Every engagement below started with good people held back by friction. Here's the friction we found, how we removed it, and the result, confirmed by their own bosses.
The question
Dairy/FMCG, New Zealand
Friction found
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.
Friction removed
Moved decisions back to the right level across two cohorts using the Simplify to Amplify method, delivered as AMPLIFY. 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.
Result
“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
Entertainment/Hospitality, New Zealand
Friction found
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.
Friction removed
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.
Result
“Practical and applied. Nothing we had seen before. It reached the people generic programmes never do.”
Rebecca Grover, General Manager, Talent & OD
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
20,000+ employees, Global
Friction found
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.
Friction removed
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.
Result
“The methodology scaled across the organisation in a way that training programmes never had. It became how we develop leaders.”
Tim Smith, GM
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
Bank of America, Genesis Energy, Fletcher Construction, Samsung Heavy Industries, Netflix Korea, and more
The friction we keep finding
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.
“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
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 nearly 3,500 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
Start by finding where friction is costing you. It's free, benchmarked against real teams, and gives you instant results. If you'd rather talk first, a 30-minute scoping call works too. No pitch.
Work directly with Jimmy to remove leadership friction and reclaim your time.
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