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.

What the Top 9 Percent of Communicators Do Differently

I’ve always been fascinated by communication. Therefore it seems logical if talking about better leadership to also talk about better communications too.

Whilst leaders spend much of their day sending messages, they are often interpreted in various ways by different people, leading to mixed results. A recent survey of over 1000 employees showed that merely 9% of their managers were able to communicate well.

So what are the 9% doing so differently?

Their first step is focussing more on how the message will be received and the reaction it will create. Reducing the “broadcast factor” (an image of a person with a loudhailer comes to mind) and thinking about what they want the recipient to think, feel do, and say. Think of it as putting the loudhailer down and starting a conversation. They then tailor the message to maximize the likelihood of this.

Second, they consider what might get in the way of the recipient hearing what they are trying to say. Everyone has filters and experiences which impact how they receive communication. It might be stress, relationship woes, childhood experiences, or any number of other things. This means that saying one thing might land as something completely different. The top 9% take this into account and structure their communications to overcome this.

Lastly, they are aware of their own communication style and their blindspots and create messages that don’t overlook key points because of their own preferences. They create a “whole-brained” message which is more likely to resonate. (Taking an HBDI whole-brained thinking profile can give you a great insight into this too).

Learn more like this and how to communicate with more impact. We will unpack it over the next couple of months with our 3 masterminds on the topic. You are welcome to join us at the end of each month. Drop an INFO in the comments below if you’d like more information.

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 #blog

Questions managers ask about this

What do the best communicators do differently in leadership?

Top communicators focus on how their message will be received and the reaction it creates. They reduce one-way broadcasting and tailor messages to influence what the recipient thinks, feels, does, and says. They also consider obstacles like stress or personal biases that might distort the message and adjust accordingly for clarity.

How can I tailor my communication to be better understood by my team?

To improve understanding, consider what might interfere with how your message is received, such as stress or personal experiences. Adjust your message to address these filters, making it easier for your team to grasp your intent. Think about the emotional and practical impact you want before communicating.

Why is knowing my own communication style important as a leader?

Being aware of your own communication style and blind spots helps you avoid missing key points that others might find important. Creating messages that balance different thinking styles ensures your communication resonates more broadly across your team, improving clarity and engagement.

How can I identify if communication is causing decision-making delays?

Look for signs of stalled decisions and where they get stuck within your team structure. Use short diagnostics or ask targeted questions about the flow of information and decision-making. This can reveal if communication issues are bottlenecks and help pinpoint where to improve messaging for better outcomes.

What the Top 9 Percent of Communicators Do That You Probably Do Not

If this sounds like your week

Questions managers ask about this

What do the best communicators do differently in leadership?

How can I tailor my communication to be better understood by my team?

Why is knowing my own communication style important as a leader?

How can I identify if communication is causing decision-making delays?

Jimmy Burroughes

Keep exploring

If this sounds like your week

Questions managers ask about this

What do the best communicators do differently in leadership?

How can I tailor my communication to be better understood by my team?

Why is knowing my own communication style important as a leader?

How can I identify if communication is causing decision-making delays?

Hear this discussed on the podcast

Jimmy Burroughes

Keep exploring