Founder Helping You Grow | Follow for Daily Leadership & Growth Insights | Serial Entrepreneur | Ex-RBC

Most $1M-$50M B2B companies hit the same wall: what got you here won't get you there.

Your sales team follows five different versions of your "standard" process. Marketing and sales operate in silos. You're building with borrowed tools and broken playbooks. The same cold email sequences everyone uses. The same CRMs with data nobody trusts.

I help revenue leaders build systems that actually scale.

WHAT MAKES MY APPROACH DIFFERENT

My story isn't typical - at 23, as a single dad, I took an unexpected turn into corporate. In big companies like RBC and Mackenzie, I led teams from 2 to 550 people, learning about product development and large-scale expansion. But I constantly wondered: "Am I too late to start my own business?"

That internal struggle led me to leave corporate safety and build two startups in seven years - eventually exiting basix.ai, a sales automation platform backed by Forum Ventures. That experience taught me something critical: the gap between theory and execution is where most scaling companies die.

Now I bridge three worlds:
→ Corporate operations experience (scaled systems at Fortune 500 level)
→ Entrepreneurial experience (built and exited SaaS company)  
→ Technical automation expertise (hands-on with Clay, Make.com, n8n, HubSpot)

WHAT I'VE HELPED CLIENTS ACHIEVE

→ Generated 9-figure revenue growth for clients and employers
→ Scaled bootstrapped businesses to 7 and 8-figure heights
→ Built full TAM in Clay for enterprise outbound teams
→ Developed GTM playbooks that get used (not filed away)
→ Created systems that let leaders lead again

I don't just provide strategy. I walk the path with you. From Fortune 500 boardrooms to founder-led scrappy startups, I bring operational depth and clarity to every engagement.

MY PHILOSOPHY

Most consultants give you frameworks. I give you forward motion.

I don't chase buzzwords. I build revenue engines, simplify execution, and unlock leadership potential with precision and empathy.

This is not theoretical - it's battle-tested across 10 roles in two companies before venturing out, building two startups, and now advising through Techstars and Predictable Revenue.

If you're stuck in complexity or scaling feels like survival, let's talk about bringing order to chaos and traction to your strategy.

Join 190,000+ founders and operators getting my weekly playbook: https://jaymount.me/newsletter

Connect with me here - I share systems, frameworks, and tactical advice for scaling B2B operations.

Jay Mount

Founder of MTD Training & Skillshub | Trusted by 9,000+ Companies to Build Leaders & Drive Sales | Award-Winning L&D Partner | Author & Speaker

After more than 20 years building businesses in learning and performance, one thing is clear: training only matters if it makes an impact.

I’ve seen too much learning that looks good on paper but disappears once normal work resumes. Courses get completed. Boxes get ticked. Very little changes.

I’m the Founder and CEO of MTD Training and Skillshub. Together, we help organisations improve performance through stronger leadership, management and sales capability, supported by a practical learning ecosystem designed to be applied, not just consumed.

Over the years, my teams and I have worked with more than 9,000 organisations. That scale gives you perspective. You start to see what sticks, what fades, and why most training fails to deliver lasting impact.

The biggest issue I see is focus. Too much training is built around activity rather than outcomes. Our approach is simple: impact over attendance. 

Everything we do is designed to shift behaviour, build habits and improve performance in the real world.

The results matter. One FTSE 250 organisation saw a 27% increase in leadership capability within three months. Another generated over £1.5m in additional sales within six months of a programme going live.

We work with multinationals, fast-growing teams and SMEs. The size varies, but the expectation doesn’t. They all want learning that delivers measurable change, not just good feedback scores.

Alongside leading the businesses, I’m also the author of several practical books on leadership, sales, performance and coaching, and I speak regularly at conferences, on podcasts and in the media. I focus on what works when things are busy, complex and under pressure.

Recognition includes industry awards for L&D and HR impact, and being named the UK’s #1 Sales Influencer in the Top 100 Sales Index.

This profile is where I share thinking from running and scaling learning businesses, and from seeing how performance really changes inside organisations.

Sean McPheat

In L&D, we know that it’s the small habits people repeat daily that shift performance.

Yet, most people think big transformations come from big initiatives.

The problem?

Most organisations still try to “fix” capability gaps with one-off training days, long e-learning modules, or overengineered programmes. 

Then they wonder why behaviour doesn’t stick.

If 2026 is going to look different for your workforce, it won’t be because you bought a new LMS or added another course catalogue. 

It’ll be because you helped people build micro-habits that actually change how they show up each day.

The eight micro-habits in the visual above aren’t revolutionary. They’re simple, evidence-based and, most importantly, doable. And that’s exactly why they work.

Here’s the bit L&D managers should pay attention to in order to create the learning ecosystem that supports all of your initiatives

1. Daily Reflection

Journaling reduces stress by 27%. That means clearer thinking, better decisions and fewer emotional reactions at work. Most performance issues I’ve seen over 30 years aren’t skill issues, they’re clarity issues.

2. Movement Breaks

Regular movement can reduce chronic disease risk by 30%. But here’s the performance angle: people who move more think better. Cognitive function lifts. Meetings improve. Output improves.

3. Mindful Eating & 4. Digital Detox

These aren’t “wellbeing perks”. They’re focus strategies. Lower anxiety, improved self-regulation and fewer distractions directly translate to higher productivity.

5. Practise Gratitude

A 25% increase in happiness isn’t fluffy, happier people collaborate better, problem-solve better and stay longer.

6. Focus Blocks

Pomodoro boosts productivity by 40%. Yet most organisations still reward “constant availability” over meaningful output. This is a cultural blocker, not a skill gap.

7. Lifelong Learning

Not learning for learning’s sake but learning as performance maintenance. Cognitive decline is real. So is irrelevance. Ten minutes a day compounds.

8. Prioritise Sleep

7–9 hours improves memory by 30%.
If you or your people are exhausted, your L&D programme is irrelevant. They literally cannot encode new information.

As L&D leaders, our job is to build environments where these habits are normal, not optional. 

If you want real behaviour change, start designing for micro-habits, not macro-events. The ROI is far higher, and the effort is far lower than most realise.

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Founder & CEO of MTD Training & Skillshub | Building people capability that drives organisational performance | Trusted by 9,000+ organisations | Author 5x business books

The first week back after the break and L&D teams fall straight into old habits like this…

…reviewing course catalogues, refreshing internal platforms, planning “more training”.

But if you want 2026 to be different, you can’t start the year by doing more of the same.

This is the moment to shift L&D from a cost centre to a genuine growth driver.

And it comes down to five shifts that every high-performing L&D team will make this year.

1. From learning hours to business outcomes

Counting courses and completions won’t cut it in 2026.
Boards want to know: What business result will this change?
Define success commercially before you design anything. When impact becomes the target, learning becomes strategic.

2. From content delivery to capability building

Uploading more courses isn’t progress.
Identifying and strengthening the skills that actually drive growth is.
Your credibility comes from building capability, not increasing volume.

3. From one-off programmes to continuous learning

Training days create moments. High-performing organisations create movements.
Short, practical, everyday learning beats a big event every time.
Make 2026 the year where learning becomes part of the workflow, not the calendar.

4. From cost to investment mindset

L&D is viewed as an expense when it only reports spend.
It becomes an investment when it reports return.
Talk in terms of time saved, mistakes reduced, performance increased.
If you want a seat at the strategic table this year, bring financial language with you.

5. From support function to strategic partner

L&D cannot wait for permission in 2026.
Predict the skills the business will need, not just the ones being requested.
Be in the room when plans are formed, not after they’re approved.
When L&D leads the capability agenda, the organisation starts to view it as a growth engine.

This first week back sets the tone for your entire year.

Don’t drift into it. Decide the shift you’re going to make and then behave like the growth driver your organisation needs.

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L&D content and and then hit the 🔔
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