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 can I improve performance of young managers in my team?

Focus on offering diverse experiences beyond traditional roles, provide clear purpose linked to company values, and maintain regular, real-time feedback. Ensure flexibility in work hours and location, and encourage innovation by allowing experimentation and leadership on projects.

What motivates Millennials and Gen Z managers at work?

They prioritise purposeful work that aligns with their values and want to see how their role contributes to a bigger mission. They expect flexibility in working arrangements and seek continuous feedback rather than infrequent reviews.

Why is flexibility important for managing younger leaders?

For Millennials and Gen Z, flexibility is a baseline expectation, not a perk. Offering remote work and flexible hours respects their desire for autonomy, which helps maintain engagement and productivity. Without it, you risk losing their commitment.

How should feedback be given to younger managers?

Younger managers prefer frequent, transparent feedback rather than annual reviews. Regular check-ins and open dialogues help them understand their performance and next steps, keeping them engaged and aligned with organisational goals.

How to Get Full Performance from Youngest Managers

Unlocking the Performance Potential of Millennials and Gen Z in Your Team is like a secret sauce. Imagine tapping into the youth, boundless enthusiasm and energy of people who can party all night and not need 3 days to recover.

By 2025, Millennials and Gen Z are set to dominate the workforce, making up a whopping 75%. As a senior leader, you’re not just managing a team; you’re leading a generational shift. These aren’t just workers—they’re changemakers, and they’re bringing fresh expectations to the table.

Here’s where it gets interesting: Millennials and Gen Z are not the same as Gen Y.

Here’s the Key Differences:

Career Pathways: They don’t want to climb the ladder—they want to explore the whole building. These generations thrive on diverse experiences and crave roles that offer broad learning opportunities. Think beyond the traditional career ladder and offer stretch projects and cross-functional assignments that build new skills.
Purpose Over Paycheck: They’re not just looking for a job; they’re looking for a mission. Millennials and Gen Z prioritise organisations that align with their values and have a clear social impact. Make your company’s mission loud and clear, and show them how their work contributes to something bigger. This is your chance to build loyalty and engagement like never before.
Instant Feedback Loop: Forget annual reviews; these generations crave real-time feedback and transparency. They want to know where they stand and what’s next. Regular check-ins, open dialogues, and clear expectations are not optional—they’re essential.

So, how do you lead them effectively?

Flexibility or Bust: It’s not just about offering remote work as a perk; it’s a baseline expectation. If you’re not providing flexible hours and work-from-anywhere options, you’re not even in the game. These generations value their freedom and autonomy—don’t box them in. Equally, if you aren’t comfy leading them remotely, ask yourself why and we can help.
Leverage Their Digital DNA: These folks grew up with smartphones and social media. They don’t just expect tech-savvy tools; they live and breathe them. Use cutting-edge collaborative platforms that let them work smarter, not harder. It’s about harnessing their natural comfort with technology to streamline workflows and supercharge productivity.
Innovation or Stagnation: Forget about simply ‘welcoming’ new ideas—expect them. Create an environment where they can throw wild ideas at the wall and see what sticks. Let them lead projects, experiment, and even fail. This isn’t just about creativity; it’s about giving them the keys to drive innovation and feel truly invested in their work whilst grazing their knees and not breaking their legs.

Here’s Your Challenge: If you’re still leading like it’s 2010, you’re missing the boat. The old playbook doesn’t work anymore. Millennials and Gen Z demand purpose, flexibility, and innovation—and it’s on you to deliver. The next generation of leaders isn’t just asking for change; they’re demanding it.

One of the optional elements in the Ways of Working (WoW) program is “The High Performance Multigenerational Team,” and it’s your go-to for navigating this shift. This isn’t your standard training. It’s a deep dive into building a high-performance culture that resonates across generations. It’s time to step up, adapt, and lead in a way that truly resonates with today’s workforce.

Ready to make the shift? Let’s do this.

If this sounds like your week

Your managers are not the problem. They are where the problem is stuck.

When your last leadership spend was signed off, did anyone go back to those managers' bosses and ask what changed? That question is the JBL Outcome Standard, and it is how I work.

Find the friction. A short diagnostic that shows which decisions are stalling, and at what level.
Am I the bottleneck? Ten questions on where your week is actually going.
How I work with GMs. Six weeks, one hour a week, up to twelve of your managers, scored by their own bosses.
Beat Burnout, Boost Performance. The book.
The High Performance Leader podcast.

Managers I work with reclaim around four hours a week, and their bosses score the change 8.75 out of 10. Would it be a crazy idea to find out how we did this? Book a scoping call.

How to Get Full Performance from Your Youngest Managers

If this sounds like your week

Questions managers ask about this

How can I improve performance of young managers in my team?

What motivates Millennials and Gen Z managers at work?

Why is flexibility important for managing younger leaders?

How should feedback be given to younger managers?

Jimmy Burroughes

Keep exploring

If this sounds like your week

Questions managers ask about this

How can I improve performance of young managers in my team?

What motivates Millennials and Gen Z managers at work?

Why is flexibility important for managing younger leaders?

How should feedback be given to younger managers?

Hear this discussed on the podcast

Jimmy Burroughes

Keep exploring