We already have a leadership development partner.

This is not a replacement. Most partners build capability through training or coaching. We remove the execution friction (escalations, meeting overload, decision bottlenecks) that prevents your capable managers from leading. 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 will receive an executive summary showing escalation reduction, time reclaimed, and decision velocity changes. Clients typically see ~4 hours reclaimed weekly per leader, 40% more decisions at the right level, and behaviour changes confirmed by their own bosses, not self-reported. 8.75/10 would sponsor again.

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

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

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

This is not additional work. It is 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 $200M to $2B revenue across dairy, FMCG, manufacturing, logistics, construction, and financial services. The methodology is proven across 30+ organisations in 10+ countries. But instead of trusting case studies, run a pilot. If you do not see measurable results, you do not scale.

What's the minimum commitment?

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

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

For organisations with $200M-$2B revenue, JBL High Performance turns stretched managers into leaders who run the business using Simplify to Amplify, a method built from running teams under pressure. Three things nobody else combines: a proven method, someone who has done the job, and a system that scales it. Pilot-first, no long-term contract. 3,000+ managers transformed. 92.5% recommend rate. Not training, not consulting.

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

Training sells a course. Consultants do it for you. JBL makes your own managers capable of running it themselves, for good. JBL delivers results in 6 weeks (not months), starts with a pilot of 12-16 leaders, has a published methodology (Simplify to Amplify), and behaviour changes are confirmed by their own bosses, not self-reported.

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 performance company 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.

How do I reduce escalations in my management team?

Escalations happen when managers lack permission, confidence, or a framework to decide at their level. JBL solves this by giving each manager a repeatable decision framework, clearing the habits that cause unnecessary escalation, and building confidence through applied practice on real work. Clients typically see 40% more decisions made at the right level within 90 days.

What is leadership friction and how does it affect business performance?

Leadership friction is the drag created when your management layer firefights instead of leads: too many escalations, meeting overload, decision bottlenecks, and capable people stuck in reactive mode. It costs organisations ~4 hours per leader per week in lost capacity. JBL removes this friction using the Simplify to Amplify method.

How long does it take to see results from a leadership development programme?

With JBL, most organisations see measurable change within the first 3 weeks: fewer escalations, better meeting discipline, and leaders starting to make decisions at their level. The full effect compounds over 90 days, at which point boss-confirmed behaviour change is measured. This is significantly faster than traditional 6-12 month programmes.

What is an AI leadership coach?

Aiden is JBL High Performance's AI leadership coach. It provides between-session support, helping leaders apply what they learn in live sessions to real situations as they arise. Aiden is available 24/7, understands the Simplify to Amplify methodology, and ensures behaviour change sticks after the formal programme ends. It scales coaching support without scaling cost.

How Your Behaviour Leaves a Wake That Shapes Culture

I had several people reach out to me on my latest IG posts on @jimmybleadership this week related to my Bow and Wake post so I thought I would share it here too. This concept perfectly illustrates the true leadership impact on an organization.

Just like a boat, as leaders, when we act, we create bow wave, moving things out of the way and impacting the environment around us. This can create an opportunity for some people, who, like dolphins can ride that wave and play in the surge. Or it can be crushing like a Greenpeace boat and an oil tanker meeting in the ocean. This dynamic is central to transformational leadership and team dynamics.

At the same time, after our actions, we leave a wake behind us from being there. This can be a calm, serene space or it can be full of churn and eddies. This wake directly influences the organizational culture and employee engagement long after the leader has moved on.

Whilst surging through the ocean of business, we will encounter resistance. In addition, the faster we push the more resistance we get. This means that energy is required to keep pushing and going too hard for too long can lead to exhaustion, burnout and a drop in performance. For you and for the people in the bow wave. Understanding leadership responsibility is crucial to managing this energy.

What I’d love for you to think about is what type of bow wave you want to create? And what is the wake that you want to leave behind? If you think about this in terms of the people, and the interactions you have with them, what can you do to shift the environment you create so that it’s a more positive and more beneficial space for them. Embracing conscious leadership and positive leadership can drastically change this environment.

For you, what can you do to reduce the energy drain for yourself and reduce the resistance you have to move through to get the results you want? This requires emotional intelligence and careful decision-making.

Look forward to hearing your thoughts and I’ll speak to you soon.

To build a strong wake and a positive bow wave, leaders must focus on high performance leadership and servant leadership. Building trust and navigating change management effectively are key to maximizing leadership impact. Insights from the Harvard Business Review, the Center for Creative Leadership, and utilizing 360-degree feedback can greatly enhance your leadership development. Ultimately, true leadership impact drives innovation and sustained success.

Questions managers ask about this

How does a leader's behaviour affect team culture?

A leader's behaviour creates a 'bow wave' that impacts the team environment immediately and leaves a 'wake' that shapes ongoing culture. Positive actions can create space for growth and collaboration, while negative behaviour causes resistance, exhaustion, and lowered productivity. Being aware of this helps leaders shape a more supportive and effective team culture.

What is the impact of pushing too hard as a leader?

Pushing too hard generates more resistance from the team and environment, which requires extra energy to overcome. This can lead to exhaustion, burnout, and a drop in productivity for both the leader and their team. Balancing drive with sustainable effort helps maintain performance and reduces unnecessary strain.

How can I reduce energy drain in my leadership role?

To reduce energy drain, focus on creating a positive environment that lowers resistance. Reflect on the type of influence you want to have and adjust your behaviour to leave a calm, supportive wake. Avoid forcing progress too quickly and look for ways to ease decision-making and interactions within your team.

What questions help identify leadership bottlenecks?

Ask where decisions are stalling and at which level within your team. Reflect on whether you might be the bottleneck by reviewing recent leadership spends and their outcomes. Use diagnostic questions about how your week is spent to uncover friction points and areas where leadership actions may be causing blockages.

The Bow and Wake Effect: How Leaders Shape Impact

Questions managers ask about this

How does a leader's behaviour affect team culture?

What is the impact of pushing too hard as a leader?

How can I reduce energy drain in my leadership role?

What questions help identify leadership bottlenecks?

Jimmy Burroughes

Keep exploring

Questions managers ask about this

How does a leader's behaviour affect team culture?

What is the impact of pushing too hard as a leader?

How can I reduce energy drain in my leadership role?

What questions help identify leadership bottlenecks?

Hear this discussed on the podcast

Jimmy Burroughes

Keep exploring