Team Planning
Team Planning — clear decisions, coherent pathways
Team planning means designing pathways by role and profile, with sequence and priorities, to execute on the right calendar.
Team training planning is not choosing “random courses”. It is structuring pathways by role and by profile, aligned with real objectives, requirements and an execution calendar.
This page is dedicated to team-based planning. For proposals, courses and confirmed dates, see the Companies & HR HUB.
Why teams trust Behaviour
- Training focused on real-world application
- Specialisation in GRC, Cybersecurity and Resilience
- Role-based pathways, with progression
- Support for HR in team planning
The context has changed. Planning too.
From 2026 onwards, new regulatory obligations and higher demands for evidence make training more critical and less tolerant to improvisation.
Training decisions should be planned by priorities, by role and by calendar, not reactively.
Behaviour supports HR and leadership teams to organise priorities, select pathways and ensure timely execution.
Why is planning critical in 2026?
- Increase in regulatory obligations (NIS2, DORA, CRA)
- Greater pressure from internal and external audits
- Technical teams with high operational workload
- Training windows and seats may sell out earlier
- Need for predictability and evidence
Practical recommendations for different types of teams
No theory. No noise. Just clear decisions.
Expected outcome: greater internal autonomy • clearer roles • better preparation for audits and incidents
Teams up to 5 people
Objective: Build solid security and compliance foundations
Focus: Essential fundamentals + critical capabilities
Result: A prepared team, with minimum effort and maximum impact.
Recommended courses (examples):
- ISO 27001 Foundation / Essentials
- NIS 2 Compliance Lead Manager
- ISO 22301 Essentials
- Cybersecurity for Users
Teams of 6 to 12 people
Objective: Build internal autonomy and specialisation
Focus: Complementary profiles (implementation, audit, operations)
Result: Less external dependency. Better internal readiness.
Recommended courses (examples):
- 1 internal auditor (27001, 22301 or NIS 2)
- 1 implementer per critical area
- Technical cybersecurity training (CEH, CHFI)
- Supporting professional training (CISM, PMP)
IT / Operations teams
Objective: Strengthen technical capabilities and incident response
Focus: Security, continuity, governance
Result: Teams able to respond to real audits and incidents.
Recommended courses (examples):
- CEH, CHFI
- ISO 27001 Lead Implementer
- ISO 22301 Lead Implementer
- NIST CSF 2.0
- DORA Compliance Lead Manager
Management and leadership teams
Objective: Guide the organisation with informed decisions
Focus: Governance, risk and strategy
Result: Better alignment between leadership, operations and HR.
Recommended courses (examples):
- ISO 31000 Risk Manager
- ISO 22301 Lead Implementer
- CRISC Preparation Course
- Resilience Workshop
- Governance Workshop
FAQs — Team Planning
Questions specifically about team-based planning, roles and profiles. For operational information (registrations, payments, delivery options and logistics), see the Companies & HR FAQs.
How do I choose between recommendations by size and by function (IT/Operations vs Management)?
Use “size” to structure the minimum viable baseline per team and “function” to adjust responsibilities (execution, governance, validation). In mixed teams, size defines the baseline and function defines the specialisation.
Can Behaviour recommend the most suitable training pathway by sector and role (e.g., banking, healthcare, industry; CISO, DPO, Auditor, Risk/Compliance)?
Yes. Based on accumulated experience in organisations within the same sector and in equivalent profiles, Behaviour can guide the company in selecting the most suitable course and training pathway by role and sector context, to maximise relevance and applicability.
This guidance is provided within the proposal/training-planning process and does not imply sharing internal materials or proprietary methodologies.
What is the minimum information needed to request mapping by team/profiles?
Objectives (overall and/or by profile), sector/context, list of roles/profiles, number of people per profile and time horizon. If relevant internal documentation exists, it should be shared in summary form and without sensitive information, only to the extent necessary for context.
How do we avoid a “single course for everyone” in a team with different levels?
Mapping separates pathways by level (baseline → practice → specialisation), keeping the same objective. This avoids wasting time for senior staff and overloading junior profiles.
How do we reduce redundancy and ensure progression throughout the year?
Progression is designed by levels and by function. Each action should have a clear place in the pathway (entry, consolidation, specialisation), avoiding repetition.
When does a dedicated training (outside the catalogue) make sense for a team?
When the need is specific, there is no equivalent in the catalogue, and the objective requires an organisation-specific framing within training. In such cases, Behaviour can propose a dedicated training, subject to feasibility validation, scope and objectives.
What does this page not replace?
This page does not replace the operational pages for registration/proposal requests, dates and logistics, and certification/exams. It is a specific resource to support team-based planning, roles and profiles.
Team and profile mapping — with rigour and clarity
Provide roles/profiles, objectives and number of people.
You will receive a recommendation of courses and pathways by team/profile, with sequence and priorities.