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brings three decades of cybersecurity expertise to his role as Chief Information Security Officer for the Analysis and Resilience Center for Systemic Risk, where he develops secure technology solutions to protect critical functions supporting economic and national security. His position requires him to implement safe and compliant technology solutions and infrastructure that enable ARC member collaboration to address systemic risks threatening the nation’s economic stability and security framework.

“Leadership is at the core of being a Marine,” Lemott says. “Leadership is taught from the very beginning and developed over the length of a career. Leadership is very personal for me.”

The veteran cybersecurity executive has built his career on a foundation of Marine Corps values, transitioning from 27 years of military service to leadership positions at major technology companies, including VMware and SAP National Security Services. His approach combines strategic vision with hands-on mentorship, focusing on developing teams while maintaining rigorous security standards that protect against sophisticated cyber threats.

His educational credentials reflect a commitment to both technical excellence and strategic thinking. He holds a Master of Science in National Security Strategy from the National War College at National Defense University, a Master of Science in Computer Science from the Naval Postgraduate School and a Bachelor of Science in Computer Science from the U.S. Naval Academy. This combination of technical skill and strategic education has positioned him as a leader who understands both the intricate technical complexities of cybersecurity and the broader implications for national security policy.

Douglas Lemott Jr. Builds Trust Through Transparent Leadership

Lemott’s leadership style centers on building trust through consistent actions and transparent communication. “I try to meet individuals where they are in their personal and professional lives,” Lemott says. “I focus on the positives and work with individuals to improve on weaknesses because we all have them.”

This approach proved particularly valuable during his tenure at SAP NS2, where he served as Vice President of Security Operations and Deputy Chief Information Security Officer. In that role, he established and executed advanced cybersecurity programs designed to protect technology, applications, and supporting infrastructure against persistent adversarial threats. The complexity of these threats required not just technical solutions but also a workforce capable of adapting to evolving challenges.

His responsibilities at SAP NS2 extended beyond traditional security operations. He also served as VP of Secure Cloud Multi-Tenant Engineering, Operations, and Delivery, where he oversaw the strategy, design, and deployment of multi-tenant cloud infrastructure for compute, storage, and network systems.

The dual nature of his responsibilities at SAP NS2 demonstrated his ability to balance operational security needs with strategic business objectives. His method for driving innovation follows a structured approach that prioritizes people first, then processes, then technology tools.

“Once processes are well defined, operationalized, and documented, the innovation can take root,” Lemott says. “In my opinion, the tools are the easiest part of the equation.”

The emphasis on people and processes before technology reflects lessons learned throughout his career. He has observed that organizations often focus on acquiring new tools without first ensuring their teams and processes can effectively utilize these technologies. His approach reverses this priority, ensuring that human capital and organizational procedures can support technological investments.

“Given the proper environment, the team can innovate in ways that provide greater efficiency, while also providing them an opportunity to be a part of the process,” Lemott says.

Strategic Vision in High-Stakes Environments

Goal setting forms a crucial component of Lemott’s leadership methodology. He applies the same strategic thinking to both personal and professional objectives, typically setting ambitious targets that push himself and his teams beyond their comfort zones. This approach stems from his understanding that growth requires continuous challenge and adaptation.

His strategic planning process involves setting both short-term goals, spanning two to three years, and long-term objectives, covering four to five years. The systematic nature of his goal-setting process includes regular review and adjustment periods. This ensures that his strategic vision remains relevant while maintaining focus on core objectives.

This strategic framework guided his work at VMware, where he served as Director of Security and Compliance for the government, education, and healthcare sectors. In that position, he provided strategic guidance to define corporate and business unit priorities necessary to meet cybersecurity and compliance requirements, including FedRAMP, FIP,S and HIPAA standards.

Relationship Building and External Partnerships

Professional relationships form the foundation of Lemott’s approach to organizational success. He emphasizes that relationships are built on trust and trust must be earned through consistent actions and transparent communication.

His approach to team relationships involves consistently demonstrating a commitment to team members’ success and professional development. He regularly communicates that he has their best interests at heart and actively seeks opportunities to facilitate their career advancement. This often includes encouraging team members to take on challenges outside their comfort zones, providing opportunities for growth that might not otherwise be available.

His approach to external partnerships emphasizes clear communication of requirements and expectations. “Partners who take the time to listen and truly comprehend the problem I am solving and make recommendations to solve the problem are the ones I prefer to work with,” he says. “Vendors who take time to just sell their solutions without understanding the issue are not likely to garner future investment of my time.”

This selective approach to partnerships reflects his understanding that effective cybersecurity requires solutions tailored to each organization’s specific needs and challenges. His experience across different organizational types has provided him with a perspective on how various approaches to vendor relationships affect outcomes. He has observed that partnerships based on mutual understanding and shared objectives tend to produce more innovative solutions and better long-term results.

Douglas Lemott Jr. Encourages Professional Development

Professional development represents a core element of Lemott’s leadership philosophy. He actively seeks opportunities to invest in team members’ growth, often encouraging them to take on challenges outside their comfort zones. This investment in human capital reflects his belief that organizational success depends on individual development and engagement.

His mentoring approach became evident during his military service, when he worked with a talented young officer who failed to pass the selection for promotion to Major, effectively ending his active duty career. Rather than accepting this setback as final, helped the officer explore alternative paths that would allow him to continue serving.

“I consistently emphasized to him that his value as a person is not tied to a promotion,” Lemott says. “You can change the environment and thrive, and that is exactly what he did.”

Together, they investigated Reserve opportunities and submitted the necessary paperwork and recommendations for transition. The officer ultimately thrived in the Reserves and recently earned promotion to Lieutenant Colonel, demonstrating that alternative paths can lead to success when approached with proper planning and support. This mentoring philosophy extends to his civilian leadership roles, where he applies similar principles of comprehensive support and alternative thinking.

His delegation strategy relies on the Eisenhower Matrix, which divides tasks into four quadrants based on importance and urgency. This framework enables him to maintain a strategic focus while providing development opportunities for team members. The matrix includes tasks that are essential and urgent, important but not urgent, urgent but not necessary, and neither important nor urgent.

views delegation not just as a productivity tool, but as a development opportunity for team members. By assigning appropriate tasks to subordinates, he provides them with chances to showcase their talents and demonstrate readiness for increased responsibilities.

Team Motivation and Performance Management

Compelling team motivation requires clear expectations, consistent feedback, and appropriate support systems. Lemott’s approach to team motivation combines high standards with the resources and guidance necessary for team members to meet those standards. This balance ensures that expectations are challenging but achievable.

His communication strategy emphasizes alignment with strategic vision and organizational goals. He believes that team members perform at their best when they understand how their individual contributions support the broader objectives. This requires regular communication and reinforcement of the connection between daily tasks and strategic outcomes.

The feedback process includes both formal performance evaluations and informal coaching conversations. He emphasizes the importance of addressing performance issues privately while recognizing achievements publicly. This approach maintains individual dignity while reinforcing positive behaviors for the entire team.

This approach to decision-making authority helps build confidence and encourages team members to take ownership of their work. It also creates an environment where learning can occur through experience and reflection rather than fear of public criticism.

His motivational approach reflects Marine Corps leadership principles adapted for civilian environments. The core values of Honor, Courage and Commitment continue to guide his leadership style and influence how he structures team interactions and performance expectations.

‘s transition from Marine Corps cybersecurity operations to corporate leadership shows how military training can enhance civilian roles. His current role at the ARC positions him to continue protecting critical infrastructure while developing future cybersecurity leaders through his commitment to mentorship and servant leadership.