Use Cases

How organisations use CyBehave Heroes

Every organisation starts from a different place. These use cases show how Heroes flexes to fit your team, your maturity, and your pace, without asking you to change everything at once.

01
Transition scenario
Moving from awareness to real behaviour change
You already run a Security Champions programme: your Champions do awareness sessions, share updates, and act as security contacts in their teams. It works, after a fashion. But you know awareness alone isn't shifting behaviour, and you want to move towards something more evidence-based without dismantling what you've built.
How Heroes supports the transition
1
Start with what you do today
Bring your existing Champions into Heroes. Their familiar role as champion contact and awareness ambassador continues unchanged. The platform gives them a structured home: a personal portal, XP, progress tracking, and access to training content.
2
Build behavioural science confidence through the Training Academy
Champions and Programme Team members work through the Foundation modules: COM-B, dual-process theory, and communication psychology. They learn the language of behaviour change before they're asked to apply it. No pressure to act until the knowledge is there.
3
Pilot advanced features with one or two teams
When you're ready, enable the Communications Builder and Intervention Designer for Champions working in a single department. Keep the scope small. Run the first intervention. Measure the outcome using the Security Culture Index.
4
Scale as confidence grows
Roll the advanced tools out gradually, team by team and Champion by Champion, as competence and confidence build. The platform's role-based permissions mean you control the pace. Champions only access what they're ready for.
Features used in this scenario
Champion Portal Training Academy Pulse Surveys Communications Builder Intervention Designer Security Culture Index Role-Based Permissions

The key insight: You don't need to abandon what works. The transition is about layering capability onto existing foundations, not a replacement. Champions who feel confident in a behaviour change approach will naturally bring others along.

What this achieves
No disruption to existing programme Champions keep doing what they do while the platform builds around them.
Confidence before capability Advanced tools are unlocked only when Champions and the team are ready , not imposed all at once.
Measurable from day one The Security Culture Index baseline is set immediately, so you can show the change over time.
Ideal for: Teams with an existing awareness-based programme looking to professionalise and prove impact.
02
Resource-constrained scenario
Small central team scaling through trusted senior Champions
Your central security team is one or two people: you cannot be everywhere. can't be everywhere. You have a network of Champions but managing every intervention, communication, and assessment yourself creates a bottleneck. The solution isn't more budget; it's selectively delegating capability to the Champions who are ready for it.
How Heroes supports this model
1
Identify your senior Champions
Use Social Network Analysis and engagement data to identify which Champions have the influence, the behavioural understanding, and the maturity to take on more responsibility. This is evidence-based, not guesswork.
2
Grant Intervention Designer access selectively
Enable the Intervention Designer only for the Champions who have completed the relevant training and demonstrated readiness. Other Champions do not see this capability . It will not add to their workload or tempt poor execution.
3
Champions design, central team approves
Senior Champions draft interventions locally, they understand their team's context far better than a central function. The Programme Team reviews and approves before anything is deployed. Quality control stays central; execution is distributed.
4
Monitor from the centre, act at the edge
The Programme Team watches the Security Culture Index and engagement data across all teams from a single dashboard. Pulse surveys surface emerging issues. The central team intervenes strategically, not operationally for every team.
Features used in this scenario
Social Network Analysis Intervention Designer Role-Based Permissions Approval Workflows Pulse Surveys Programme Team Dashboard Security Culture Index

The key insight: Giving every Champion the same tools regardless of readiness creates overhead and risk. Targeted access means the right people get the capability to make a difference, without creating review burden or the potential for poorly designed interventions reaching employees.

What this achieves
Central team bandwidth freed Assessment and intervention design moves closer to the problem, to the people who know each team best.
Quality control maintained Approval workflows mean nothing reaches employees without central review. No rogue interventions.
Senior Champions grow into leaders Responsibility develops capability. Champions trusted with design become invested in outcomes.
Ideal for: Lean security teams who need to scale impact without scaling headcount.

More use cases coming soon

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