Jay Mount Consulting

Your GTM isn’t broken because you lack ideas. It’s broken because you’re fixing the wrong thing while the clock’s ticking. I’ve seen teams burn a quarter chasing the wrong “fix.” The pipeline still leaks. The cash still burns. The only thing they patched was their ego. When you’ve got months of runway left, you need tools that rip through noise and tell you what’s really killing you. Here are the 5 I trust when I can’t afford to be wrong: 1️⃣ Root Cause Analysis (RCA) If you don’t know exactly why your pipeline’s bleeding, you’re gambling. Ask “why” until someone’s uncomfortable. Then fix that. 2️⃣ Design Thinking Forget clever. Get useful. Live in the buyer’s pain until your solution makes everything else irrelevant. 3️⃣ Six Thinking Hats Make your team argue from angles they hate. If your plan can’t survive the pessimist’s punch, it’s not ready. 4️⃣ SWOT Analysis Stop sugarcoating weaknesses. A threat ignored is a quarter lost. 5️⃣ Value Stream Mapping Every step in your sales cycle is a toll booth. Cut the ones that don’t bring you closer to closed-won. The truth: Speed without precision is wasted runway. Stop polishing the wrong fixes. Find the root. Kill it fast. Which one would have saved you last quarter? 📌 Save this before your next GTM post-mortem. ♻ Share it with the team “optimizing” the wrong lever. 👉 Follow Jay Mount for more insights like this.

Most founders I know don’t fail because of bad ideas. They fail because they build the wrong thing too well… or the right thing too slow. There are 2 ways to avoid that trap: 1️⃣ Test if the market even cares 2️⃣ Make sure you’re solving the right problem. Lean Startup and Design Thinking sound like “workshop words.” But when you strip the fluff, they’re just battle-tested ways to move faster without guessing. Here’s the real difference: Lean Startup = Don’t hope it sells. Prove it sells before you build it. Design Thinking = Don’t just build what you want. Build what they can’t ignore. Both will: → Save you from 6 months of wasted work. → Show you the truth faster than you want to hear it. → Force you to kill ideas you love but the market doesn’t. Why most founders don’t use them: It’s not because they’re “too corporate.” It’s because they’re brutally honest. They reveal what’s not working — before you’re ready to hear it. My takeaways: Frameworks don’t matter. Proof does. Use whatever gets you to market truth the fastest. 💬 Which one fits how you work right now? 📌 Save this for your next product decision. ♻ Share it with a founder who’s about to overbuild v1.

Strategy isn’t a slide. It’s how you decide what gets funded, what gets killed, and what gets shipped. When you’re the founder, clarity is leverage. Every “yes” drains runway. Every “no” protects momentum. The fastest-growing companies don’t just build hard. They decide better. Because they filter every GTM move through a lens that forces tradeoffs. Here are 6 tools—rewired for founders who have to execute: → Cut faster → Align tighter → Build trust through clarity Most don’t use them. Not because they’re broken— But because they surface truths most teams avoid. 𝗧𝗵𝗲 𝗿𝗲𝗮𝗹 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆? It’s not what you think. It’s what you’re finally willing to stop doing. 💬 Which of these would make your team uncomfortable to run this week? 📌 Save this for your next GTM planning sprint. ♻ Share it with another founder who’s still trying to “wing it smarter.” P.S. Agree? Follow Jay Mount for more insights like this.

A single bad hire can cost you a year of growth. And you won’t see it on their résumé. When you run the company, every hire is a bet. You’re betting time, money, culture, and momentum. That’s why great founders don’t rely on surface answers. They use tough questions to see how people think, adapt, and handle pressure—long before they’re on payroll. Here’s how to make tough interview questions your hiring advantage: 1️⃣ Know the hidden question you’re asking    ➟ “What’s your biggest weakness?” → Can they be honest about growth areas?    ➟ “How do you handle stress?” → Will they crumble or adapt under pressure? 2️⃣ Push for real stories    ➟ Ask about actual challenges they’ve faced.    ➟ Listen for self-awareness, resilience, and alignment with your values. 3️⃣ Test for future fit    ➟ Have them connect past experiences to your business context.    ➟ Watch how they handle ambiguity—you’ll see it again in the role. The takeaway: You’re not just filling a role—you’re protecting your culture and accelerating growth. 💬 Founders: What’s the one interview question you always ask to spot A-players? Tag someone who’s hiring this quarter. 📌 Save this before your next round of interviews. ♻ Share it so other leaders hire smarter.

Founders don’t get a playbook. You get a blank page… and everyone’s watching what you write. When you own the business, leadership is different. You’re not just managing a team— you’re setting the pace, holding the vision, and carrying the weight when no one else can. The best founders I’ve worked with? They don’t wait for leadership moments. They create them every day. Here are 10 things they do—especially when it’s hard: 1️⃣ Set Clear Goals   ↳ In chaos, clarity is your superpower. 2️⃣ Read the Room   ↳ Spot the tension before it becomes turnover. 3️⃣ Decide Fast   ↳ Momentum is oxygen; don’t choke it with delay. 4️⃣ Think Creatively   ↳ Turn constraints into competitive advantage. 5️⃣ Lead with Integrity   ↳ Reputation compounds faster than revenue. 6️⃣ Stay Resilient   ↳ Keep going when markets, morale, or margins drop. 7️⃣ Involve Everyone   ↳ Shared ownership builds unstoppable teams. 8️⃣ Keep Improving   ↳ Scale yourself so you can scale the company. 9️⃣ Delegate Wisely   ↳ Growth is your job, not doing everyone else’s. 🔟 Communicate Clearly   ↳ If they can’t repeat it, they don’t understand it. The truth? Leadership isn’t about being the loudest voice. It’s about creating clarity, trust, and momentum...over and over again. Which one have you mastered? Which one needs work? Tag another founder who lives this list. Follow Jay Mount for more.

Your culture isn’t built in all-hands. It’s built in the five minutes after you leave the room. When you run the company, your title buys you attention. But attention isn’t the same as trust. The people in your business aren’t following the org chart. They’re following the example you set when no one’s keeping score. Because real leadership, the kind that actually scales, shows up in: ➟ The quiet decisions that shape the next quarter ➟ The way you handle bad news before anyone else hears it ➟ The consistency in how you treat people, even under pressure You can be the visionary in the keynote. Or you can be the person who shows up the same way in every conversation. Only one of those creates a culture that survives your absence. Leadership isn’t a title you protect. It’s a ripple you start, one decision, one moment, one person at a time. Who started the ripple for you, the one you still feel today? Tag them and tell them what it meant. P.S. Agree? Repost to share with your network ♻️. And follow Jay Mount for more insights like this.

Why “No” is a leader’s best friend: Here are 6 powerful strategies used by top performers. Saying yes to everything will cloud your focus and dilute your impact. Let's explore effective ways to prioritize and harness the power of "No": Not sure which tasks are the most impactful? ➟ Try the Pareto Principle. ➟ Focus on efforts that deliver 80% of the results with just 20% of the work. Overwhelmed by urgent demands? ➟ Use the Eisenhower Matrix. ➟ This helps you sort tasks by urgency and importance. Uncertain about what goals to pursue? ➟ Implement OKRs. ➟ These keep your objectives clear and aligned with your mission. Confused about what to prioritize? ➟ Apply the MoSCoW Method. ➟ It guides you to classify tasks and direct your efforts effectively. Need data to back your choices? ➟ Opt for the RICE Scoring Model. ➟ Prioritize projects based on quantifiable impact and effort. Want to delight and satisfy strategically? ➟ Explore the Kano Model. ➟ Choose features that will enhance satisfaction significantly. Remember, Mastering the art of saying "No" is crucial. It turns every decision into a step towards greater success. "Deciding what not to do is as important as deciding what to do." — Steve Jobs P.S. 👉 Follow Jay Mount for more. ♻️ Share this to help your network.

Most AI failures don’t start with bad tools. They start with a team no one’s aligned to lead. No one says it out loud. But the signs are there early: • A vision deck floating on top of Slack hacks • “Working” agents that pull from broken logic • Ops that still depend on tribal knowledge • Data fields that sync — but no one trusts • A prototype that crashes the second real work hits it Sound familiar? It’s not an AI issue. It’s a system design issue. 🧠 Here’s a scan I use with every build: How to Avoid AI Failure 6 early signals your stack will snap under real pressure No jargon. No prompt soup. Just patterns I wish more teams caught before they shipped. 📌 Save this if you're testing AI in a messy environment ♻️ Share it with your ops lead before the next roadmap meeting ➡️ Follow Jay Mount for clean systems and scalable signals

You’re not behind. You’re just buried in invisible work. I used to think slow GTM was a focus problem. Turns out, it was death by friction: → Research repeated across tools → Notes lost in Slack, recreated in Notion → “Updated” CRMs with fields no one trusts → Campaigns stalled in review purgatory No one noticed, because it all felt normal. But once we mapped the time leaks, it was obvious: The problem wasn’t speed. It was surface area. Every extra tab, extra step, extra handoff slowed the whole system down. 🧠 I made this scan: 5 Hidden Time Leaks That Kill GTM Momentum It’s not about “working smarter.” It’s about making work flow. 📌 Save this before your next team sync ♻️ Repost if your team is shipping slower than it should 💬 What’s one “small friction” that quietly breaks your ops?

𝗧𝗵𝗲 𝗔𝗜 𝗮𝗴𝗲𝗻𝘁 𝘀𝗵𝗶𝗳𝘁 𝘄𝗼𝗻’𝘁 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗮 𝗯𝗶𝗴 𝗯𝗮𝗻𝗴. It’ll feel like this: One day, you realize you didn’t write that status doc. Or check that calendar. Or summarize that research. But it got done. Better than you would’ve. Because you gave an AI a goal — and it figured out the rest. Here’s how that leap actually works: 1. 𝗟𝗟𝗠𝘀 (𝘄𝗵𝗮𝘁 𝘄𝗲 𝗮𝗹𝗹 𝗸𝗻𝗼𝘄) ChatGPT, Claude, Gemini. They’re brilliant writers — but blind. Ask them to draft a sales email? Done. Ask them 𝘸𝘩𝘦𝘯 𝘺𝘰𝘶𝘳 𝘭𝘢𝘴𝘵 𝘴𝘢𝘭𝘦𝘴 𝘦𝘮𝘢𝘪𝘭 𝘸𝘦𝘯𝘵 𝘰𝘶𝘵? They’re lost. Why? They don’t know your tools. And they don’t take initiative. 2. 𝗔𝗜 𝗪𝗼𝗿𝗸𝗳𝗹𝗼𝘄𝘀 (𝘄𝗵𝗲𝗿𝗲 𝗺𝗼𝘀𝘁 𝗼𝗳 𝘂𝘀 𝗮𝗿𝗲) Now add structure. “Every time I ask about my meetings, check Google Calendar first.” You build a sequence: → GPT drafts → Zapier checks the calendar → Google sends the data back Better. But brittle. Because the workflow only does what 𝘺𝘰𝘶 said. Not what the 𝘴𝘪𝘵𝘶𝘢𝘵𝘪𝘰𝘯 needs. 3. 𝗔𝗜 𝗔𝗴𝗲𝗻𝘁𝘀 (𝘄𝗵𝗮𝘁’𝘀 𝗾𝘂𝗶𝗲𝘁𝗹𝘆 𝗿𝗲𝗽𝗹𝗮𝗰𝗶𝗻𝗴 𝗯𝗼𝘁𝗵) Here’s the shift: You don’t tell the system what to do. You tell it what outcome you want. “Write a LinkedIn post based on my 3 saved articles.” An agent will: ✓ Pick the strongest headline ✓ Summarize each source ✓ Rewrite for tone ✓ Critique itself ✓ Try again ✓ Ship it You gave it the 𝘨𝘰𝘢𝘭. It chose the 𝘱𝘢𝘵𝘩. That’s an AI agent. I’m testing a few right now: → One that writes client recaps → One that preps call briefs from CRM notes → One that batch drafts content from weekly reads It’s early — some are magic, some are messy. But it’s already saving hours I used to spend clicking around. 𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝘁𝗼 “𝗹𝗲𝗮𝗿𝗻 𝗮𝗴𝗲𝗻𝘁𝘀.” You just need to notice where you’re still doing 10 clicks that a machine could reason through. What’s the one task you 𝘸𝘪𝘴𝘩 would just… happen? Let’s find it. Drop it below and I’ll riff an agent idea with you.