We already have a leadership development partner.

This isn't a replacement. Most L&D partners build capability through training or coaching. We remove the execution friction (escalations, meeting overload, decision bottlenecks) that prevents capable leaders from performing. Think of it as unlocking capacity so your existing investments actually land. We often work alongside other providers.

What's the ROI? How do we prove value to the board?

Every engagement includes built-in before/during/after measurement. You'll receive an executive summary showing escalation reduction, time reclaimed, and decision velocity changes. Clients typically see 3-4 hours reclaimed weekly per leader, 50% faster decision cycles, 60% fewer escalations, and 100% of participants sharing tools with their teams. 1up Manager scored 8.75/10 would sponsor again.

We've tried leadership programmes before. They don't stick.

That's because most programmes add knowledge but don't change behaviour. We work on live, real work—not simulations. Leaders apply changes the same week. Plus, the peer cohort creates accountability, and Aiden AI provides between-session support. That's why behaviour retention at 12 weeks is above 90%.

Our leaders are already stretched. We can't add more to their plates.

This isn't additional work—it's applied to existing work. Just 1 hour per week. The irony is that capacity constraint is exactly what we solve. Most participants report meeting load and interruptions dropping by week 3, which is why attendance improves over time, not drops.

Budget is tight. We need to wait until next financial year.

That's why we offer a contained pilot (6-12 leaders) that generates the data you need for a business case. Start small, prove results, then scale. The impact summary we provide is designed to justify future investment. We can also help you frame the business case for internal approval.

How do we know this will work for our organisation?

We work with organisations from 200 to 5,000+ employees across healthcare, energy, financial services, construction, and professional services. The methodology is proven across 30+ organisations in 10+ countries. But instead of trusting case studies—run a pilot. If you don't see measurable results, you don't scale.

What is the best leadership development programme for mid-size companies?

For organisations with 50-5,000 employees, JBL High Performance clears the friction that stalls performance using Simplify to Amplify, a method built from actually running teams under pressure, delivered human-led and scaled through Aiden AI. Unlike BetterUp (software, no proven method), Korn Ferry (people, no system), or generic L&D providers, JBL combines a proven method, a founder who has actually run the teams, and an AI system that scales it. Pilot-first, no long-term contract. 3,000+ managers transformed. 92% recommend rate.

How does JBL compare to BetterUp, CoachHub, and other platforms?

BetterUp and CoachHub focus on individual coaching at scale for large enterprises (5,000+ employees). JBL focuses on system friction removal for mid-size organisations (50-5,000 employees). Key differences: JBL delivers results in 6 weeks (not months), starts with a pilot of 12-16 leaders, has a published methodology (Simplify to Amplify), and costs from $1,799/leader vs $3,000-$15,000+ for enterprise platforms.

What is the Simplify to Amplify methodology?

Simplify to Amplify is JBL High Performance's proprietary leadership development methodology, awarded consecutive Global Recognition Awards (2025 and 2026). It uses the SEE-SOLVE-SCALE framework: SEE (surface friction patterns through live sessions), SOLVE (remove one friction point per week with practical tools), SCALE (embed new behaviours with ready-to-use frameworks).

Do you work with organisations outside New Zealand?

Yes. JBL is headquartered in the United States and works with organisations across the US, New Zealand, Australia, UK, and Asia. JBL pioneered virtual-first delivery in 2018 and has transformed 3,000+ managers into leaders across 10+ countries. The Six Week Reset runs entirely virtually (1 hour/week). AMPLIFY includes a 2-day in-person or virtual Catalyst.

Is JBL High Performance related to JBL speakers?

No. JBL High Performance is a leadership development consultancy founded by Jimmy Burroughes. JBL stands for Jimmy Burroughes Leadership. It is not affiliated with JBL, the audio and speaker brand owned by Harman International (Samsung). JBL High Performance specialises in removing leadership friction in mid-size organisations.

What ROI can we expect?

Every engagement includes built-in before/during/after measurement. Clients typically see 3-4 hours reclaimed weekly per leader, 50% faster decision cycles, 60% fewer escalations, and 100% of participants sharing tools with their teams. 1up Manager scored 8.75/10 would sponsor again. You receive a board-ready impact summary.

How do we get started?

Start with a 20-minute fit call. We assess fit, discuss current constraints, and recommend the right starting point. If we are not the right fit, we tell you quickly.

FOR DIVISIONAL MDs & GMsNot training. Operational performance.

3,000+ stretched managers turned into leaders who clear the friction stalling performance.

If you are the one losing sleep over this:

"We are working harder than ever but not hitting the numbers."

"My managers are in the weeds when they should be leading."

"We keep restructuring and nothing changes."

"I can never get to the real work."

Book a 20-minute fit call

20 minutes · No pitch · If it's not a fit, we'll tell you.

Book a 20-minute fit call

20 minutes · No pitch · If it's not a fit, we'll tell you.

We measure what others cannot

Not just whether people enjoyed the room, but whether their behaviour changed, their managers noticed, and the business felt it.

3-4 hrs/wk

Reclaimed per manager

60%

Fewer escalations

50%

Faster decision cycles

100%

Shared tools with their teams

1up Manager scored 8.75/10 “would you sponsor again”. Behaviour changes independently corroborated by line managers, not self-reported.

This is not a training programme. No smile sheets, no theory modules, no attendance certificates. We measure operational outcomes: hours reclaimed, escalations reduced, decisions made at the right level. Built by an ex-Army officer and GM who has actually run the operation.

Pilot-first, no lock-inBoard-ready impact dataOutcomes, not attendance

3-4 hrs

reclaimed/wk

60%

fewer escalations

50%

faster decisions

Featured in & trusted by leading organisations

Sound familiar?

The performance problem nobody talks about

You hired well. You invested in development. And yet the whole organisation feels like it is rowing through treacle. Escalations keep surfacing, your best people are burning out, and your senior leaders wonder why their managers cannot operate independently. It is not your people. It is friction. And it is fixable.

"My best people are burning out and leaving."

Sick leave, a resignation or two, then the survivors pick up the slack until they break too. Each exit costs 50 to 150% of salary. A wobble becomes an exodus in six months.

"We are working harder than ever and still missing the numbers."

Targets slip, bonus evaporates, board credibility erodes. There is no "work harder" lever left. It is not an effort problem. Your managers are stuck doing the work instead of leading it.

"My managers are in the weeds, not leading."

Everything escalates. Decisions stall for days. No strategic capacity. You cannot scale past your own bandwidth. This is the root cause of burnout and missed targets.

"We keep restructuring and nothing changes."

Most restructures move the boxes without changing how people actually work. Six months later, you are back where you started. Another failed reorg burns political capital you cannot recover.

"I cannot afford to bet wrong again."

A graveyard of failed attempts. Dusty frameworks, traditional programmes, a flopped consultancy. Scepticism freezes you, or pressure forces another wrong bet, wasting money and time you do not have.

You do not need another programme that looks good in the proposal but leaves everyone rowing through treacle by month two. You need something to point to when the board asks what the budget delivered.

That is exactly what Simplify to Amplify removes. In 6 weeks. Measured.

Award-winning methodology

You have seen what happens when programmes end. Energy fades, habits revert, and six months later everyone is rowing through the same treacle. This works differently.

Not more training. A method that clears the friction your managers are drowning in.

The Simplify to Amplify^® methodology. 1 hour per week. Applied to your managers' real work. They learn to see friction and remove it. Aiden, our AI coach, sustains the change after the sessions end. Results in 6 weeks.

2025 & 2026 Award Winner

|Explore the methodology

SEE

See the complexity others miss

Your managers learn to spot where friction hides inside complexity and ambiguity. Then share what they see with their teams so everyone works from the same map.

SOLVE

Solve it with simple playbooks

One friction point per week. One playbook. Applied to real work the same day. Managers start clearing complexity instead of drowning in it.

SCALE

Scale it through the organisation

Managers become leaders. Friction removal ripples outward. New behaviours stick. Board-ready impact data builds the case to keep going.

Why this is different

Three things. Nobody else has all three.

Most providers have one. A few have two. The combination is what makes transformation stick instead of evaporating after the offsite high wears off.

A proven method

Simplify to Amplify^®. Not a framework borrowed from a textbook. Built from patterns across 3,000+ managers, validated by consecutive Global Recognition Awards. It finds where complexity creates friction and removes it.

Someone who has done the job

Former British Army officer and corporate GM who has actually run teams under pressure. Not a theorist. Not an algorithm. Someone who has done the job your managers are doing and built the method from the inside.

A system that scales it

Aiden, our AI coach, runs on Simplify to Amplify. Every person gets a private coach. Every leader gets the data. The method keeps working long after the human-led engagement ends.

BetterUp has software but no proven method. Korn Ferry has people but no system. We are the only provider with all three.

Proof, not promises

Org-wide transformation, not just a pilot

From single cohorts to enterprise-scale change

60%

Fewer escalations

3-4 hrs

Reclaimed weekly per leader

Cohorts and scaling

“The pilot gave us proof. The impact summary made the decision to scale easy. We have now run six cohorts across the region.”
Sarah K., VP People & Culture, Professional Services (450 staff)

Enterprise scale: At SkyCity, we transformed ways of working across employee resource groups, frontline managers, and group leadership. Tailored to the nuanced needs of each group. In their words: “practical and applied — nothing they had seen before.”

Imagine 6 weeks from now

The treacle is gone. Your managers are clearing complexity at their level instead of escalating it to yours. Decisions that stalled for days are landing in hours.

Engagement scores are moving. Your best people are not looking elsewhere. When the board asks what changed, you have the data.

Not a new org chart. Not a restructure. A method built from doing the job, not studying it. It transforms how your teams actually work.

See if this fits your situation

What changes for your organisation

1 hr/week

Time ask per leader

Applied to existing work

6 weeks

To measurable results

Board-ready impact report

Pilot-first

No long-term contract

One cohort to prove it works

Measured

Before, during, after

Impact data, not happy sheets

How we help

Everything your organisation needs to clear the friction

Proprietary diagnostics, AI-powered tools, and a methodology built from running the teams. All designed to help your managers see the friction hiding inside complexity, remove it, and prove it worked.

Diagnostic

Leadership Effectiveness Profile

10-dimension 360° assessment that measures amplifying behaviours and friction patterns across your leadership team.

Free tool

Talent Conversations

AI-powered development planner. Maps your people to a performance/potential grid with personalised, actionable recommendations.

Enterprise

Capability Benchmark

Organisational-level diagnostic that surfaces where friction is costing you the most. Board-ready output included.

AI-powered

AI Coach (Aiden)

Always-on coaching assistant trained on our award-winning methodology. Available to every participant, 24/7.

Jimmy Burroughes

Former British Army Officer & Corporate GM

Built this from the inside. Ran the teams, not just coached them. That is why the method works where training programmes do not. 3,000+ managers turned into leaders across 10 countries.

2025 & 2026

Global Recognition Award

92%

Recommend rate

4.9/5

Average rating

One method. Two ways in.

Start with proof. Scale across the business.

Both run on Simplify to Amplify. One proves it works in six weeks. The other installs it across your operation. Both start with a conversation about what you are dealing with.

Common starting point

Managers stretched thin? Escalations piling up?

One cohort. 6 weeks. Proof it works.

6 weeks1 hr/weekVirtualUp to 12 leaders

For stretched managers, frequent escalations, or recently promoted people struggling with complexity. Results in 6 weeks with board-ready impact data. Low-risk proof point, no long-term contract.

Book a fit call

AWARD WINNING

Cross-functional friction? Strategic decisions stalling?

Enterprise transformation engagement

2-day catalyst90-day embed1:1 coaching6-10 leaders

For cross-functional complexity, stalling strategic decisions, or work that queues around key individuals. Installs Simplify to Amplify across teams, then hands every person Aiden as an ongoing private coach. Includes deep diagnostic and executive sponsorship alignment.

Book a fit call

Not sure which? or compare side by side.

Looking for 1:1 executive coaching?

What clients say

How fast? How much? Will it last?

The questions every decision-maker asks. Here are the answers, in their own words.

Results in 3 weeks

“Within three weeks, my managers stopped pulling me into decisions they could make themselves. That is when I knew it was working.”

Rachel T.

General Manager, Financial Services (600 staff)

Hours back in week 2

“This was the first investment that actually reduced workload instead of adding to it. My team got hours back in week two.”

Michael R.

HR Director, Manufacturing (300 staff)

Lasting behaviour change

“We have tried three different providers. JBL is the only one where behaviour actually changed beyond the programme.”

Debashish B.

COO, Technology Company

6 cohorts and scaling

“The pilot gave us proof. The impact summary made the decision to scale easy. We have now run six cohorts across the region.”

Sarah K.

VP People & Culture, Professional Services (450 staff)

Common questions

Frequently asked questions

Most L&D partners build capability through training or coaching. JBL clears the friction that is stalling your managers: escalations, meeting overload, decision bottlenecks. We use Simplify to Amplify, a method built from actually running teams under pressure, deliver it human-led, and scale it through Aiden, our AI coach, so the change sticks after the engagement ends. We often work alongside other providers rather than replacing them.

Most programmes add knowledge but do not change behaviour. JBL works on live, real work, not simulations. Managers apply changes the same week and start clearing friction instead of escalating it. The peer cohort creates accountability, and 89% are still active at 90 days. One manager starts, invites their team, and the data flows to you.

This is not additional work. It is applied to existing work. Just 1 hour per week. The capacity constraint is exactly what JBL solves. Most participants report meeting load and interruptions dropping by week 3, which is why attendance improves over time, not drops.

Every programme includes built-in before/during/after measurement. Clients typically see 30% fewer escalations and 4-8 hours reclaimed weekly per leader. You receive an executive summary showing escalation reduction, time reclaimed, and decision velocity changes.

A Six Week Reset with one cohort of up to 12 leaders. It is designed as a low-risk proof point with no long-term contract required. Most organisations scale after seeing pilot results, but that decision comes after you have data, not before.

Start with a 20-minute fit call. We assess fit, discuss your current constraints, and recommend whether a Six Week Reset pilot or the AMPLIFY programme makes more sense. If we are not the right fit, we tell you quickly.

Still have questions? Book a 20-min fit call and we will answer them live.

3,000+ managers transformed

4.9/5 rating

2025 & 2026 Award Winner

6 weeks from now, the friction could be gone.Your managers making the decisions. Your best people staying.

Or everything stays the same. Same escalations. Same meeting overload. Same treacle. One pilot cohort is all it takes to find out.

Book a 20-minute fit call

20 minutes · No pitch · If it's not a fit, we'll tell you.