Ransom Paid
|

Linked: Most organizations that paid a ransom were hit with a second ransomware attack

Oh:

“Cybereason on Tuesday released a report that found some 80% of organizations that paid a ransom were hit by ransomware a second time — and 68% said the second attack came less than one month later and the threat actors demanded a higher ransom amount.”

The apparent response to this is to argue against paying a ransom, and it’s hard to argue with that. It’s also hard to argue with organizations that will collapse or, in the case of healthcare, kill someone by not paying it.

Whatever you choose to do, though, the next step needs to be doing everything possible to make sure it doesn’t happen again instead of breathing a sigh of relief that you got your data back and continuing business as usual. That would seem to be the common mistake here.

Don’t make that mistake.

Security pros, where do you fall on the debate on paying or not paying, and does this report change your thinking?

https://www.scmagazine.com/editorial/news/rsac/most-organizations-that-paid-a-ransom-were-hit-with-a-second-ransomware-attack

Similar Posts

  • | | |

    Reading – What’s in a Boarding Pass Barcode? A Lot

    Honestly, I haven’t given much thought to boarding passes. When I have a printed one, I typically hang on to it and throw it away once I reach my destination, assuming that once the flight has been completed, it has no value. (I am crazy about not losing it before a flight, out of what…

  • This Week’s Links (weekly)

    E-Discovery and the Zamundan Royal Bottom Wipers | Ball in your Court tags: LitSupport MM Will Being Folksy and Low-Tech Help You Win a Case? tags: LitSupport MM Lessons from the Road on eDiscovery Pricing tags: LitSupport MM 15 Travel Blogs Every Travel Lover Needs To Know tags: Travel MM Technology Assisted Review Isn’t Perfect,…

  • | |

    Linked: Should employers provide mental health training for management?

    The one that gives me pause is the last bullet, but not because leaders shouldn’t have that knowledge, but more because human nature tells me that is the one most likely to be misused and create really uncomfortable situations. There’s a very fine line between being aware of signs of someone struggling and diagnosis. I absolutely do not want anyone in the workplace diagnosing people. Watch out for signs of stress and ways you can support the folks who work for you proactively? Sure. Decide for yourself that they have depression, or should be referred to an Employee Assistance Program? Not so much.

    But, here’s the thing I will fully admit when saying this. Avoiding this type of behavior is absolutely something that solid mental health training should be a part of. I’ve heard far too many instances lately where organizations are reading a lot about mental health, and burnout, in the workplace and then dispatch their managers to have conversations with their teams about it, and zero training.

    Those conversations are dangerous. You have to enable your leaders to go into those conversations with some education and expertise on the subject Just telling them to go and have the conversations without getting them up to speed on how to do so, creates a situation that is likely to end up with some very alienated employees.

  • Misc. Updates

    Yes, Angela did put in her two weeks notice this morning. All I can say about that is that someone is going to be in for a rude surprise on Aug. 2 when they realize how many things don’t get done anymore and how many people here have no idea how to do them. Oh…

  • Windows NT 4

    As someone who still works with NT 4.0 servers in my professional life, I wasn’t thrilled when MS didn’t come up with a patch for an RPC vulnerability. On the other hand, I already have our NT 4.0 server behind a firewall with port 135 blocked, so it’s really not that big a deal. I…

  • |

    Linked: Addressing employee burnout: Are you solving the right problem?

    Kudos to McKinsey for the research, but really just for the first line of this paragraph:

    “As an employer, you can’t “yoga” your way out of these challenges. Employers who try to improve burnout without addressing toxic behavior are likely to fail. Our survey shows that improving all other organization factors assessed (without addressing toxic behavior) does not meaningfully improve reported levels of burnout symptoms. Yet, when toxic behavior levels are low, each additional intervention contributes to reducing negative outcomes and increasing positive ones.”

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.

To respond on your own website, enter the URL of your response which should contain a link to this post's permalink URL. Your response will then appear (possibly after moderation) on this page. Want to update or remove your response? Update or delete your post and re-enter your post's URL again. (Find out more about Webmentions.)