logo
Coro's Mythbuster Series—Myth No. 13: SMBs Can't Deploy ZTNA

Coro's Mythbuster Series—Myth No. 13: SMBs Can't Deploy ZTNA

Forbes08-07-2025
Dror Liwer is cofounder at Coro.
Myth: Zero trust network access (ZTNA) is a complex, expensive cybersecurity solution only accessible to large enterprises with dedicated IT teams and massive budgets.
Myth Busted: This myth is as outdated as dial-up internet. The reality is that modern ZTNA solutions are not only accessible but crucial for SMBs, offering robust security without the prohibitive costs or complexity of traditional models.
What ZTNA Is
Imagine your office building. Traditionally, once you're past the main entrance, you have free rein to roam most areas. This is akin to the old "castle-and-moat" security model, where strong perimeter defenses are built and everything inside is inherently trusted.
Now, imagine a different scenario: every door in your office, from the main entrance to the broom closet, requires authentication. Even if you're an employee, you only get access to the specific rooms you need for your job, and your access is continuously verified. This is, in essence, ZTNA.
ZTNA operates on the principle of "never trust, always verify." Instead of assuming everything inside your network is safe, the goal of ZTNA is to verify every user and device, for every connection, regardless of their location. This micro-segments your network, granting access only to the specific applications and data a user needs and nothing more. This is a crucial concept, especially when you consider that a significant percentage of security incidents involve internal actors.
Why ZTNA Has Been Out Of Reach
For a long time, the perception of ZTNA was that it required a complete overhaul of existing network infrastructure, demanding specialized expertise and significant financial investment. This was true for early ZTNA iterations, which were indeed designed with large enterprises in mind. The complexities of integration, ongoing management and the need for in-house security professionals made it seem like a distant dream for most SMBs.
It's a bit like the "Ferrari Syndrome" we discussed in Myth No. 9. Just because a high-end security solution exists doesn't mean it's practical or manageable for every business. Many SMBs assumed ZTNA was a Ferrari they couldn't afford to buy or drive.
The New Reality: ZTNA For Every Business
The cybersecurity landscape has evolved dramatically. With the rise of remote and hybrid work models, employees are accessing company resources from various locations and devices. Many SMBs now work with a variety of contractors, freelancers and vendors. Breaches have become more common than ever before.
The good news is that ZTNA capabilities have evolved as well, ensuring that every connection is secure, regardless of where your employees are working. It allows you to grant contractors highly granular access to only the specific resources they need, for a limited time, without exposing your entire network. And by limiting lateral movement and isolating breaches, ZTNA helps reduce the impact of ransomware attacks, preventing them from spreading across your entire network.
Here's how ZTNA has become more accessible to SMBs:
Advancements in cloud-native and SaaS-based ZTNA offerings have changed the complexity traditionally associated with network security. By removing the need for on-premise hardware and simplifying infrastructure requirements, this offers a more manageable entry point for smaller organizations. It's like tapping into services that are maintained and updated externally rather than building your own data center.
Many modern ZTNA platforms emphasize usability, with simplified interfaces and integration paths that reduce setup friction. By aligning with existing identity and access management tools, these systems can be incorporated into current environments without demanding deep in-house expertise. For many SMBs, this means security upgrades can be implemented without needing to expand their IT teams.
ZTNA can shift the financial model from capital expenditures to operational ones, helping SMBs better manage costs while still improving security. Additionally, by consolidating multiple security functions, ZTNA reduces the need for a sprawling toolkit. This directly counters the "more tools equals stronger cybersecurity" myth.
ZTNA's core principles—like least-privilege access and segmenting users from resources they don't need—align well with the types of risks SMBs often face, particularly insider threats and lateral movement by attackers. These controls can help reduce "dwell time," the length of time adversaries remain undetected in a system, even when a breach occurs.
As SMBs evolve, the ability to scale security measures without rebuilding infrastructure becomes critical. ZTNA solutions can typically grow in step with the organization—supporting additional users, devices and cloud applications—without requiring disruptive overhauls.
Taking Action: Deploying ZTNA As An SMB
Implementing ZTNA doesn't have to be a daunting task for an SMB. Here's how to approach it:
You don't need to implement ZTNA across your entire organization all at once. Begin by protecting your most critical applications and data and then expand gradually.
When exploring ZTNA options, look for providers that specifically cater to SMBs.
Cloud-native, easy-to-manage solutions with transparent pricing should also be a key focus, as should an emphasis on integration and automation. These aspects can significantly lighten the load on smaller IT teams.
As discussed in Myth No. 9, identify your most critical assets and the primary threats to them. This will help you prioritize your ZTNA deployment and ensure you're getting the most impact for your investment.
While ZTNA reduces reliance on individual vigilance for perimeter security, it's still crucial to train employees on good cybersecurity hygiene. This helps combat the "Bagel Effect' we discussed in Myth No. 10 where everyone assumes someone else is handling security.
Conclusion
The myth that SMBs cannot deploy ZTNA is well and truly busted. For small- and medium-sized businesses navigating today's complex threat landscape, the ability to build a stronger, more resilient security posture is well within reach—proving that advanced cybersecurity is indeed for anyone who wants to protect their digital crown jewels.
Forbes Technology Council is an invitation-only community for world-class CIOs, CTOs and technology executives. Do I qualify?
Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

United Airlines and Ryanair in an Age of Uncertainty
United Airlines and Ryanair in an Age of Uncertainty

Skift

timea minute ago

  • Skift

United Airlines and Ryanair in an Age of Uncertainty

In this week's show, Gordon Smith and Jay Shabat criss-cross the Atlantic to review the latest earnings from United Airlines and low-cost giant Ryanair. Gordon and Jay discuss the latest earnings reports from United Airlines and Ryanair, exploring their financial performance, market comparisons, and the broader economic outlook. They delve into United's strategic partnerships, the United Next strategy, and the implications of tariffs on the airline industry. The conversation then turns to Ryanair's operations and aircraft orders. The conversation highlights the current state of the airline industry amidst economic uncertainties and evolving trade relations. Listen to This Podcast Apple Podcasts | Spotify | YouTube | RSS Takeaways United Airlines reported an 11.6% operating margin for Q2 2025. Despite disruptions, United's demand for premium services remains strong. United's growth strategy includes up gauging to larger aircraft. Economic uncertainties persist, but the outlook remains optimistic. Ryanair achieved a 21% operating margin, benefiting from strong travel demand. Ryanair's capacity is constrained due to aircraft delivery delays. The US economy shows signs of resilience despite tariff concerns. Low oil prices are beneficial for consumer spending and airline profitability. The future of US-EU trade relations remains uncertain, with potential implications for the aviation sector.

Please, Google, give me Pixel 10 colors for the Pixel 10 Pro
Please, Google, give me Pixel 10 colors for the Pixel 10 Pro

Android Authority

timea minute ago

  • Android Authority

Please, Google, give me Pixel 10 colors for the Pixel 10 Pro

Rita El Khoury / Android Authority It's the most wonderful time of the year. No, not Christmas — that's still (thankfully) months away — but Pixel leaks season. Yes, it's that special time of summer when we find out almost everything there is to know about Google's upcoming crop of flagships, from camera sensors to chipsets to, most importantly, colors. This year, though, I have a particular bone to pick with the maker of Android. I think Google nailed the colors of the upcoming Pixel 10, embracing just enough nostalgia to evoke images of the Pixel 3, but it whiffed on the finishes for the much more premium Pixel 10 Pro. The four leaked colors are business-like rather than bubbly, and I am begging for Google to bring some fun back to its Pro lineup. Which leaked colors look better: Pixel 10 or Pixel 10 Pro? 0 votes Pixel 10 NaN % Pixel 10 Pro NaN % I'll take every Pixel in this color, thank you Back in the day, Google had one set of colors for its entire Pixel lineup. The Pixel 1 and Pixel 1 XL came in the same mix of Really Blue, Very Silver, and Quite Black, and that tradition carried all the way to the Pixel 4 series and standalone Pixel 5. It was great — matching colors across different models meant that I could fall in love with a shade like Not Pink or Really Blue and still have my choice of size. So, when the Pixel 10 leaked in an Indigo shade that looks almost exactly like the Pixel 1's Really Blue and a Frost hue that screams Kinda Blue from the Pixel 2, it got my hopes up. The colors felt like a sign that Google was ready to embrace a little bit of nostalgia from Pixels of the past, turning its tenth year into a celebration now that the base Pixel 10 is set to move closer to its Pro-grade siblings by adding a telephoto sensor. I love the Pixel 10's nostalgia factor, but why did Google limit it to just one device? At this point, Google finally seems mostly settled on the rest of its design language. The camera bar has become a camera island, the Pixel 10's frame looks almost identical to the Pixel 9 before it — which is a very good thing — and the seldom-used temperature sensor remains reserved for the Pro models (thank goodness). So, the best thing it could do to brighten up its entire family would be to give me every Pixel ever made in the brand-new Indigo shade. Either that, or let me settle for some mix of Frost and Limoncello rather than limiting them to the base model. Then again, maybe a small part of me always knew that the Pixel 10's colors would shake out this way. Ever since Google began to separate its lineups with the Pixel 6 series, the base model has picked up the better color hands down. Its Sorta Seafoam (light green and yellowish) was better than the Pixel 6 Pro's Sorta Sunny (yellow and gold), and the Pixel 7's Lemongrass is just a little more vibrant than the Pixel 7 Pro's Hazel. Maybe the Pixel 8 Pro's Bay finish is the exception, offering way more fun than the Pixel 8's Rose, but Google has been pretty consistent otherwise. Who says Pro-grade phones have to look buttoned-up? After the thrill of Google's colorful Pixel 10 leak, you can only imagine my disappointment when its Pixel 10 Pro colors followed closely behind. The lineup above is about as dull as possible, with three business-ready options flanked by one brilliant Jade finish. Of course, that makes my color choice pretty simple — Jade is the only way to go — but I feel myself itching for a Pro-level Pixel that doesn't come in green. That might be dramatic — Google's last few Hazel-colored devices have been great. I still think the Pixel 7 Pro might be its best-looking flagship behind my beloved Pixel 5, and it all came down to how the colorful glass paired with the gold-colored frame. However, it's still a pretty muted hue when put up against the colors that everything else in the family gets. Even the Pixel 9a got in on the brightly colored fun with its Iris and Peony finishes, both of which I'd love to see on a top-end device. Google has given us fun Pixel Pros before, but they're few and far between. But, as we know, that doesn't seem to be in the cards right now. For whatever reason, Google is determined to keep its base models fun and its Pro models buttoned up. It's decided that to be a Pro, you have to look ready to step onto a film set or into a boardroom, probably using some mix of Tensor-powered camera tricks or Gemini-powered AI features along the way. I don't think it needs to be that way — I've never worn a suit in my working life, nor have I heard of a film set where there wasn't at least a little bit of fun between takes — but Google does. All I'm saying is that my favorite Pixels, feature-wise, have always been the Pro models, but I simply can't argue with the fact that the base model and the Pixel A series always get the best colors. So please, Google, give some of us Pros the pop of color that the rest of Pixel UI and Material 3 Expressive already have.

13 Ways Nonprofits Can Effectively Manage Changes In Leadership
13 Ways Nonprofits Can Effectively Manage Changes In Leadership

Forbes

timea minute ago

  • Forbes

13 Ways Nonprofits Can Effectively Manage Changes In Leadership

A Woman Giving Presentation to Colleagues Change is constant in today's business landscape. While shifts like staff departures and goal pivots are often accepted as part of the normal business cycle, a change of leadership can rock a company's foundation, especially for mission-based organizations like nonprofits. From developing succession plans in advance to determining how to best communicate happenings to stakeholders at all levels, taking a proactive approach can help nonprofits successfully navigate substantial internal changes. Below, 13 Forbes Nonprofit Council members share advice on how nonprofit leaders can successfully manage leadership changes within their organizations, as well as why these strategies are effective. 1. Make Succession Planning A Priority Succession planning cannot be an afterthought, so make it a prioritized and strategic activity within your organization. Engage in conversations with leaders and board members to outline clear plans for leadership transitions. These discussions should not only address what happens when leadership shifts occur but also how to ensure continuity and maintain organizational stability. - Cortney Nicolato, United Way of Rhode Island 2. Seek Alignment Around A Shared Vision Centering leadership transitions around a shared vision helps create alignment and momentum. When teams actively participate in shaping that vision, they feel a sense of ownership and clarity about where the organization is headed. This inclusive approach builds trust and engagement, minimizing disruption. A co-created vision empowers staff, donors and volunteers to move forward together. - Alan Thomas, Association for Materials Protection & Performance 3. Leverage Storytelling Treat leadership transitions like storytelling, not just succession. Rather than just announcing the "who," explain the "why" behind the change, the values that will stay and the vision ahead. When people feel part of the next chapter, they invest in it. What works is inviting your team and supporters to be co-authors, not just readers, of what comes next. That's how you keep momentum. - Cherian Koshy, Kindsight 4. Implement A Phased Communication Plan A phased communication plan is key. When Well Aware was approaching a leadership transition, we began socializing the leadership change with key stakeholders on a deliberate timeline. For example, prior to the public announcement, we held private calls with key partners to build buy-in. By the time the news was shared widely, the leader had a strong foundation of support, enabling a smooth, successful start. - Sarah Evans, Well Aware 5. Focus On Communication Transparency There is nothing that rocks the boat more than a change in leadership. Fear of the unknown is unsettling. I have found that being communicative and generous with information during the hiring process is key, including timelines, candidates, etc. Conducting team interviews is also helpful, as they create mutual responsibility for the success of the hire. A pre- and post-hire meet and greet helps to break the ice. - Tara Chalakani, Preferred Behavioral Health Group 6. Regularly Meet With Internal Stakeholders Making sure to continue to meet with all board members individually and with staff at all levels is important. Hearing what is on people's mind is imperative, so you need to approach each interaction as a learning experience. - Rhonda Vetere, Laureus Sport For Good 7. Prioritize What's Working Well Focus on the things that are working well. There's no need to "disrupt" things to make your mark, and listen to suggestions from staff members. Conduct town hall meetings with staff to give them an opportunity to "kick the tires." - Gene O'Neill, NAVC (North American Veterinary Community) 8. Lead With Transparency And Continued Support One powerful strategy is leading with transparency and affirmation of continued support. Clearly communicate the leadership change, share the 'why' and reassure your team and community that the mission remains strong. This approach builds trust, eases uncertainty and reminds everyone they're still valued and supported through the transition. - Yujia Zhu, 9. Create Values-Embedded Infrastructure Effective leadership transitions require values-embedded infrastructure. Focus on weaving core principles into daily operations while documenting key decisions to preserve institutional memory. By building distributed leadership capacity rather than hero-driven models, we realize sustainable continuity and are therefore able to keep our focus on strengthening the systems that make us better as we evolve. - Tara Fitzpatrick-Navarro, USTA Mid-Atlantic Foundation 10. Develop A Leader Operations Manual Smooth leadership transitions start by understanding how a new leader learns and leads. A CEO operations manual that captures how the team makes decisions, gathers input and communicates builds clarity and trust faster when paired with team alignment. It's not just about onboarding the CEO; it's about 'reboarding' the whole organization. - Karen Cochran, Philanthropy Innovators 11. Prioritize Cultural Continuity Leadership may change, but the culture that connects your team should remain strong. We focus on consistent rituals like weekly check-ins, celebrating wins and welcoming new staff to keep morale high. A strong culture helps people stay grounded during uncertain times. - Michael Bellavia, HelpGood 12. Maintain The Succession Plan Our organization maintains a robust succession plan grounded in transparency and trust. When I experienced a stroke in April 2023, our COO seamlessly stepped in as interim CEO for 12 weeks. Thanks to clear protocols and open communication, our operations never missed a beat — and neither did our care to those we serve. - Nicole Lamoureux, NAFC 13. Stay Consistent In The Mission And Values The quote, "When your values are clear, your choices are easy" is attributed to Roy E. Disney. Leadership can, and will, change, but the mission and values must stay consistent. Consistency creates credibility. Ensure the staff, board and other stakeholders are all committed to the mission and values of the organization, as it will hold the leadership team accountable and keep the organization moving forward. - Aaron Alejandro, Texas FFA Foundation Forbes Nonprofit Council is an invitation-only organization for chief executives in successful nonprofit organizations. Do I qualify?

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into a world of global content with local flavor? Download Daily8 app today from your preferred app store and start exploring.
app-storeplay-store