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.

Recognition That Actually Changes Behaviour

Episode 22: The Transformative Force of Unexpected Gratitude with Will Dahlstrom

Will Dahlstrom on unexpected gratitude, and why most recognition schemes cost money without changing how people work.

Does recognition actually improve performance?

Artwork for Episode 22: The Transformative Force of Unexpected Gratitude with Will Dahlstrom

What this episode covers

Many leaders focus solely on delivering results, overlooking the impact of recognition on team performance. This episode explores whether genuine gratitude can improve team engagement and productivity. Will Dahlstrom, former Infantry Officer and COO, shares how unexpected gratitude has helped him build stronger teams and offers actionable advice for creating a culture of appreciation within organisations. If you want to understand how recognition affects performance and learn practical steps to apply it effectively, this episode provides clear insights and examples to help you lead with both accountability and appreciation.

Who this is for: General managers and senior operators who lead teams and want to improve performance and morale through practical leadership techniques.

Key takeaways

Showing gratitude alongside delivering results strengthens team morale and encourages ongoing high performance.
Unexpected expressions of thanks can build stronger relationships and increase team engagement.
Creating a culture of unexpected gratitude requires deliberate steps and consistent leadership behaviour.
Military leadership experience highlights the balance between accountability and appreciation for effective team management.
Teams with a culture of gratitude experience improved morale, engagement, and overall performance outcomes.

In this episode, we'll explore how gratitude can be used as a leadership superpower to create a more positive and productive work environment, boost team engagement, and achieve greater success.

Will Dahlstrom, experienced COO, shares his unique perspective on leadership and the importance of gratitude, drawing on his experience as an Infantry Officer in the United States Army. He emphasizes the importance of both delivering results and showing gratitude to your team, and provides practical tips on how to do both effectively.

Will also discusses the power of unexpected gratitude and shares some practical examples of how he has used it to build stronger relationships and boost team morale. He then provides concrete steps on how to create a culture of unexpected gratitude in your organization.

Finally, Will shares the benefits of creating a culture of unexpected gratitude, including increased team engagement, improved morale, and enhanced performance.

Episode Highlights

[2:04] Will's military career and how it shaped his philosophy on leadership and gratitude

[4:56] The importance of delivering results and showing gratitude to your team

[8:21] How to use unexpected gratitude to build stronger relationships and boost team morale

[20:53] Concrete steps on how to create a culture of unexpected gratitude in your organization

[24:44] The benefits of creating a culture of unexpected gratitude

Tune in now to learn from one of the brightest minds in leadership and discover how gratitude can help you become a high-performance leader!

Connect with Will Dahlstrom

LinkedIn: https://www.linkedin.com/in/will-dahlstrom/
Email: [email protected]

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

Does recognising employees actually improve their performance?

Yes, recognising employees, especially through unexpected gratitude, boosts morale and engagement, which in turn improves overall team performance and productivity.

How can I use gratitude effectively as a leader?

Combine delivering results with showing sincere appreciation. Use unexpected gratitude to strengthen relationships and create a positive work environment that encourages high performance.

What are practical ways to build a culture of gratitude in my organisation?

Start by consistently acknowledging team efforts beyond formal reviews, encourage peer recognition, and lead by example to make appreciation a regular habit within your team.

Why is unexpected gratitude more impactful than routine recognition?

Unexpected gratitude catches people off guard in a positive way, making it more memorable and meaningful, which helps build stronger emotional connections and boosts morale more effectively.

Recognition That Actually Changes Behaviour

What this episode covers

Key takeaways

Questions managers ask about this episode

Does recognising employees actually improve their performance?

How can I use gratitude effectively as a leader?

What are practical ways to build a culture of gratitude in my organisation?

Why is unexpected gratitude more impactful than routine recognition?

Read more on this

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