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 to Turn Your Weekly Update Into Something Useful

Every Friday, thousands of managers send their boss an update. Most are quietly undermining their own career growth. A few are accelerating it.

The difference is not in what they have done. It is in how they communicate it.

Consider a typical manager's update:

A typical manager's update:

“This week I:

Completed team training
Finished Q3 reports
Met with Client X”

Accurate. Professional. And completely missing the point.

How a strategic leader communicates the same work:

“Three key impacts this week:

Team training completed – already seeing 30% faster client issue resolution. This frees our senior leaders to focus on the growth strategy we discussed.
Q3 analysis revealed $50K annual revenue leak through process gaps. My team is implementing fixes, with expected completion next month.
Client X meeting uncovered critical supply chain challenges. Connected them with our logistics team for solutions, opening discussions about expanding our partnership.”

Same activities. Dramatically different impression.

The first update says “I’m busy.” The second says “I’m moving the business forward.”

This is where the 3-3-3 Impact Method comes in.

Instead of listing everything you have touched, focus on three categories that matter:

Top 3 achievements and their business impact
Top 3 priorities you are tackling next and why they matter
Top 3 decisions or support needed and the value they will release

How this transforms typical updates:

Achievements: ❌ “Updated team dashboard” ✅ “Improved reporting process – freed up 2 hours weekly per team member for client support”

Current Priorities: ❌ “Improving sales process” ✅ “Reducing client onboarding from 12 days to 5 – will stop losing prospects to faster competitors”

Decisions Needed: ❌ “Need new software approval” ✅ “Requesting project management tool ($5K) – will save team 20 hours monthly currently lost to information searching”

The weak versions show activity. The strong versions show impact.

Open your last update to your boss. For each item, ask:

What tangible change did this create?
Who is better off and how?
What problems did this prevent?
What new opportunities did this create?

If you cannot answer these questions, you are not thinking deeply enough about your impact.

Your job is not to be busy. Your job is to move the business forward.

Your weekly update is a tool to:

Demonstrate your strategic thinking
Show your business impact
Position yourself as a value creator
Build your executive presence

You can also use this with your team. Have them send a 3-3-3 update to you. You will quickly see who is focused on impact and value, and who is occupied with activity.

Stop telling your boss about your activities. Start showing them your impact.

Your next update could change how your boss sees your potential.

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.

Questions managers ask about this

How can I make my weekly updates more impactful for my boss

Focus your updates on three key areas: your top three achievements with clear business impact, the three priorities you are working on and why they matter, and three decisions or support you need that will create value. Avoid just listing tasks; instead, explain the tangible changes your work has caused and how it benefits the business.

What should I include in a weekly update to show business progress

Include specific outcomes from your activities, such as time saved, revenue protected, or problems solved. For example, instead of saying you completed training, explain how it improved client issue resolution. Highlight how your work helps senior leaders or opens new opportunities, making it clear you are moving the business forward.

Why do most weekly updates fail to impress senior leaders

Most updates simply list what was done without explaining the impact. They show busyness rather than results. Senior leaders want to see how your work changes the business, prevents problems, or creates opportunities. Without this, updates miss the chance to demonstrate strategic thinking and value creation.

How can I use weekly updates to improve my team’s focus on results

Ask your team to send updates structured around three achievements, three priorities, and three decisions needed, all tied to business impact. This reveals who is focused on delivering value rather than just completing tasks. It helps shift attention from activity to meaningful outcomes and supports better decision-making.

How to Turn Your Weekly Update Into Something Your Boss Acts On

If this sounds like your week

Questions managers ask about this

How can I make my weekly updates more impactful for my boss

What should I include in a weekly update to show business progress

Why do most weekly updates fail to impress senior leaders

How can I use weekly updates to improve my team’s focus on results

Jimmy Burroughes

Keep exploring

If this sounds like your week

Questions managers ask about this

How can I make my weekly updates more impactful for my boss

What should I include in a weekly update to show business progress

Why do most weekly updates fail to impress senior leaders

How can I use weekly updates to improve my team’s focus on results

Hear this discussed on the podcast

Jimmy Burroughes

Keep exploring