In business, everyone wants to hire a GOAT—the Greatest of All Time. But more often than not, they end up kissing TOADS.

TOADS?

Temporarily Overpromoted And Dangerously Stagnant.
They look the part. They say the right things in interviews. But once they’re on the team, growth slows, learning stops, and mediocrity creeps in—disguised as stability.

Here’s the kicker: most leaders don’t mean to hire TOADS. They just stop developing themselves and their people. Training budgets? First to go. Coaching? “Maybe next quarter.” Personal development? “Not in the budget this year.” Most employees—especially mid-career ones—don’t invest in themselves either. Many haven’t pursued structured learning since college or their last license renewal.

And meanwhile, we all pretend to be surprised when the bench doesn’t get better.

The Real Problem Isn’t TOADS.
It’s the Culture That Keeps Them Frogs.

We confuse polish for potential.
We reward busy over better.
We treat learning like a luxury.

And now, with the AI revolution in full swing, the pressure is mounting. Every week brings another headline implying that only 20-somethings understand AI tools—and everyone else is hopelessly behind.

Let me assure you: we’re all behind. These tools are new to everyone. The difference is in how people respond. GOATs don’t freeze—they explore.

I earned my PhD at 59—not because I needed more letters after my name, but because I believe in staying sharp, relevant, and open to growth. The same holds true for Tom Brady, Simone Biles, LeBron James, Tiger Woods—none of them rested on talent. They chased microscopic improvements with relentless consistency.

So What Can You Do?
How Do You Build a GOAT Culture?

Here’s a toolkit to help you and your team evolve—deliberately and incrementally.

GOAL Habits Toolkit:
Small Improvements, Big Results

20 Minutes of Daily Learning

Leaders read. Period.
→ Block 20 minutes a day for deep input: books, reports, long-form content. Share what you’re learning publicly—it sets the tone.

Experiment With Tools—Together

Don’t just buy the software—learn it.
→ Set aside 60–90 minutes monthly for your team to explore new tools like ChatGPT, Notion, or Loom. No pressure—just discovery. By now these examples are obvious but, just like apps in the app store, they are now proliferating rapidly. Then debrief: Could this help us move faster, smarter, better?

Fund Microlearning, Not Just Degrees

→ Reimburse short online courses, webinars, or conference passes. Keep it simple: under $500, proof of completion required, plus a short “What I learned” write-up or team share-out.

Model Your Own Growth—Loudly

→ Talk about what you’re learning. “I used to think… now I realize…” is a powerful leadership phrase. It builds trust and shows that evolution isn’t weakness—it’s wisdom.

Build Weekly Reflection Into the Team Culture

→ End every weekly team meeting with this question: “What’s one thing you learned this week that surprised you?”

And yes—the leader should go first.

Why?
Because when you model vulnerability, you set the standard for candor. When you admit what you’re learning, your team knows it’s safe to do the same. Keep it specific, brief, and real. Whether it’s an AI tool, a customer insight, or a misjudgment you corrected, your 60-second share can set off a culture shift.

Bottom Line:

If you’re tired of kissing TOADS, stop hoping for a GOAT to show up by accident. Make development a deliberate choice—budget for it, build it into your culture, and lead from the front.

You don’t need to be perfect.
But you do need to keep evolving.