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 kinds of organisations does JBL work with?

Primarily mid-market organisations with 50 to 5,000 employees, typically in dairy, FMCG, manufacturing, logistics, construction, and banking. The common thread is a leadership layer that is firefighting instead of leading.

How quickly do you typically see results?

Most organisations see measurable change within the first three weeks: fewer escalations, better meeting discipline, and leaders starting to make decisions at their level. The full effect compounds over 90 days.

How do you measure success?

Every engagement includes before/during/after measurement. We track escalation frequency, time reclaimed (~4 hrs/week is typical), and boss-confirmed behaviour change at 90 days. You receive an executive summary with the data.

What makes JBL different from a training company?

Training adds knowledge. JBL changes behaviour on live, real work. Managers apply what they learn the same week, not in a simulation. The peer cohort creates accountability, and Aiden (our AI coach) reinforces the change after the engagement ends.

Can we start with a small pilot before committing?

Yes. The Six Week Reset is designed as a low-risk proof point with one cohort of up to 12 leaders. Most organisations scale after seeing pilot data, but that decision comes after results, not before.

What is the NPS score for JBL programmes?

NPS 67. The world-class threshold is 70, and average B2B is 25. Combined with a 92.5% recommend rate and an 8.75/10 re-sponsorship score, the data confirms these programmes deliver real operational improvement.

Leadership Development That Worked: How MDs Reclaimed 4 Hours/Week

The question

“My managers are drowning in decisions their teams should be making. How do I fix that without adding more to their plate?”

FULL JOURNEY

AMPLIFY

Tatua Co-operative Dairy Company

Dairy/FMCG, New Zealand

What was happening

Managers were absorbing decisions their teams should have been making. Escalations consumed senior leadership time, leaving little capacity for strategic work. Previous development had not shifted day-to-day behaviour.

What we did

Ran two cohorts through the Simplify to Amplify programme. One tool per week, applied to real work on the same day. No theory, no simulations. Their 1-up managers observed the change without being briefed.

Six Week ResetAMPLIFYSCALED

~4 hrs/wk

reclaimed per manager

40%

more decisions at right level

8.75/10

“would sponsor again”

90 days

to measurable change

“The difference is that this actually changed how our managers work. Not just what they know, but what they do every day. Their bosses noticed without being told.”

Operations Director

Tatua Co-operative Dairy Company

How we know it worked

1-up managers independently scored 8.75/10 “would you sponsor this again” after seeing the behaviour change in their teams. Behaviour changes were corroborated by line managers, not self-reported.

What this means for you

If your managers are stuck absorbing decisions, escalating constantly, and previous development has not changed behaviour, this is the evidence that it can be fixed in 90 days. Their bosses will see it without being told.

The question

“We have tried leadership development before and it did not stick. What makes this different?”

Enterprise

SkyCity Entertainment Group

Entertainment/Hospitality, New Zealand

What was happening

Needed to transform ways of working across multiple layers -- employee resource groups, frontline managers, and group leadership -- each with different pressures. Generic programmes had not cut through.

What we did

Tailored the approach to the specific needs of each group rather than delivering the same content to everyone. Different friction points require different interventions. Leaders described it as practical and applied -- nothing they had experienced before.

3 layers

ERGs, frontline, group leadership

Tailored

to each group's needs

92%

would recommend

Sustained

behaviour change

“Practical and applied. Nothing we had seen before. It reached the people generic programmes never do.”

Senior Leader

SkyCity Entertainment Group

What this means for you

If previous leadership development felt generic, landed with some people and bounced off others, or faded within a month, that is not a people problem. It is a design problem. Tailoring to the actual friction at each level is what makes the difference stick.

The question

“Can this scale across a large, complex organisation -- or does it only work with small teams?”

Enterprise

Fonterra

20,000+ employees, Global

What was happening

A global dairy co-operative with 20,000+ employees needed leadership capability that could scale across the organisation and drive performance at every level. Training programmes had not achieved that reach.

What we did

Deployed the Simplify to Amplify methodology across the business, ensuring consistency in approach whilst adapting to the specific context of each division. The method became how they develop leaders, not a one-off programme.

20,000+

employee organisation

Global

delivery footprint

Double-digit

growth during engagement

Scaled

across the business

“The methodology scaled across the organisation in a way that training programmes never had. It became how we develop leaders.”

Fonterra

What this means for you

If you are wondering whether this works beyond a single pilot team, Fonterra is the answer. The method was designed to scale because the tools are applied to real work, not classroom exercises. Consistency across divisions without losing local relevance.

The question

“What measurable results can I actually expect, and how quickly?”

Across programmes

Aggregated Results

Bank of America, Genesis Energy, Fletcher Construction, Samsung Heavy Industries, Netflix Korea, and more

The pattern

Across 10+ countries and industries spanning dairy, FMCG, manufacturing, construction, banking, energy, entertainment, and technology, organisations consistently face the same friction: managers firefighting instead of leading, decisions bottlenecking, and capability investments that do not change behaviour.

How we measure

Every engagement includes built-in before/during/after measurement. Behaviour changes are corroborated by line managers, not self-reported. You receive a board-ready impact summary.

3,000+

managers transformed

10+

countries

15%

fewer escalations

92.5%

recommend rate

“The pilot gave us proof. The impact summary made the decision to scale easy. We have now run six cohorts across the region.”

VP People

Enterprise Client

NPS 67

World-class threshold is 70. Average B2B is 25. This score is from participants, not buyers.

What this means for you

These are not cherry-picked results. They are aggregated across 3,000+ managers in 10+ countries. The measurement is baked into the programme, so you do not need to take our word for it. You will have your own data within 90 days.

Still wondering

Leadership Development and Executive Coaching Questions Senior Leaders Ask

Ready to get your own proof?

A 30-minute scoping call is enough to work out whether this fits your situation. No pitch, no pressure. If it is not right, we will tell you.

Book a 30-Minute Scoping Call Or take the free assessment first

Leadership Development Case Studies: These Organisations Had Your Questions.

“My managers are drowning in decisions their teams should be making. How do I fix that without adding more to their plate?”

Tatua Co-operative Dairy Company

“We have tried leadership development before and it did not stick. What makes this different?”

SkyCity Entertainment Group

“Can this scale across a large, complex organisation -- or does it only work with small teams?”

Fonterra

“What measurable results can I actually expect, and how quickly?”

Aggregated Results

Leadership Development and Executive Coaching Questions Senior Leaders Ask

Ready to get your own proof?

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