Leadership 101

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This webinar offers a focused exploration of how to build and strengthen essential leadership skills for individuals looking to lead in any context—personally or professionally. Whether you're guiding your family, leading a team, or influencing an entire organization, you'll learn why leadership matters and how to cultivate the habits that define great leaders.

From fostering meaningful relationships to enhancing your people management perspective, this session provides practical tools and reflective insights to help you grow as a leader. You’ll gain actionable strategies on mentoring, team building, and communication—empowering you to lead with confidence and authenticity in any environment.

Your Benefits for Attending:
  • Understand what leadership is and why it plays a vital role across personal and professional settings
  • Learn the key habits and behaviors that define successful leaders
  • Discover how to build strong, trust-based relationships—including the importance of mentoring
  • Gain actionable insights into people management strategies that support effective team leadership

Attending this webinar will help you refine your leadership style and build stronger relationships, offering tangible growth for both your career and personal development.

Level: Basic
Format: Live Webcast
Instructional Method: Group Internet Based
NASBA Field of Study: Business Management & Organization (2 hours)
Program Prerequisites: None
Advance Preparation: No
  1. Leadership 101: Leading Even Without The Title
  2. Who I’m Not 00:01:32
  3. Who I Am 00:02:37
  4. Agenda 00:07:18
  5. Definition Of Leadership 00:07:54
  6. Why Leadership Is Important 00:09:09
  7. Without Leadership 00:13:01
  8. Leadership Memes 00:14:37
  9. The 5 P’s Of Habits 00:17:46
  10. Be Clear 00:22:20
  11. Be Supportive 00:26:37
  12. Be Resourceful 00:30:25
  13. Be Decisive 00:33:11
  14. Be Demonstrative 00:36:22
  15. They’re Always Watching 00:39:56
  16. Be Accountable 00:41:51
  17. Be Adaptable 00:46:32
  18. Be Inspiring 00:50:19
  19. Relationship Importance 00:53:14
  20. Building Trust 00:57:21
  21. Meme 01:03:21
  22. Mentoring 01:04:52
  23. Mentor Types 01:10:27
  24. Yoda Meme 01:15:36
  25. Managers 01:15:54
  26. Subordinates 01:16:48
  27. Bench Planning 01:18:43
  28. Prioritizing (Eisenhower Matrix, ABCDE, CEE Method) 01:21:24
  29. Get The Priority Framework Template 01:28:08
  30. Onboarding 01:29:44
  31. Onboarding Cont’d 01:33:44
  32. Get The Dynamic Onboarding Template 01:
  33. Offboarding 01:35:29
  34. Aspiring Leaders 01:37:13
  35. Key Takeaways 01:38:05
  36. Did You Enjoy This? 01:39:42
  37. Presentation Closing 01:43:14
  • Derek Henry, CPA, CFE

    Derek Henry, CPA, CFE

    Derek is an accomplished speaker, trainer, consultant, and developer with over 20 years of experience in public accounting, corporate accounting/finance, and software pre-sales. Over that time, he has taught, managed, and mentored hundreds of people on how to work with more efficiency, accountabilit [...]

    View Full Profile

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  • ABCDE Method 01:23:01
  • Bench Planning 01:18:48
  • Eisenhower Matrix 01:21:45
  • Leadership 00:04:35, 00:07:25, 00:13:14, 00:42:30
  • Mentor 01:05:59
  • Offboarding 01:3
  • Onboarding 01:29:44
  • Work Culture 00:13:15

ABCDE Method : The ABCDE method is a time management technique that helps people prioritize tasks and make decisions by categorizing them into five groups based on their importance and urgency:A: Very important and urgent tasksB: Important but not urgent tasksC: Nice to do but not important tasksD: Tasks that can be delegatedE: Tasks that should be eliminated

Bench Planning: Bench planning is a structured process for developing and promoting talent within an organization to ensure its future stability and growth. It's also known as building bench strength or succession planning.

Eisenhower Matrix: The Eisenhower Matrix is a way to organize tasks by urgency and importance, so you can effectively prioritize your most important work. Dwight D. Eisenhower—the 34th President of the United States and a five-star general during World War II—presented the idea that would later lead to the Eisenhower Matrix.

Leadership: The office or position of a leader, the capacity to lead, and the act orinstance of leading. Someone who inspires, motivates, setsthe plan and vision, andensures their team has the support and tools to achieve their goals.

Mentor: A mentor is a person who can support, advise and guide you. They typically take the time to get to know you and the challenges you're facing and then use their understanding and personal experience to help you improve.

Offboarding: Offboarding is the process of transitioning former employees out of the company. Offboarding should happen regardless of the employee's voluntary or involuntary departure, but the steps you should take may differ depending on whether the employee is resigning, retiring or being terminated.

Onboarding: "Onboarding" refers to the processes in which new hires are integrated into the organization. It includes activities that allow new employees to complete an initial new-hire orientation process, as well as learn about the organization and its structure, culture, vision, mission and values.

Work Culture: Work culture is the atmosphere and environment that employees experience in an organization, including the values, beliefs, and behaviors of the people who work there. It's unique to each business and can be shaped by many factors, including: Leadership, Policies, Goals, Mission, Physical environment, Interactions between employees, and Traditions

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Webinar Survey Overall Rating

This webinar received a total of 8 survey responses. Attendees have given an average rating of 4.6 stars out of a possible 5, reflecting the quality and value of the content presented.

Average rating

4.6 / 5
Webinar Presentation
How many of the objectives of the event were met?
4.8 Stars
How useful was the information presented at this event?
4.8 Stars
Overall, how satisfied were you with this event?
4.5 Stars
Speaker Performance
Overall, how satisfied were you with this presenter?
4.6 Stars
How closely did the presenter follow the schedule?
4.3 Stars

Reviews From Webinar Survey

Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees.

Amari W.
October 31, 2025
4.2 / 5
Webinar Rating:
4.7 Stars
Speaker Rating:
3.5 Stars
Do you have any other comments, questions or concerns?
no comment
Ashlee D.
October 30, 2025
4.8 / 5
Webinar Rating:
5.0 Stars
Speaker Rating:
4.5 Stars
Do you have any other comments, questions or concerns?
Enjoyed the program very much! Will use slides and advice in daily work!
Kim G.
October 29, 2025
4.4 / 5
Webinar Rating:
4.3 Stars
Speaker Rating:
4.5 Stars
Do you have any other comments, questions or concerns?
90 minutes is too long.
Kristen P.
October 29, 2025
5.0 / 5
Webinar Rating:
5.0 Stars
Speaker Rating:
5.0 Stars
Do you have any other comments, questions or concerns?
no comment
Tatum H.
October 29, 2025
5.0 / 5
Webinar Rating:
5.0 Stars
Speaker Rating:
5.0 Stars
Do you have any other comments, questions or concerns?
It could have went longer and still have been informative and enjoyable.
Yuri T.
October 29, 2025
5.0 / 5
Webinar Rating:
5.0 Stars
Speaker Rating:
5.0 Stars
Do you have any other comments, questions or concerns?
Loved the class!
Kelly B.
October 29, 2025
3.8 / 5
Webinar Rating:
4.0 Stars
Speaker Rating:
3.5 Stars
Do you have any other comments, questions or concerns?
He was good, but a little too lengthy.
Ana A.
October 29, 2025
4.4 / 5
Webinar Rating:
4.3 Stars
Speaker Rating:
4.5 Stars
Do you have any other comments, questions or concerns?
The presenter was well prepared

Frequently Asked Questions

Leadership is both a position and a practice—it encompasses the capacity to inspire, motivate, set direction and vision, and ensure team members have the support and tools necessary to achieve shared goals. What distinguishes true leadership from mere management is influence: the ability to move people toward a goal not through formal authority alone but through trust, clarity of purpose, and genuine engagement with the humans you lead. Leadership matters in personal and professional settings because without it, teams drift without direction, decisions stall, accountability erodes, and work culture deteriorates into confusion and disengagement. Every team, family, and organization reflects the quality of its leadership. Importantly, leadership is not reserved for those with formal titles. As the concept of 'leading even without the title' emphasizes, anyone can lead by demonstrating the habits and behaviors that inspire trust and action in others—whether you are a frontline employee, a peer team member, or an aspiring leader building the foundation for a future management role.
Great leaders are distinguished less by innate talent than by the consistent habits and behaviors they practice every day. Core leadership behaviors include being clear—communicating expectations, priorities, and decisions precisely so team members always know where they stand. Being supportive means removing obstacles, advocating for team members' development, and demonstrating genuine care for their success. Being resourceful involves solving problems creatively and finding ways forward when resources are constrained. Being decisive means making timely, well-informed decisions and owning outcomes rather than procrastinating. Being demonstrative—walking the talk—is perhaps the most powerful habit of all: leaders who model the behavior they expect earn trust and credibility no words can manufacture. Accountability ensures that commitments are kept and mistakes are acknowledged rather than deflected. Adaptability allows leaders to adjust approach as circumstances evolve. Paired with the ability to inspire—connecting work to purpose—these behaviors create environments where teams perform at their highest level and individuals feel motivated to grow regardless of the organizational context.
Trust is the currency of leadership—without it, even technically skilled leaders are limited in their effectiveness, while leaders who earn deep trust can achieve remarkable results even with limited resources. Trust is built through behavioral consistency over time: doing what you say you will do, being transparent about constraints and uncertainties rather than pretending to have all the answers, treating team members fairly and consistently, and being honest even when honesty is uncomfortable. Demonstrating genuine interest in team members—their career goals, their challenges, what motivates them—builds relational trust that goes beyond professional respect. Trust is also reinforced through accountability: leaders who acknowledge their own mistakes, rather than deflecting blame, signal that ownership is a value in their culture. Small, consistent actions accumulated over time build more trust than grand gestures. Trust, once broken, is difficult to rebuild—making it one of the most valuable and fragile assets a leader manages throughout their career.
Bench planning—also known as succession planning or building bench strength—is a structured process for identifying, developing, and preparing internal talent to step into key leadership roles when they become vacant. In organizational contexts, bench planning identifies current employees with high leadership potential, designs targeted development experiences to accelerate their readiness, and documents succession maps ensuring critical roles have internal candidates prepared to assume them. Organizations without bench plans are vulnerable during leadership transitions—when a key manager or executive departs unexpectedly, the absence of ready successors forces rushed external hiring, creates extended leadership gaps, and can destabilize teams and business relationships. Effective bench planning requires regular talent reviews, honest assessment of readiness versus potential, deliberate development experiences such as stretch assignments and mentoring relationships, and organizational commitment to treating leadership development as a strategic priority rather than a reactive afterthought. Leaders who build strong succession benches create organizational resilience that extends well beyond their own tenure.
Effective leaders are not necessarily those who work the most hours—they are those who allocate attention to what matters most and create systems that help their teams do the same. The Eisenhower Matrix categorizes tasks on two dimensions: urgency and importance. Quadrant I (urgent and important) demands immediate attention. Quadrant II (important but not urgent) is where strategic thinking, planning, and development live—the quadrant most leaders chronically under-invest in. Quadrant III (urgent but not important) is a primary source of leadership time waste that can often be delegated. Quadrant IV (neither urgent nor important) should be eliminated. The ABCDE method extends this: A tasks are must-dos with serious consequences if missed; B tasks are should-dos; C tasks are nice-to-dos; D tasks should be delegated; E tasks should be eliminated. Applying these frameworks to both personal workflow and team priorities builds the habit of intentional resource allocation—ensuring collective energy is directed toward the work that creates the greatest organizational value rather than being consumed by the urgently trivial.