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.

Selling Change To Your Own Staff

Episode 20: JMMB Group - Internal Marketing. How To Supercharge Engagement with Kerry-Ann Stimpson

Kerry-Ann Stimpson of JMMB Group on internal marketing, and treating your own people as an audience you have to win rather than inform.

How do I get staff to care about a company change?

Artwork for Episode 20: JMMB Group - Internal Marketing. How To Supercharge Engagement with Kerry-Ann Stimpson

What this episode covers

Many leaders struggle to get staff to care about company changes, resulting in stalled initiatives and disengaged teams. In this episode, Kerry-Ann Stimpson, CMO of JMMB Group and host of the Internal Marketing Podcast, explains how internal marketing can play a crucial role in making employees feel connected to the brand and change efforts. She shares practical insights on improving employee experience, working with managers, and measuring what truly changes after leadership actions. If you want to move beyond surface-level engagement and address where change efforts get stuck, this discussion offers clear ideas and real-world advice.

Who this is for: General managers and senior operators responsible for leading teams through change and seeking practical ways to increase staff engagement.

Key takeaways

Internal marketing is essential for creating emotional connections that boost employee engagement and brand advocacy.
Managers are often where engagement issues get stuck, so leadership must support and follow up on change initiatives.
Starting to improve employee engagement requires understanding the employee experience and addressing friction points in decision-making.
Partnerships between marketing and HR can strengthen communication and build stronger employee engagement.
Regularly assessing what has changed after leadership spends on engagement helps identify bottlenecks and improve outcomes.

Ready to revolutionize your understanding of marketing and employee engagement? Tune in to our fascinating conversation with Kerry Ann Stimpson, CMO of JMMB Group and host of the Internal Marketing Podcast. Get ready to absorb her profound insights on the power of internal marketing, and how it plays a pivotal role in creating an emotionally resonant and engaging employee experience. So, don't miss out and join us for this insightful discussion.

Kerry-Ann Stimpson is a marketing executive with significant experience in marketing strategy, digital marketing, social media, marketing research, branding, and marketing communications. She is also a public speaker, podcaster, and business communications coach. She believes that marketing can't be successful without, first, having strong employee engagement and brand advocacy. She has an MBA in Marketing from the University of Maryland - Robert H. Smith School of Business.

Connect with Kerry-Ann:

LinkedIn: https://www.linkedin.com/in/kerryastimpson/

Podcast: https://the-internal-marketing-podcast.simplecast.com/

Episode Highlights

[0:00] Intro

[1:49] Diving deeper into internal marketing

[4:39] Partnership opportunity to build engagement

[6:55] Employee experience—what needs to be done

[10:50] How did Kerry end up in internal marketing?

[16:46] How to start improving employee engagement

[22:26] The Internal Marketing Podcast with Kerry-Ann

[24:44] How Kerry wishes to write a book

[27:35] Outro

Follow and Subscribe to Jimmy Burroughes

LinkedIn: https://www.linkedin.com/in/jimmyburroughes/

Website: https://www.jimmyburroughes.com/

Instagram: https://www.instagram.com/jimmybleadership/

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Grab a copy of Jimmy's books at: https://jblhighperformance.com/books

Questions managers ask about this episode

How can I make employees care about a company change?

Focus on internal marketing to create emotional connections between employees and the brand. Communicate clearly, involve managers, and address employee experience to build genuine engagement.

What role do managers play in employee engagement during change?

Managers are often where engagement problems get stuck. Leadership must support managers, check progress, and remove obstacles to help teams embrace change.

Where should I start when trying to improve employee engagement?

Begin by understanding the current employee experience and identifying decision-making friction points. Address these areas to create a smoother, more engaging environment for staff.

How do I measure if my leadership actions improved employee engagement?

After implementing changes, revisit managers' bosses to ask what has changed. This follow-up helps identify bottlenecks and ensures accountability for engagement outcomes.

Selling Change To Your Own Staff

What this episode covers

Key takeaways

Questions managers ask about this episode

How can I make employees care about a company change?

What role do managers play in employee engagement during change?

Where should I start when trying to improve employee engagement?

How do I measure if my leadership actions improved employee engagement?

Read more on this

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JBL Podcast

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Simplify to Amplify®

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