guidelines for good red teaming

The art of good red teaming is founded on the following guidelines being applied by the end user.

Guidelines for good red teaming

1. Plan red teaming from the outset. It cannot work as an afterthought.

2. Create the right conditions. Red teaming needs an open, learning culture, accepting of

challenge and criticism.

3. Support the red team. Value and use its contribution to inform decisions and improve

outcomes.

4. Provide clear objectives.

5. Fit the tool to the task. Select an appropriate team leader and follow their advice in the

selection and employment of the red team.

6. Promote a constructive approach which works towards overall success.

7. Poorly conducted red teaming is pointless; do it well, do it properly.

End users should use the following steps to make sure that they do all of the tasks above.

Steps for the end user

Step 1 – Identify the specific task that they are to undertake

Step 2 – Identify an appropriate red team leader and potential red team

Step 3 – Task and empower the red team leader

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