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.

Innovation That Starts With People, Not Process

Episode 21: Succeed - Human Innovation and Leadership with Jens Heitland

Jens Heitland on human led innovation, and why process changes fail when the people layer has not moved.

How do I get innovation out of an ordinary team?

Artwork for Episode 21: Succeed - Human Innovation and Leadership with Jens Heitland

What this episode covers

If your team struggles to produce consistent innovation, this episode offers practical insight from Jens Heitland, CEO of Succeed. Jens shares how innovation can emerge from ordinary teams by focusing on people and culture rather than just processes. Drawing on his experience rising through organisations like IKEA, he explains the importance of leadership development, onboarding, and creating a sustainable innovation culture. This episode is a useful listen for leaders wanting to shift their approach from initiative-driven efforts to embedding innovation into everyday work.

Who this is for: General managers and senior operators seeking practical ways to generate innovation within their existing teams and improve leadership effectiveness.

Key takeaways

Building innovation starts with focusing on your people and creating a supportive organisational culture.
Effective onboarding and dynamic leadership approaches are key to developing innovative teams.
Sustainable innovation requires consistent effort rather than one-off initiatives to create lasting change.
Stepping outside comfort zones encourages new ideas and drives personal and team growth.
Leadership education can scale innovation by equipping managers with practical tools and fresh perspectives.

What if I told you that your organization's secret to fostering innovation and resilience lies in its people and culture? Our esteemed guest, Jens Heitland, CEO of Succeed, discusses that in our latest episode. Jens has an awe-inspiring journey, climbing the ranks from a construction site to a global level at IKEA in just 11 years. His story is a testament to the power of a dynamic leadership approach and an effective onboarding process. So, grab your note-taking tools and get ready to redefine your leadership and innovation approach with this episode.

Jens Heitland combines Innovation and Leadership to Human Innovation. He is an innovator at heart - he innovates businesses with people. Today he owns or co-owns several businesses. He is the founder of SUCCEED, a Leadership Education Platform that is set out to bring leadership education to 1 billion. He owns The Human Innovation Academy, where he and his colleagues help innovative leaders and teams build innovation in their organizations. His podcast, Human Innovation - The Jens Heitland Show, ranks among the top podcasts in the innovation field globally. He is a public speaker and talks about human innovation, reverse mentorship, and what he learned innovating at local and global positions in companies like IKEA, Deutsche Bank(M+W Zander), Fjord (Accenture), and Foot Locker.

Connect with Jens Heitland

Website: https://www.jensheitland.com/
Succeed Web: https://www.wearesucceed.com/
LinkedIn: https://www.linkedin.com/in/jens-heitland-2b309a44/
Podcast: https://www.jensheitland.com/podcasthome

Episode Highlights

[1:45] How it led Jens' to where he is today

[3:26] On climbing the ladder of success

[7:29] Stepping outside his comfort zone

[12:03] The world of Human Innovation

[15:32] Sustainable innovation versus initiative-driven innovation

[18:30] Some practical ways to initiate an innovation culture

[23:09] Diving deeper into his new company: Succeed

[26:30] What Jens wished he had done but never got around to doing

[28:02] Outro

Listen to a previous episode with Eric Girard: https://bit.ly/3qmRYYl

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 encourage innovation in a team that seems ordinary?

Jens Heitland suggests focusing on your people and organisation culture, providing strong leadership and effective onboarding to build a foundation for innovation.

What is the difference between sustainable innovation and initiative-driven innovation?

Sustainable innovation involves ongoing effort and integration into daily work, while initiative-driven innovation relies on isolated projects that may not last.

How does leadership impact innovation in teams?

Dynamic leadership that supports learning, encourages stepping outside comfort zones, and invests in education helps teams develop innovative capabilities over time.

What practical steps can I take to start an innovation culture?

Begin by improving onboarding processes, promoting open communication, encouraging experimentation, and supporting continuous leadership education as outlined by Jens Heitland.

Innovation That Starts With People, Not Process

What this episode covers

Key takeaways

Questions managers ask about this episode

How can I encourage innovation in a team that seems ordinary?

What is the difference between sustainable innovation and initiative-driven innovation?

How does leadership impact innovation in teams?

What practical steps can I take to start an innovation culture?

Read more on this

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