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 abrasive leadership affect team performance and morale?

Abrasive leaders often cause a significant drop in employee effort, with research showing up to a 48% decrease. Team members may spend 80% of their time worrying about abrasive incidents, leading to avoidance of the leader, reduced collaboration, and a toxic work environment. This damages overall productivity and workplace morale.

What are signs that a leader might have abrasive tendencies?

Signs include frequent overreactions to stress, micromanagement, unpredictable moods, and condescending remarks. An abrasive leader focuses on results but may alienate the team without realising it. Self-reflection questions like 'What’s it like to be on the other side of me?' and feedback from trusted colleagues can help identify these behaviours.

What risks should be considered when confronting an abrasive leader?

Conversations with abrasive leaders can lead to denial, blame-shifting, or even retaliation. However, addressing the behaviour is important because it can prevent further damage to the team and organisation. Approaching the situation with coaching and support increases the chances of a positive outcome and cultural improvement.

How can addressing abrasive leadership improve workplace culture?

When abrasive leaders receive honest feedback and become self-aware, they can change their behaviour. This shift encourages employees to reflect on their own actions, fostering a more collaborative and positive environment. The result is a healthier workplace culture that supports high performance and reduces stress and conflict.

How One Abrasive Leader Quietly Destroys Culture

In the dynamic world of leadership, few challenges are as pervasive and damaging as dealing with abrasive leaders. It’s a topic we delved into on a recent episode of The High-Performance Leader Podcast, where I had the privilege of conversing with Bonnie Artman Fox, a workplace conflict expert on a mission to equip leaders with the skills to navigate conscious communication and strengthen teams.

Understanding Abrasive Leadership vs. Bullying

Bonnie emphasized a critical distinction between abrasive leaders and bullies. While their impact on workplace morale and productivity may be similar, abrasive leaders lack the self-awareness to recognize their behavior. Picture a top-performing executive, fiercely focused on results, who inadvertently alienates their team with aggressive tendencies, condescending remarks, and micromanagement. The abrasive leader doesn’t target individuals but attacks anyone hindering progress.

The Overlooked Costs in Workplace Dynamics

The costs of tolerating abrasive leaders within an organization are often underestimated. Research by Christine Porath and Christine Pearson highlights a 48% decrease in employee effort, with 80% of work time spent worrying about abrasive incidents. Furthermore, 63% of employees actively avoid the abrasive leader, leading to decreased collaboration and a toxic work environment. The emotional toll and negative impact on employee well-being can’t be overstated.

Navigating the Conversation: Risks and Benefits

Initiating a conversation with an abrasive leader can be daunting, as risks include denial, blame-shifting, or even retaliation. However, the benefits far outweigh the risks. By offering help through coaching, leaders can provide an opportunity for transformation. This intervention not only aids the abrasive leader but also prevents potential PR disasters, lawsuits, and protects the organizational brand.

Positive Outcomes: Transforming the Leader and the Culture

Bonnie shared powerful success stories of leaders undergoing a transformation after addressing their abrasive behavior. By providing honest feedback from coworkers, the leader gains self-awareness, creating a playbook for change. The ripple effect extends beyond the leader to the entire workplace culture. Employees, witnessing the positive shift, become more aware of their own behavior, fostering a positive, collaborative environment.

Identifying Abrasive Tendencies Within

For leaders questioning their own behavior, Bonnie suggests a critical self-reflection question: “What’s it like to be on the other side of me?” Seeking feedback from a trusted circle can reveal blind spots and pave the way for personal growth. Executives can further identify abrasive tendencies by observing reactions such as overreactions to stress, micromanagement, or an unpredictable mood.

Fostering Self-Awareness: A Catalyst for Change

Bonnie’s work underscores the profound impact of fostering self-awareness in leaders. Addressing unresolved wounds or scars from the past that drive abrasive behavior is crucial. Her book, “How Did My Family Get in My Office?” explores how leaders’ family dynamics often manifest in the workplace, offering insights and strategies for positive change.

Bonnie Artman Fox sheds light on a critical issue affecting workplace dynamics. Leaders willing to confront abrasive behavior not only enhance their own effectiveness but also contribute to building resilient, collaborative, and high-performing teams. Embracing self-awareness and initiating these conversations is the first step towards transforming workplace culture for the better.

Leaders, are you ready to make a positive impact? Dive into the podcast episode for a deeper exploration of these insights and strategies. 🎙️✨

#LeadershipTransformation #WorkplaceWellbeing #LeadershipInsights #HighPerformanceCulture #TheHighPerformanceLeader

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 One Abrasive Leader Can Quietly Destroy Your Culture

If this sounds like your week

Questions managers ask about this

How can abrasive leadership affect team performance and morale?

What are signs that a leader might have abrasive tendencies?

What risks should be considered when confronting an abrasive leader?

How can addressing abrasive leadership improve workplace culture?

Jimmy Burroughes

Keep exploring

If this sounds like your week

Questions managers ask about this

How can abrasive leadership affect team performance and morale?

What are signs that a leader might have abrasive tendencies?

What risks should be considered when confronting an abrasive leader?

How can addressing abrasive leadership improve workplace culture?

Hear this discussed on the podcast

Jimmy Burroughes

Keep exploring