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.

Why do traditional goal setting methods often fail?

Traditional goal setting often fails because it assumes perfect conditions and does not account for life's unpredictability. Goals set without flexibility can become unrealistic, making it hard to maintain motivation when obstacles arise. Without adapting goals to real circumstances, people tend to give up when faced with setbacks.

How can I make my team’s goals more adaptable?

Make goals adaptable by encouraging regular review and adjustment based on current challenges. Instead of rigid targets, allow room to fine-tune objectives to fit real situations. This approach helps the team stay motivated and responsive, enabling progress even when unexpected issues occur.

What practical steps help maintain motivation towards goals?

Maintain motivation by focusing on small, manageable steps rather than aiming for drastic changes. Accept that setbacks will happen and use them as opportunities to rethink and adjust your approach. Consistently making better daily choices, even if small, keeps progress moving forward steadily.

How can managers identify where performance is stalling?

Managers can identify performance stalls by diagnosing decision-making points and levels where bottlenecks occur. Reviewing which choices are causing delays and involving supervisors in scoring and feedback helps pinpoint friction. This targeted insight allows for focused intervention to improve team effectiveness.

Why Traditional Goal Setting Fails and What Works Better

Why Resolutions Fail and the Power of Embracing RE-solutions for Achieving Your Goals

Have you ever noticed how your New Year’s resolutions often end up like those gym memberships you enthusiastically sign up for but barely use? Yep, we’ve all been there. But don’t worry, it’s not just you. Traditional resolutions are a bit like a soufflé – they need the perfect conditions to succeed, and let’s face it, life is more like a busy, unpredictable kitchen owned by Gordon Ramsey.

So, what’s the secret ingredient to actually sticking to your goals? It’s something called RE-solutions. Think of them as the friend who gently nudges you back on track, rather than the overbearing coach who makes you want to run for the hills.

RE-solutions are all about being adaptable. Life throws you curveballs (and occasionally, lemons), and your goals need to be nimble enough to dodge or catch them – or make lemonade. It’s about fine-tuning your aspirations to fit the reality of our lives, which, unlike Instagram, isn’t always picture-perfect.

Now, let’s talk problem-solving. RE-solutions aren’t about sweeping issues under the rug. They’re about rolling up your sleeves, taking a good look at the what happened, and figuring out a cleanup plan. It’s like being a detective in your own life, but without the trench coat and the dramatic music. The only way to change what’s happening is to change what’s happening; and this often comes down to the small choices you make when it comes to your goals. Do you give in and have that drink, chocolate cake or extra hour in bed? Or do you choose differently?

Keeping the flame of motivation alive is crucial too. RE-solutions help because they’re far more realistic. It’s easier to stay the course when you’re not aiming to climb Everest in your sneakers. They keep you moving forward, even if it’s just baby steps. Remember, Rome wasn’t built in a day, and neither is any goal worth pursuing. The small choices might defeat you today, but don’t let a lost battle lose the war – instead, regroup, rethink and get back in the game with a new plan to succeed.

What about personal growth? Well, RE-solutions have got that covered too. They’re about improving yourself bit by bit, not overnight transformations. Each small victory is a step towards becoming a slightly better version of ourselves, and that’s something worth celebrating.

In conclusion, while traditional resolutions often leave us feeling deflated, RE-solutions offer a breath of fresh air. They’re about being flexible, realistic, and a little bit kind to ourselves. So here’s to RE-solutions, the unsung heroes in our quest for personal betterment, gently guiding us through the rollercoaster ride that is life.

#thehighperformanceleaderpodcast #podcast #jimmybleadership #Thehighperformanceleader #waysofworking

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.

Why Traditional Goal Setting Fails and What Works Better

If this sounds like your week

Questions managers ask about this

Why do traditional goal setting methods often fail?

How can I make my team’s goals more adaptable?

What practical steps help maintain motivation towards goals?

How can managers identify where performance is stalling?

Jimmy Burroughes

Keep exploring

If this sounds like your week

Questions managers ask about this

Why do traditional goal setting methods often fail?

How can I make my team’s goals more adaptable?

What practical steps help maintain motivation towards goals?

How can managers identify where performance is stalling?

Hear this discussed on the podcast

Jimmy Burroughes

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