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 build trust within my team effectively?

Building trust starts with open communication, transparency, and active listening. Encourage team members to share their perspectives honestly and create an environment where they feel safe to take risks and voice ideas. This foundation allows collaboration to thrive and progress to be made without hesitation or fear of judgment.

What role does vulnerability play in team leadership?

Vulnerability in leadership helps create genuine connections among team members. When leaders show authenticity and empathy, it encourages others to share challenges and aspirations openly. This openness fosters collaboration and innovation, improving overall team performance by making it easier to address issues and support each other.

Why is defining a clear team purpose important?

A clear, shared purpose aligns everyone’s efforts and motivates the team. When individuals understand how their work contributes to a bigger mission, their commitment deepens, and their drive increases. Leaders should help team members identify this purpose and connect it to the team’s goals for sustained focus and energy.

How can I encourage steady progress in my team’s performance?

Break large goals into smaller, manageable milestones and celebrate these incremental achievements. This approach builds momentum and a sense of accomplishment. Continuous improvement through small, consistent steps helps maintain motivation and creates a clear path forward, making big objectives less overwhelming and more achievable.

How to Build a Team That Performs When It Matters

We recently had the pleasure of hosting an engaging and insightful conversation on our podcast with the remarkable Jill DePompei Morales, an expert in organizational development and team building at eBay. Jill shared invaluable wisdom on the art of building high-performance teams, and we couldn’t wait to pass along these game-changing insights to our valued subscribers like you!

In this episode, Jill illuminated the key ingredients that transform ordinary teams into extraordinary forces of collaboration, innovation, and achievement. She artfully conveyed the importance of trust, vulnerability, and purpose in creating a high-performance culture that drives sustainable success.

We all know that leadership is more than just a title or a position—it’s about inspiring and empowering individuals to reach their full potential. Jill’s extensive experience as the Organization Development/Team Development Lead at eBay has given her a unique perspective on what it takes to nurture a culture of excellence and unlock the true potential of teams.

Here are some of the captivating highlights from our conversation with Jill:

Trust: The Foundation of High-Performance Teams Jill emphasized that trust is the cornerstone of any successful team. Without trust, collaboration falters, and progress stalls. She shared practical strategies for building trust, such as fostering open communication, promoting transparency, and actively listening to team members’ perspectives. By cultivating trust, leaders create an environment where team members feel safe to take risks, share ideas, and push boundaries.
Embracing Vulnerability: The Catalyst for Growth In the realm of leadership, vulnerability often gets a bad rap. However, Jill passionately spoke about the transformative power of vulnerability in building high-performance teams. By embracing vulnerability, leaders create a space where authenticity, empathy, and genuine connections flourish. It encourages team members to share their fears, challenges, and aspirations, leading to increased collaboration, innovation, and overall team performance.
Purpose: The North Star of High-Performance Teams A team without a clear and shared purpose is like a ship without a compass. Jill emphasized the significance of defining a compelling purpose that resonates with every team member. When individuals understand how their work contributes to a larger mission, their motivation soars, and their commitment deepens. Jill shared practical insights on how leaders can help individuals discover their purpose and align it with the team’s overarching goals.
Progress through Incremental Steps Jill drew parallels between coaching college athletes and building high-performance teams. She highlighted the value of taking an incremental approach to progress, where small victories and continuous improvement are celebrated. By breaking down big goals into manageable milestones, teams experience a sense of accomplishment and momentum, propelling them forward toward even greater achievements.

We invite you to tune in to our podcast episode with Jill DePompei Morales and immerse yourself in this fascinating conversation. Prepare to be inspired, challenged, and equipped with actionable strategies to unlock the full potential of your team!

🎧 Listen to the podcast episode here:

As always, we value your feedback and would love to hear your thoughts on this episode. Share your key takeaways, aha moments, or any questions you may have by replying to this email or leaving a comment on our social media channels. Let’s continue the conversation and learn from each other!

Thank you for being part of our growing community of aspiring leaders and change-makers. Together, we can create a world where high-performance teams thrive, accomplishments soar, and individuals reach their fullest potential.

Stay tuned for more exciting episodes and expert insights coming your way. Remember, your leadership journey is just getting started!

Speak soon,

Jimmy

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.

#waysofworking #jimmyburroughes #jimmybleadership #gamechangingdevelopment #leadershipcoaching #culturechange #businessresults #fastgrowth #highperformanceleader #gamechangingleadership #leadershipdevelopment #mindsetcoach #motivation #success #beabetterleader #mindset #growthmindset #personaldevelopment #burnout #trust #connection #performance #Leadership Development tips and ideas

How to Build a Team That Performs When It Matters Most

If this sounds like your week

Questions managers ask about this

How can I build trust within my team effectively?

What role does vulnerability play in team leadership?

Why is defining a clear team purpose important?

How can I encourage steady progress in my team’s performance?

Jimmy Burroughes

Keep exploring

If this sounds like your week

Questions managers ask about this

How can I build trust within my team effectively?

What role does vulnerability play in team leadership?

Why is defining a clear team purpose important?

How can I encourage steady progress in my team’s performance?

Hear this discussed on the podcast

Jimmy Burroughes

Keep exploring