FUEL

In today’s fast-evolving digital landscape, the importance of Artificial Intelligence (AI) cannot be overstated. As various industries increasingly rely on AI technology for enhanced efficiency and productivity, the demand for skilled professionals equipped with AI knowledge is rising dramatically. In South Africa, there is an urgent need to bolster AI skills across the workforce to remain competitive on a global scale.

The Current State of AI Skills in South Africa

Despite the growing recognition of AI’s potential, South Africa continues to grapple with a significant skills gap in this domain. Many organisations report struggling to find qualified candidates with the requisite expertise in AI and machine learning. According to recent findings, the demand for AI skills is projected to outpace supply, leaving many companies at a disadvantage.

The Role of E-learning in Bridging the Skills Gap

Bridging the skills gap in today’s rapidly evolving landscape requires innovative approaches to education and training. E-learning platforms play a crucial role in this transformation by offering flexible, accessible, and tailored training resources. These platforms empower learners to develop AI skills at their own pace, catering to a wide range of proficiency levels—from beginners to advanced practitioners.

Digital learning providers are at the forefront of this shift, designing courses that align with industry needs and respond to the growing demand for AI expertise. By integrating AI into learning experiences, they ensure content is engaging, relevant, and supportive of the diverse needs of learners eager to participate in the AI revolution.

Moreover, the flexibility of e-learning allows professionals to balance their studies alongside work commitments, fostering a culture of continuous growth and lifelong learning. This approach is vital for preparing the workforce to thrive in an AI-driven world, where adaptability and ongoing skills development are essential.

Recommendations for Individuals and Organisations

For individuals aspiring to enhance their AI skills, there are several actionable steps they can take:

• Engage in online courses focusing on AI and machine learning.
• Participate in workshops and webinars to stay abreast of the latest trends in AI technology.
• Build a network with other learners and industry experts to exchange knowledge and experiences.

Organisations also play a crucial role in fostering an environment that prioritises skill enhancement. Companies should consider investing in:

• Providing employees with access to e-learning platforms to encourage skill development.
• Creating mentorship programs that pair less experienced staff with AI experts.
• Allocating resources for training initiatives relevant to AI.

By taking these proactive steps, both individuals and organisations can contribute to building a workforce that is well-prepared to navigate the dynamic landscape of AI.

Most cybersecurity awareness, education, and training programmes assume staff to be in a rational mode when making cybersecurity decisions, despite humans only processing decisions consciously five percent of the time.

Cyber awareness programmes should consider the other ninety-five percent of the time by helping your staff build alternative decision-making strategies that can form into habits over the long term.

Methods of Persuasion

Authority

This is one of the most widespread and successful methods of persuasion found in phishing emails. Phishing emails using authority takes advantage of the fact that humans trust the opinions of experts and use this as a shortcut to decision-making.

These emails come from fictitious senders in powerful positions such as company CEOs, and could incorporate displays of awarded accolades and accreditations.

Scarcity

This is another powerful persuasion technique used regularly to build urgency, such as stating there only be 24 hours to update system details or an account will be suspended.

Humans want the things they cannot have, so social engineers limit the quantity of time within their emails to motivate recipients into fast action.

Commitment and Consistency

Cybercriminals also often use commitment and consistency by naming recipients as customers or readers. This leaves them needing to remain consistent with their previous decisions even if the claims are not true.

Liking and Similarity

It is an approach that sits in the middle of both usage and success rates, using rapport and compliments to get recipients to carry out their suggested threat action.

This can be seen in phishing emails from potential LinkedIn connections who compliment your work and suggest they have similar areas of interest.

Reciprocity

This is ‘middle of the road’ in relation to usage and success rate. ‘Free gifts’ or ‘discounts’ are offered in return for recipients interacting with links or attachments. Humans feel a need to repay debt, so if a gift is offered the recipient will feel compelled to conduct the threatening action.

While reciprocity may work well in a home-based context the offer of free gifts may appear out of place in the workplace.

Social Proof

This is used less frequently but can still occur. Social proof relies on us as humans following the lead of others with whom we are associated with. Phishing emails now ask recipients to forward an email to peers who may be interested, with the recipient, in turn, becoming social proof to those they email.

Curiosity

Cybercriminals use this additional method to move one outside of an email to learn more. While it is used regularly, its current success rate is low. This is potentially due to using a simple method that is easy to deploy, e.g. just sending a link but in the hope that at least some percentage will catch the bait.

OutThink

FUEL has partnered with OutThink to include its award-winning human risk management platform as one of the software solutions we offer our clients.

To find out how the OutThink Cybersecurity Human Risk Management platform raises awareness, drives more secure behaviours, and increases motivation across an organisation, please get in touch with us at FUEL Online. info@fuelonline.co.za

Integrating Webinars Into Your Digital Training Platform

Webinars and live learning bridge the gap between in-person, instructor-led learning and remote self-led training. Instead of using multiple video platforms and manually sending out meeting links, integrating webinars into your LMS for a streamlined solution that offers several benefits.

Why Do It?

Integrations are used to automate processes and make them more simple. Webinar integration allows organisations to schedule, manage, and do reporting under one system.

Webinar tools allow users to register and join live web conferences without having to leave their LMS, while instructors create webinars within your platform and have complete control of the process.

Scheduling

Inside of your learning management system, administrators, instructors, and others with permission can schedule live training sessions through a built-in calendar that helps eliminate scheduling conflicts. Users can be sent invites, webinar status updates, and other notifications.

Reporting

With an integrated webinar solution attendance can easily be monitored through the reporting tools available to instructors and management. Reporting data is useful for gathering webinar feedback and monitoring learner progress.

Active Learner Participation

FUEL’s integrated webinar functionality allows for active learner participation during live sessions, such as Q&A’s, polling, hand raising, instant messaging, and file sharing.

Other useful functions include screen sharing, multi-user whiteboards, breakout rooms, and shared notes. It can support thousands of users and provides HD videoconferencing.

Other Benefits

Webinars are worth investing in as they offer the same delivery of skills development as in-person training but with reduced time away from learners performing their jobs. Costs are also far lower.

Learners and instructors can interact with each other, complete assessments, and revisit the training material in their own time. This allows instructors to spend an increased amount of time during a webinar ensuring learners have understood the material being taught during the live session.

To find out more about how FUEL can support your blended learning initiatives, please get in touch at info@fuelonline.co.za

Online consumer research platforms allow companies to survey highly specific target groups and gather consumer opinions in minutes. They do not provide fast results but are cost-effective and allow for real-time monitoring.

Making the most of the data collected is key. FUEL has partnered with South Africa’s leading market research platform to offer our clients consumer research insights that interact with their LMS to highlight required training actions. We call this enhanced market research service, InsightFUEL.

The InsightFUEL platform gathers market research and automatically evaluates it against your company’s training content and objectives using AI and machine learning.

The solution is fully managed by FUEL to ensure success and smooth operation. Multiple projects can be run simultaneously if required.

Types of projects include:

• Consumer surveys
• Mystery shopping
• Product sampling
• Idea generation
• Design feedback
• Ad testing
• Brand positioning
• App testing

FUEL creates, runs, and manages these research campaigns on your behalf. Depending on the type of project, feedback can start being received in minutes, providing advanced analytics displayed on data dashboards.

The benefits of InsightFUEL include:

Targeted

Consumer audiences are crowdsourced online to match your desired target market demographics and lifestyle interests.

Low-Cost

Costs are generally 50 percent cheaper than traditional market research. Pricing is based on the type of survey, the number of questions, and the number of participants.

Quick

Surveys are sent immediately to consumers. Feedback is received in minutes and displayed on a real-time dashboard.

How does the process work?

1. Create surveys. A built-in form builder includes various question types, logic jumps, and other advanced features.
2. Target audiences. Audiences are defined to match your needs through the platform’s standard demographic profiling and advanced lifestyle filters.
3. Collect responses. Once a survey is sent, consumers matching your audience requirements are immediately notified. Feedback from participants can start being received in minutes.
4. Connect research and training data. The platform automatically correlates research feedback to the training data in your LMS.
5. Identify issues. Specific areas of underperformance at sites are highlighted in the reporting analytics.
6. Recommend actions. Training campaigns are specified for delivery to those sites where performance issues have been identified. These campaigns can include training content already in your LMS and suggested new content to be created due to identified gaps in performance.

To find out more about InsightFUEL and how it can work for your company, please get in touch. info@fuelonline.co.za

It is more vital than ever to protect your business from cyber-attacks. Business losses have doubled in the last few years to more than US$6 trillion and these are expected to hit US$10 trillion over the next two years! Losses continue to increase despite all the money being spent on corporate cybersecurity.

One reason for this is that 90 percent of data breaches are caused by human behaviour. Company employees are unknowingly giving criminals access and are the weakest link. Most cybersecurity awareness training has proven to be largely ineffective, highlighting an urgent need for solutions that allow human risk to be effectively managed.

The need for managing the human aspect gave birth to OutThink, a cybersecurity company based in the UK that offers a unique solution to human risk management.

To create its unique risk management platform researchers at the University of London applied expertise in cybersecurity, behavioural science, psychology, and data analytics to reimagine cybersecurity training.

Human Risk Intelligence

The basis of the cybersecurity platform consists of three components:

• Adaptive security awareness training
• Phishing simulations
• Human risk intelligence

Human risk intelligence is the magic component. It is based on behavioural science and runs silently and continuously in the background, providing feedback on high-risk employees and groups. It highlights why these people are a risk, and how they can be supported better.

Individual scores then get assigned to every employee and fed to management via a live dashboard. Interventions are suggested or automatically deployed, depending on preference. These human risk intelligence data points determine the awareness training and phishing simulations which get applied.

The company itself receives an overall company human risk score, as well as all individual departments. This gives management a complete picture of where a company’s risk level is and allows for appropriate precautions to be taken.

Accolades

The OutThink platform has earned major industry approval, with a highest possible score received from ratings body Gartner Peer Insights, as well as a Seal of Excellence award from the European Innovation Council.

FUEL is a distributor of OutThink so able to offer it as one the managed software solutions it offers our clients.

If your company is interested in raising its level of cybersecurity, please feel free to get in touch for a demonstration of how OutThink works. info@fuelonline.co.za

Learning Management Systems, such as FUEL Learn, play a crucial role in a blended learning programme by providing a centralised platform for managing and delivering training content. The following are key reasons why choosing a good LMS and training delivery partner is important for blended learning.

Content Management

A robust LMS allows trainers and instructional designers to create, organise, and manage various types of learning content, including text documents, videos, interactive modules, assessments, and more. It provides a structured framework to store and categorise content, making it easily accessible to learners.

Centralised Learning Platform

An LMS serves as a centralized hub for learners, where they can access all the necessary resources and activities related to their training. It provides a consistent and unified learning experience by bringing together different learning materials, communication tools, assessments, and progress tracking features.

Flexibility and Accessibility

An LMS should offer flexibility in terms of time, location, and pace of learning. Learners can access the training materials and complete assignments at their convenience, whether they are in the office, at home, or on the go. This accessibility allows learners to fit their learning around their personal and professional schedules.

Blended Learning Integration

Blended learning combines both online and face-to-face elements to create a comprehensive training experience. An LMS enables the integration of these components seamlessly. It can host online learning materials, facilitate online discussions and collaboration, and track progress across both virtual and in-person learning activities.

Personalisation and Adaptability

A good LMS provides tools for personalising the learning experience to meet individual learner needs. It can offer adaptive assessments, recommend additional resources based on learner performance, and provide tailored feedback. This personalised approach enhances learner engagement and helps address specific knowledge gaps.

Progress Tracking and Analytics

Comprehensive tracking and reporting is driven by the LMS. Trainers and administrators can easily monitor learner progress, assess engagement levels, and identify areas for improvement. Reporting can be customised and fed to specific levels of management or job roles. This data-driven approach enables timely intervention and ensures that learners are achieving their learning objectives.

Communication and Collaboration

An LMS facilitates effective communication and collaboration among learners and trainers. It provides features like discussion forums, chat functionalities, and social learning tools, enabling learners to interact with their peers and trainers, share insights, and engage in collaborative learning activities.

Assessment and Feedback

An online learning platform simplifies the process of creating and administering assessments, quizzes, and assignments. It allows trainers to automate grading, provide immediate feedback, and generate performance reports. This helps in evaluating learner understanding, identifying areas of improvement, and guiding learners towards your training objectives.

Choosing the right LMS is essential for a blended learning programme but also make sure the software is supported and managed properly. A good LMS is just one part of an effective training solution. FUEL provides all the services necessary to achieve a successful training programme that continues to thrive, including learner support, academy management, content creation, and hardware solutions.

Despite humans processing decisions consciously only five percent of the time, most cybersecurity awareness, education and training programmes assume staff to be in rational mode when making cybersecurity decisions.

Awareness programmes must consider the other ninety-five percent by helping your employees build alternative decision-making strategies that over time can form into habits.

Several methods of persuasion are used by cybercriminals to lure unsuspecting staff.

Authority

This is one of the most utilised and successful methods of persuasion found in phishing emails. Phishing emails containing authority prey on the fact that humans are trusting of the opinions of experts and use this as a shortcut to decision making.

These emails come from senders in powerful positions such as company CEOs or possibly displays of awarded accolades and accreditations.

Scarcity

It is another powerful persuasion technique regularly used to build urgency by stating there to be only 24 hours to update system details or the account will be suspended.

Humans want the things they cannot have so social engineers will limit the quantity of time within their emails to motivate recipients into quick action.

Commitment and consistency

Cybercriminals also often use commitment and consistency by naming recipients as customers or readers. This leaves them with the need to remain consistent with their previous decisions even if the claims are not true.

Liking and similarity

It is an approach that sits in the middle of both usage and success rate, using rapport and compliments to get recipients to carry out their suggested threat action.

This can be seen in phishing emails from potential LinkedIn connections who compliment your work and suggest they have similar areas of interest.

Reciprocity

This is ‘middle of the road’ in relation to usage and success rate. ‘Free gifts’ or ‘discounts’ get offered in return for recipients interacting with links or attachments. Humans feel the need to repay debt, so if a gift is offered the recipient will feel compelled to conduct the threatening action.

While reciprocity may work well in a home-based context the offer of free gifts may appear out of place in the workplace.

Social proof

This is used less frequently but can still occur. Social proof relies on us as humans following the lead of others to whom we are associated with. Phishing emails now ask recipients to forward an email to peers that may be interested, with the recipient, in turn, becoming social proof to those they email.

Curiosity

Cybercriminals use this additional method to move one outside of an email to learn more. While it is used regularly, its current success rate is low. This is potentially due to using a simple method that is easy to deploy, e.g. just sending a link but in the hope that at least some percentage will catch the bait.

OutThink

FUEL has partnered with OutThink to include its award-winning human risk management platform as one of the software solutions we offer our clients.

To find out how the OutThink Cybersecurity Human Risk Management platform raises awareness, drives more secure behaviours, and increases motivation across an organisation, please get in touch with us at FUEL Online. info@fuelonline.co.za

By Laura Bishop, Director of Human Risk Science at OutThink

Providing employees with cybersecurity awareness training ticks a compliance box, but it may not really be driving positive behaviours within your organization. Picture yourself as an employee that has just finished the annual cybersecurity training campaign. You now know what needs to be done to reduce the risk of a breach, but you don’t see a chance of a cybercriminal attacking you, and IT has it all covered anyway. If your computer is attacked, you’ll just get another one, plus you don’t like the company and are looking for a new job.

It is not enough to just provide employees with the skills to protect your organisation, they must have the motivation to then put those skills into action.

How motivated can employees become?

Motivation sits along the following continuum from least to most beneficial:

• Amotivation — No pleasure, sanctions or value seen and no action taking place.
• Extrinsic motivation (externally driven) — Fulfilled due to rewards or fear of punishment.
• Extrinsic motivation (internally driven) — Driven by guilt or most optimally seeing value.
• Intrinsic motivation — Feelings of pleasure and interest

Behaving securely will never be deemed by employees as pleasurable or interesting. The key to motivating employees is to educate around its value, increasing the perception of its benefits versus its costs.

Motivation is also characterised by whether its key purpose is in the process of an action or its outcome. An example would be a task that may have a definitive end goal to strive for (e.g., weight loss), or no clear end goal (e.g., healthy eating). Actions with an end goal can be extrinsically motived and therefore rewarded, with losing weight resulting in congratulations from others or lower feelings of guilt. However, process actions with no defined end goal require a form of motivation that is either intrinsic or self-determined. So, to commit to eating healthy every day for the rest of your life you must either find it pleasurable or see the true value in it. Cybersecurity behaviours are process driven, ongoing, with no definitive end, so people need to see the pleasure in it, or, at the very least, understand its value. The latter being the only option.

Motivation within awareness training is often presented in the form of gamification, the use of elements found within games such as points and leader boards to drive interest in the activity. While this can hold benefits for the completion of the training itself (as this is goal related) it should not be confused with motivating employees to act outside of the training platform. External rewards have limited influence when an end goal is not present.

So, the aim for organisations is to not only educate and raise security awareness amongst employees, but also to clearly articulate why secure behaviours are required and the impact of not administering them.

How can you increase cybersecurity motivation?

There are several suggested key drivers of motivation that can help encourage more self-determined behaviour in your organisation. A few examples include:

• Perception of risk — Understanding the true severity and probability of threat.
• Competence — Feeling confident in policy measures and self-application of these measures.
• Psychological ownership — Mental ownership of the data, technology and need to avoid its loss.
• Autonomy — Less focus on external pressures and feelings of self-choice.
• Culture — A sense of belonging and social acceptance.

If employees do not feel risk probable, they will not see the value in behaving more securely, especially when busy fulfilling their primary role. Similarly, if they do not feel they have the skills to protect the organisation, why bother to try? If they have no attachment to the organisation’s data or technology, particularly with everything now in the cloud, why try and protect it?

Finally, if employees feel cybersecurity is forced down on them or their peers complain when they follow policy rather than the previously agreed, more sensible ‘workaround’, they will not engage. You must therefore ensure that as well as raising security awareness and upskilling your employees you:

• Communicate true risk and any incidents occurring both within and outside of your organization.
• Encourage employees to feel connected to their work data and technology.
• Ensure all cybersecurity communication is empowering and a knowledge-sharing cybersecurity culture fostered. Don’t just teach your employees how, teach them why.

OutThink

To find out how the OutThink Cybersecurity Human Risk Management platform raises awareness, drives more secure behaviours, and increases motivation across an organisation, please get in touch with us at FUEL Online. info@fuelonline.co.za

FUEL has partnered with OutThink to include its award-winning human risk management platform as one of the software solutions it offers clients.

By Laura Bishop, Director of Human Risk Science at OutThink

Like the way cybercriminals manipulate people into conducting risky behaviours, the same human decision-making heuristics can be leveraged to protect staff. Effective methods exist to nudge people towards behaviours that will maintain individual and company security in the face of cybercriminal manipulation.

When you read the word ‘nudging’ you may find your mind jumps to technical pop-up messages on your computer or mobile phone that remind you to either take or not take a certain action. There are however many ways in which employees can be nudged towards secure behaviour, some of which can be implemented within your organisation at little cost.

How does nudging work?

Nudging assists smarter decision-making, without limiting choice. Behaviour is indirectly influenced without the need for commands or prohibitions. People may be unaware of the subliminal messaging involved but without it their lack of experience could result in harmful decisions.

The quick, intuitive thought systems of humans allow us to operate more efficiently and be less bogged down by choice. Nudges could include providing new technology with default options that offer a high level of security.

Behavioural psychologists suggest that a behaviour occurs when people are motivated, able, but also triggered into action. Simply triggering people to consider safer cybersecurity behaviours has a significant positive effect, even more so if the nudge also informs employees of true risk and what they need to do to reduce it.

How can your employees by nudged towards secure behaviour?

• Provide a default option. Auto suggest strong but memorable passwords for company systems to avoid the creation of those more obvious.
• Simplify the action. Ensure the inclusion of an embedded phishing reporting button to reduce the physical cost of emailing security.
• Utilise social norms. Advertise the number of employees that have completed cybersecurity training or are actively utilising the skills learned to encourage buy-in.
• Increase ease and convenience of choice. Ensure cybersecurity policy is easily accessible and digestible.
• Disclose information. Educate employees on internal and external security incidents to encourage a more realistic appraisal of risk.
• Provide a warning. Provide emotive posters that evidence the impact of cyber-attacks, utilising strong imagery and typefaces.
• Encourage precommitment. Actively ask employees to set security goals such as locking their devices each time they move away from their desks. Humans like to stick with predefined objectives.
• Set reminders. Send reminders or calendar invitations for training via email, Teams, or Slack to nudge your employees towards training or more secure behaviours. This concept has been added to the OutThink platform (SaaS) through Eva, the first intelligent virtual cybersecurity assistant in the Teams app store.
• Implementation intentions. Ask employees about their intention to comply with policy and training, requesting feedback on how they will apply the skills learned. This makes them feel committed to implementing them during their working day (machine learning can be used to provide the additional benefit of measuring employee sentiment to help improve the usability of policy, optimise security processes and tooling).
• Informing on past behaviours. Communicate previous security behaviours and an individual cybersecurity human risk scorecard to employees. Allow them to engage and respond with active feedback.

It is important to recognise that research around desensitisation to nudging is in its infancy with the need for both content and context to remain dynamic so that employees continue to digest its message.

This piece provides an introduction to the potential benefits of nudging and some understanding of how nudging can be implemented simply and at low cost. Nudges such as these should be considered during training, as reminders to complete training, and to boost motivation, ability, and memory post-training.

Take time to notice the nudges you rely on in life, why should cybersecurity in your organisation be any different?

OutThink

FUEL has partnered with leading cybersecurity company OutThink to include its award-winning human risk management platform as one of the software solutions it offers clients.

OutThink received the highest possible score from ratings body Gartner Peer Insights, as well as a Seal of Excellence award from the European Innovation Council.

To find out how the OutThink Cybersecurity Human Risk Management platform can raise awareness, drive more secure behaviours, and increase motivation across your organisation please get in touch with us at info@fuelonline.co.za.

By Laura Bishop, Director of Human Risk Science at OutThink

Human heuristics and biases are normally perceived negatively in cybersecurity. However, those vulnerabilities cybercriminals use when targeting their victims can also be used to strengthen the defense against them.

Humans develop mental strategies to help process decisions intuitively. These enable us to focus on the most important ones. Intuitive thought can be useful but can sometimes result in less optimal decisions than those made consciously. An example is an employee applying more cognitive energy to an important conversation with a colleague while intuitively opening emails. The potential consequence is clicking on a link in a phishing email.

Why isn’t conventional awareness training enough?

Employees may receive cybersecurity compliance training from their organization but when working intuitively they are unable to cognitively access this education to benefit from its learnings. Instead, they use predetermined strategies or habits, for example following the opinions of experts or the majority to make a quick decision. Cybercriminals are aware of this and other heuristics and will in turn position themselves as experts or suggest many others have performed an action to further influence a fast decision. Employees must be supported by being trained on new cognitive strategies that can be built into current habits.

How does debiasing work?

The word debiasing may sound technical and somewhat foreboding, however the concepts involved can be straightforward to apply. An example of a debiasing technique is always placing your keys in the same spot each day to avoid their loss.

Debiasing is an intervention in which people are given the information required to improve their current decision-making rules. It is about educating employees how to recognise when a strategy should be applied and allowing the opportunity to practice until it becomes habitual. Debiasing is a multi-step approach involving 5 stages:

• Making the decision-maker aware the bias exists
• Informing them on how to detect it
• Motivating them to want to change it
• Teaching them how to apply the more optimal strategy
• Showing them how to practice and maintain it

Debiasing techniques in cybersecurity is still in its infancy but has shown great promise in healthcare, forensic mental health, and education. My own research involving debiasing techniques has found promise for their use in detecting phishing emails. Debiasing offers more than nudging alone as humans can become habituated to continuous pop-ups.

Examples of debiasing

There are several debiasing strategies that support your employees with a focus on providing techniques that can be easily remembered and implemented. Two simple examples of such strategies are a ‘consider-the-opposite’ intervention and a checklist/maxim intervention.

‘Consider-the-opposite’ requires employees to consider the evidence available for an alternative outcome. For example, assuming all people in your building do not have authorised access unless an ID badge is produced. This technique interrupts automaticity, encouraging more conscious thought.

Another potential debiasing intervention is the implementation of a maxim or mental checklist. Repeating information or a behaviour until it becomes habit. Heuristics are inbuilt mental checklists and therefore replacing elements of them with new forms can help reduce susceptibility to social engineering while avoiding reductions in productivity.

The key message is, do not just provide education. Support your employees’ intuitive decisions, ensuring they are aware of biases that may result in vulnerability, when to expect them and how they can create more secure strategies to practice until they become automated. Don’t just educate your employees, help them apply secure strategies even when thinking fast.

OutThink

FUEL has partnered with leading cybersecurity company OutThink to include its award-winning human risk management platform as one of the software solutions we offer clients.

OutThink received the highest possible score from ratings body Gartner Peer Insights, as well as a Seal of Excellence award from the European Innovation Council.

To find out how the OutThink Cybersecurity Human Risk Management platform can raise awareness, drive more secure behaviours, and increase motivation across your organisation please get in touch at info@fuelonline.co.za.