Virtual · One hour a week · Six weeks
The Six WeekReset
Find what’s stalling your managers. Hand the work back in six weeks.
For GMs and Heads of Operations in businesses of 500 to 5,000 people. Your managers are capable, and the decisions still land on your desk. In six one-hour sessions on live work, one cohort of 6 to 12 of them finds what’s stopping them and removes it. Their own line managers confirm what changed.
Led in every session by Jimmy Burroughes, former British Army officer and GM of an eight-figure business.
USD 12,500 for the cohort · 6 to 12 leaders · no long-term contract
Not a fit? Jimmy tells you on the first call and points you to a better first step.
- 6 weeksFrom kick-off to board summary
- 1 hourA week, virtual, on live work
- 6 to 12Leaders in one cohort
- USD 12,500For the whole cohort
It’s 9:47 on a Sunday night, and you’re still approving things.
- I signed off a supplier change on Tuesday that my ops manager could have approved in five minutes.
- We put the managers through a leadership course in spring. By June the week looked exactly the same.
- Sunday night is when I clear the decisions that queued up behind my meetings.
- My best manager is flat out, and I couldn’t name one thing she decided on her own last week.
If you read that list and winced, the Reset is for you.
In plain terms
The Six Week Reset is a six-week engagement from JBL High Performance for businesses of 500 to 5,000 people whose managers escalate decisions they should own. One cohort of 6 to 12 managers meets virtually for one hour a week, led by Jimmy Burroughes. Weeks 1 and 2 sort each stalled issue into skill, will, blind spot or friction. Weeks 3 to 5 remove the friction on live work. Week 6 confirms the change with each manager’s own line manager and ends with an executive summary. The price is USD 12,500 for the cohort, fixed whatever its size, with no long-term contract.
Same symptom. Four different causes.
Take a manager who won’t delegate. It looks like one problem. Underneath, it’s one of four, and a skills course reaches only one of them. Pick a cause to see her week.
“She won’t delegate.”
She learned delegation in a classroom and was never shown how it works in her part of the business. Nobody checked whether it stuck.
The last time she handed a decision down, someone two levels above overturned it. She doesn’t trust the system enough to try again.
She’s losing half her week to work that belongs a level below, and can’t see it happening. Nobody has told her it’s the priority.
Handing the task down drops it into a gap between two teams. It sits there until someone escalates it back up, so she does it herself at 2am before the deadline.
Friction is about the business. It isn’t set up to let good managers act.
Three of the four causes sit with the person. Friction sits in how the business runs, which is why no course fixes it and why it’s the one that gets missed. It’s also the most common of the four.
Skill is the most expensive of the four to improve. Friction, blind spots and will cost less to resolve and pay back faster, so the Reset checks them first and gets to skill last.
“Friction can look like unclear authority, approval bottlenecks, structural ambiguity: the kind of organisational tangle that no individual skill programme cuts through.”
Where one delegated task went
- She hands the supplier report to her team lead.
- It needs a sign-off from Planning before it can go.
- Planning thinks it’s an Ops job. Ops is waiting on Planning.
The gap between two teams - It escalates back up to her, overdue.
- She does it herself. Next time, she won’t delegate.
Before you sign with anyone, ask one thing: do they diagnose before they prescribe?The Reset spends its first two weeks finding out which of the four is holding each manager back.
Six hours, spent on the work in front of them.
The Reset is the first stage of Simplify to Amplify®, the method behind every JBL engagement. Each session takes one problem and one tool, and the managers use it on live work before the next. Jimmy leads all six.
Map the stall
Which decisions travel up, where work waits, which meetings settle nothing.
Sort the cause
Every stuck issue tagged skill, will, blind spot or friction.
Decision rights
Who decides what, written down, so nobody has to check first.
Hand it over whole
Delegate complete tasks, not steps, with a one-page playbook.
Cut the overload
Priorities, interruptions and escalation patterns, on live issues.
Prove it
Before and after numbers, confirmed by each manager’s line manager.
See where your decisions stall
Nobody gets sent on a course for a problem the system created.
Hand decisions back to the people who should make them
One-page playbooks, used the same week. Real skill gaps get taught briefly, on the job.
Prove it on your numbers
A summary and a recommendation for the board.
JBL has catalogued 43 friction points. Six to ten of them turn up in almost every business, and the first two weeks show you which ones are yours.
Friction is a line on your P&L. Nobody has labelled it.
Every escalation that didn’t need to travel, every piece of rework and every meeting that settled nothing comes out of your managers’ week. Put your own numbers in.
What friction costs this cohort each year
That’s USD 3,600 every week.
The Reset costs USD 12,500 for the whole cohort, about what 3.5 weeks of friction costs you now.
Illustrative. It leaves out the knock-on cost of slower decisions and of senior time pulled into operational detail. The 4-hour default comes from the NZ manufacturing result further down this page.
The same managers, deciding more of it themselves.
The decisions queue at your door and your diary belongs to everyone else.
Your managers are making those calls, and their own bosses have confirmed it.
Scored by the people who’d notice if nothing changed.
JBL results are confirmed by the managers’ own bosses, who watched their teams before the work started and after it finished.
Scored by their bosses after 90 days
A 1,500-person NZ food manufacturing business. A JBL engagement on the same Simplify to Amplify method.
Bars show each measure before and after, scaled to the larger value.
“R is bringing forward escalations with clear structure, taking on more courage to make his views clear.”
A line manager in the business, scoring a direct report
A Six Week Reset cohort
One 900-person firm. Reported by the sponsor within the six weeks.
“Actually reduced workload instead of adding to it.”
The cohort’s sponsor
Within six weeks, we saw a measurable reduction in escalations and around four hours reclaimed weekly per leader.
Rebecca Grover, SkyCity
Within three weeks, my managers stopped pulling me into decisions they could make themselves.
GM, financial services, 600 staff
The method is simple, and that is why it scaled across the organisation in a way training programmes never had. It became how we develop leaders.
Tim Smith, GM, Fonterra
Simple to start and built into the day job, not added to it. It changed what our managers do every day, not just what they know, and their bosses noticed without being told.
Katrina, SkyCity Entertainment Group
Jimmy’s work has run inside
Who the Reset is built for.
For you if
- Decisions you should never see land on your desk every week.
- Your managers are capable and still check with you before acting.
- You’ve paid for leadership training before and the week didn’t change.
Not for you if
- You want a course your managers can complete on their own time.
- Fewer than six managers would take part. Six is the minimum.
- Nobody senior will change a rule when the diagnosis points at one.
Jimmy Burroughes
Founder, JBL High Performance
Former British Army officer, commissioned from Sandhurst, and GM of an eight-figure business.
He ran learning and development, then carried a P&L himself, and it changed his mind about what holds managers back. He has since worked with nearly 3,500 managers in more than 10 countries. He wrote Escape the Multitasking Trap and created the Simplify to Amplify® method.
“You don’t have to be the expert when you’re a leader. You need to be great at pulling experts together.”
What a staff sergeant two decades his senior taught him on his first Army posting
Global Recognition Award winner, 2025 and 2026, for Simplify to Amplify®
Fair questions.
Straight answers on format, price and what happens after. Anything else, ask Jimmy on the first call.
Is the Six Week Reset a training course?
No. Training assumes the problem is skill. The Reset starts by finding out which of the four reasons is at work: skill, will, blind spot or friction. In most leadership teams it’s friction in how decisions and work flow, which no course can fix. Skill gets taught only where it’s the real cause.
Do we have to drop the programme, coach or EOS we already use?
No. Keep them. A programme builds skill and a coach works with one person. The Reset works on whatever in the business stops capable managers deciding, with a cohort of your own managers on live work. If you run EOS, bring the rocks that haven’t moved.
Is it priced per person?
No. It’s USD 12,500 for the cohort of 6 to 12 leaders, the same fee for six or twelve. There’s no long-term contract and nothing recurring.
Will it take my managers out of the business?
No. It’s one virtual hour a week for six weeks, and each session works on what’s already on their desk.
Does Jimmy lead every session?
Yes. Jimmy Burroughes, founder of JBL High Performance and creator of Simplify to Amplify®, runs all six sessions himself.
Will you tell us if the Reset isn’t right for us?
Yes. If the scoping call or your application shows a problem the Reset won’t fix, Jimmy says so and points you to a better first step.
Can we see results before committing to anything bigger?
Yes. Week six ends with before and after measures, confirmed by each manager’s line manager, and an executive summary with a recommendation. Some businesses stop there. Others move on to AMPLIFY, the full engagement.
Can I check whether it’s friction before I apply?
Yes. The free Leadership Friction Finder gives you a first read in a few minutes. If most of what it flags sits in how decisions and sign-offs flow, the Reset is built for that.
For whoever sets it up
The Six Week Reset · JBL High Performance Format: six virtual sessions of one hour, one a week Cohort: 6 to 12 managers from one company (minimum six) Price: USD 12,500 for the cohort, invoiced in USD, no long-term contract Your side: nominate the participants and confirm six session dates JBL’s side: sponsor and participant comms, scheduling and delivery Contact: [email protected]
For the whole cohort of 6 to 12 leaders.
A pilot at a fixed price, the same whether you bring six managers or twelve. No long-term contract and nothing recurring.
- Six live sessions, all led by Jimmy Burroughes
- A friction map of your leadership layer
- One-page playbooks your managers use the same week
- Before and after measures of escalations, decision level and hours reclaimed
- Confirmation of the change from each manager’s line manager
- An executive summary with a recommendation for the board
- Sponsor and participant comms, scheduling and delivery, done for you
Not included: AMPLIFY, the full engagement across the wider business. Some companies stop after the Reset. Others move on once it has proved the return. Compare the two.
How many decisions landed on your desk last week that one of your managers should have owned?
Keep that number in mind. It’s the first thing the application asks.
Thank you. Jimmy has it.
He reads every application himself and replies within two business days, whether the Reset fits or not.
Want to talk sooner? Book a 15-minute scoping call and bring the number you wrote down.
Prefer to talk first? Book a 15-minute scoping call, or read the Reset brief (PDF).