[Q] I have been collecting accounts of your meeting with David Petraeus in Baghdad. And you had [inaudible] after he had made a really strong pitch [inaudible] for maximum flexibility. A lot of politicians at that moment would have said [inaudible] but from what I hear, you pushed back.

[BO] I did. I remember the conversation, pretty precisely. He made the case for maximum flexibility and I said you know what if I were in your shoes I would be making the exact same argument because your job right now is to succeed in Iraq on as favorable terms as we can get. My job as a potential commander in chief is to view your counsel and your interests through the prism of our overall national security which includes what is happening in Afghanistan, which includes the costs to our image in the middle east, to the continued occupation, which includes the financial costs of our occupation, which includes what it is doing to our military. So I said look, I described in my mind at list an analogous situation where I am sure he has to deal with situations where the commanding officer in [inaudible] says I need more troops here now because I really think I can make progress doing x y and z. That commanding officer is doing his job in Ramadi, but Petraeus's job is to step back and see how does it impact Iraq as a whole. My argument was I have got to do the same thing here. And based on my strong assessment particularly having just come from Afghanistan were going to have to make a different decision. But the point is that hopefully I communicated to the press my complete respect and gratitude to him and Proder who was in the meeting for their outstanding work. Our differences don't necessarily derive from differences in sort of, or my differences with him don't derive from tactical objections to his approach. But rather from a strategic framework that is trying to take into account the challenges to our national security and the fact that we've got finite resources.

I have made this general point again and again -- about airline security, about terrorism, about a lot of things -- that the person in charge of the security system can't be the person who decides what resources to devote to that security system. The analogy I like to use is a company: the VP of marketing wants all the money for marketing, the VP of engineering wants all the money for engineering, and so on; and the CEO has to balance all of those needs and do what's right for the company. So of course the TSA wants to spend all this money on new airplane security systems; that's their job. Someone above the TSA has to balance the risks to airlines with the other risks our country faces and allocate budget accordingly. Security is a trade-off, and that trade-off has to be made by someone with responsibility over all aspects of that trade-off.

I don't think I've ever heard a politician make this point so explicitly.

Setting the context for this post, it is a tough economic situation all over the world. IT spending has reduced and will reduce significantly. In one of earlier posts, I had referred to information security as an overhead of an overhead (IT). What is a good approach for security practice in this type of economy?

I don't have a magic wand to pull a rabbit out of a hat. I have always been told that: tough economy is the time for real smart people to make money. Coming back to information security topic, with a bit of common sense, it is wise for information security professionals to offer services in those areas that does not involve capital expenditure. As a Security Manager, you may be already aware that your people are willing to go an extra mile in the current economic times.

- No budget or lack of budget, means no new capital expenditure. Spend time wisely in building a future technology strategy and keep it in the back pocket when the economy turns around.

- This is a good time to create roles/responsibilities and ownership for various areas. Create operating procedures. Make your team to automate tasks. This will help your operations become more efficient.

- This is time for security awareness  education. Create pamphlets/brochures/presentations for an online or classroom training. Engage your and your team's time to impart training.

- Leverage already invested technology platforms. Leverage utilized features that reduce costs. If you have already invested in technology such as VMware, this is the time to get the best out of it. You can use VMware's toolkit to build your lab and staging environment and optimize on hardware cost.

- Off shoring has been the mantra of senior executives, this is the time to revisit those services and measure their performance closely and assess your satisfaction level. This is a good time to build a case for not off shoring if it makes sense.

- Companies are more vulnerable in bad economic times. You are in a better position to influence senior management about information security risks under these circumstances and drive home the value of protecting your intellectual property under these kinds of circumstances. management will be all ears for such a pitch.

- Time to engage your architect to optimize your security architecture, revisit standards and optimize design for cost efficiency.

- Revisit various controls and see if there are some risks that you could optimize spending on.

- Training budget is an unfortunate victim of this type of economy. Encourage employees to take free webinars offered by various security vendors and encourage them to share the summary across the team. This will put your employees in touch with latest happenings in security at the same time there is some learning that is imparted despite zero training budget.

- Since there are very few projects in action, this is a good time to have conversations with cross functional teams and educate them about your services and solicit feedback on how to do better.

- Revisit your vendor logistics and identify whether you can renegotiate some of your already existing contracts.

The above are some good ways by which you can optimize costs, this will also enhance your team's competence level in the long run. And this approach is better than letting people go, if you can pull this.