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.

Building A Coaching Culture That Sticks

Episode 3: SkyCity - Creating a Coaching Culture with Rebecca Grover

Rebecca Grover of SkyCity on getting managers coaching their people instead of solving everything for them.

How do I build a coaching culture in my organisation?

Artwork for Episode 3: SkyCity - Creating a Coaching Culture with Rebecca Grover

What this episode covers

Many leaders struggle to move from doing the work themselves to leading others effectively. This episode addresses how to build a coaching culture by focusing on people, understanding their needs, and creating shared understanding through design. Rebecca Grover shares her experience leading change at SkyCity, including coaching and leadership programmes that support talent development and growth. She discusses the challenges of influencing in a multicultural environment and outlines a total talent strategy aimed at preparing individuals for senior roles. This episode offers practical insights for leaders wanting to develop their teams and create lasting behavioural change.

Who this is for: General managers and senior operators looking to build a coaching culture and improve leadership influence within diverse teams.

Key takeaways

Transitioning from a practitioner to a leader requires shifting focus from technical skills to influencing people effectively.
Putting the person first through human-centred design helps leaders understand and meet team members’ needs.
Building a coaching culture involves creating structured programmes that support ongoing individual and team development.
Leading change in a multicultural organisation demands clear communication and shared understanding across diverse groups.
Developing a total talent strategy prepares individuals for senior roles by providing clear growth pathways and leadership opportunities.

Are you struggling to transition from a practitioner to a leader? Do you find it challenging to lead through influence and bring everyone along on the journey?

In this episode, Rebecca Grover talks about the importance of valuing people in leadership and shares her experience in transitioning from a practitioner to an influencer. She emphasizes the significance of understanding people's needs and using design to create shared understanding. Rebecca also discusses the behavior change journey at SkyCity, including coaching and leadership programs, and shares her vision for developing talent and promoting growth at SkyCity.

Rebecca is leading a big transformation at SkyCity, with a vision for a total talent strategy that will make a real impact and change. She is passionate about creating meaningful and exciting programs that will result in individuals developing down a pathway of growth, expanding their roles, and being well-prepared for senior-level positions.

Episode Highlights

What is Rebecca Grover's leadership style and how does she approach leading her team.
What are the main challenges in transitioning from a practitioner or expert to a leader or influencer
How can leaders effectively influence and lead change in a multicultural organization.
Why is it important for leaders to focus on putting the person first in human-centered design
What are some of the initiatives that SkyCity is undertaking to promote individual and team development.

Follow and Subscribe to Jimmy Burroughes
LinkedIn: https://www.linkedin.com/in/jimmyburroughes/
Website: https://www.jimmyburroughes.com/
Instagram: https://www.instagram.com/jimmybleadership/

Links Mentioned

You may reach out to Rebecca on LinkedIn: https://www.linkedin.com/in/rebeccagrover1/

Podcast: https://jblhighperformance.com/podcast

Apple Podcasts: https://podcasts.apple.com/us/podcast/the-ways-of-working-podcast/id1666704682

Spotify: https://open.spotify.com/show/1O18k6Q7Zg6WcR9DCaUBKN

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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 transition from being a practitioner to an effective leader?

Transitioning involves shifting your focus from technical expertise to influencing and supporting your team. It requires understanding people’s needs, communicating clearly, and developing leadership skills that promote growth rather than doing tasks yourself.

What does it mean to build a coaching culture in an organisation?

Building a coaching culture means establishing programmes and practices that encourage continuous learning and development. It focuses on creating opportunities for individuals to grow, receive feedback, and expand their roles within the organisation.

How do I lead change effectively in a multicultural organisation?

Effective change leadership in a multicultural setting involves creating shared understanding through clear communication and design. Leaders must consider diverse perspectives and ensure that initiatives address the specific needs of different groups to gain broad support.

What initiatives can promote individual and team development in my organisation?

Implement structured coaching and leadership programmes that provide clear pathways for growth. Encourage behaviour change through ongoing support and talent strategies that prepare people for senior roles, ensuring development is aligned with organisational goals.

Building A Coaching Culture That Sticks

What this episode covers

Key takeaways

Questions managers ask about this episode

How can I transition from being a practitioner to an effective leader?

What does it mean to build a coaching culture in an organisation?

How do I lead change effectively in a multicultural organisation?

What initiatives can promote individual and team development in my organisation?

Read more on this

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