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 One Question Gets More from Your Team Than Instructions

As hybrid work becomes the norm for many companies, your team members are not the same people who headed home during the first lockdown. This new arrangement a mix of working from home and the office has some new leadership paradigms to address.

They are more seasoned. Like soldiers who have faced battle, they are worn and have learned to cope with immeasurable hardship. They have also learned to solve problems, re-route on initiatives, and developed skills which managers of 2 years ago didn’t necessarily see in them. They have levelled up!

Leaders have developed too, but according to research by Microsoft and Gallup, not as much. Are you still relying on the skills you used to lead which you had before lockdowns and global pandemics and all that? So we have more capable teams and less (in comparison) capable leadership.

If you want to be a better leader with your team, stop trying to tell them how to do everything and instead start to ask them “how might you/we….”

By taking this stance you move up the vertical leadership ladder from expert to enabler. You will also uncover ideas that are beyond the limits of your own thinking and experience. You will also take the pressure off yourself because you suddenly aren’t responsible for having all the good ideas. How good might that feel?

The other significant benefit I noticed whilst listening during a recent mastermind call I led was a leader who moved from telling to asking how and the levels of engagement their teams reported in the annual feedback survey. One small change made a 15% difference to their perception as a leader on their annual engagement survey and general performance was up 26%. I think we can all use that right?

I’ve been trying this with my team the last few months and the results have been startling. New brand colours, new social media plans, new program updates – and all because I asked versus told what was in my head.

Give it a try and see what happens.

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.

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#YouCanHaveSuccess #mindset #growthmindset #personaldevelopment #mindfulness #selflove #impostersyndrome #imposter #burnout #burnedout #hybridwork #hybridworkplace #mindsetmatters

Questions managers ask about this

How can asking questions improve team engagement?

Asking questions like 'how might you/we...' encourages team members to contribute ideas and take ownership. This approach increases engagement by valuing their input and skills, leading to higher motivation and better performance compared to simply telling them what to do.

Why is telling teams what to do less effective in hybrid work settings?

In hybrid work environments, teams have developed new skills and problem-solving abilities. Simply telling them what to do ignores their growth and limits innovation. Asking questions helps tap into their experience, making leadership more adaptable and responsive to changing work conditions.

What impact does shifting from telling to asking have on leadership?

Shifting from telling to asking moves leadership from being the sole expert to an enabler of team ideas. This reduces the pressure on leaders to have all the answers and uncovers solutions beyond their own thinking. It also improves team engagement and overall performance.

How can leaders identify if they are the bottleneck in decision-making?

Leaders can use a short diagnostic to find where decisions stall and at what level. Reflecting on whether they are the bottleneck involves asking questions about where time is spent and if managers have the authority to make decisions. Addressing these issues helps improve workflow and team effectiveness.

How Asking One Question Gets More from Your Team Than Telling Them How

If this sounds like your week

Questions managers ask about this

How can asking questions improve team engagement?

Why is telling teams what to do less effective in hybrid work settings?

What impact does shifting from telling to asking have on leadership?

How can leaders identify if they are the bottleneck in decision-making?

Jimmy Burroughes

Keep exploring

If this sounds like your week

Questions managers ask about this

How can asking questions improve team engagement?

Why is telling teams what to do less effective in hybrid work settings?

What impact does shifting from telling to asking have on leadership?

How can leaders identify if they are the bottleneck in decision-making?

Hear this discussed on the podcast

Jimmy Burroughes

Keep exploring