We Fixed It, You're Welcome

Research suggests that 30–50% of today’s work tasks could technically be automated. And yet most of us feel busier than ever.

So what’s going on?

In this episode, we sit down with author, AI strategist, and business coach Steve Ferman to unpack the “automation irony”: the more tools and systems we add, the less time we seem to get back. Instead of blaming the technology, we dig into the real blockers—governance gaps, cultural resistance, change management failures, rising expectations, and leadership blind spots that prevent automation from delivering the relief it promises.

This isn’t an anti-AI episode. It’s a pro-leadership one.

About Our Guest

Steve Ferman is a tech executive, AI strategist, and certified Scaling Up business coach with over 40 years of experience building, scaling, buying, and selling technology companies. Learn more: https://4pillarcoach.com

Key Topics & Takeaways

Why automation isn’t a tech problem — it’s an operations problem

AI sprawl and shadow AI inside organizations

The danger of implementing tools without governance or guardrails

Why efficiency gains often lead to raised quotas, not reduced workload

The “walled garden trap” and siloed automation efforts

How automation quietly shifts burden upstream and creates hidden burnout

Why layoffs blamed on AI increase fear and stall adoption

The cultural gap between automation promise and employee experience

The need for executive alignment before tool selection

Why adoption requires enablement, not just software licenses

The Core Insight

Automation is not failing.

Leadership strategy is.

Companies often start with the solution — buying the newest AI tool — instead of identifying the operational bottlenecks they actually need to solve. Without executive buy-in, guardrails, and employee engagement, automation simply becomes another layer of work.

And when time is saved?

Organizations often fill it immediately with more output expectations, reinforcing the productivity paradox instead of relieving it.

Strategic Fixes Proposed

1️⃣ Start with Operations, Not Software

AI should solve clearly defined operational friction, not chase trends. Diagnose before you deploy.

2️⃣ Build Governance Early

Create AI councils, guardrails, usage policies, and clear expectations. Avoid AI sprawl.

3️⃣ Ask Employees First

“What are two tasks you hate doing?”

Automate those first to build trust and momentum.

4️⃣ Protect Reclaimed Time

Hard-code reclaimed hours into the operating model.

Allocate portions to:

Innovation

Upskilling

Strategic thinking

Reduced workload

5️⃣ Redefine Productivity

More output is not always better output.

Innovation, morale, and long-term sustainability matter.

6️⃣ Treat AI Like a New Colleague

Onboard it. Train around it. Clarify when human judgment overrides automation.

7️⃣ Keep Humans in the Loop

AI lacks empathy, emotional intelligence, and true reasoning.

The human element remains essential.

Who This Episode Is For

Executives implementing AI initiatives

HR and People & Culture leaders

Founders and startup operators

Technology and operations leaders

Anyone feeling busier despite automation

The Big Question This Episode Answers

Is automation actually freeing us, or are we just running faster on the same wheel?

Final Take

Automation can absolutely give us time back.

But only if leaders resist the temptation to immediately reinvest every reclaimed minute into higher output expectations.

The real opportunity isn’t just efficiency.

It’s reinvention.

If done right, automation shifts work from execution to strategy, from repetition to creativity, from burnout to innovation.

But that shift requires intentional leadership, cultural clarity, and guardrails.

Otherwise, we're stuck with the burden of knowing we'll never catch up, no matter how many time-saving tools we add.

Subscribe for more deep dives where we fix big business problems with fresh perspectives.

Steve Ferman: https://www.linkedin.com/company/4-pillar-coach/

• Website – www.wefixeditpod.com

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Instagram – https://www.instagram.com/wefixeditpod

LinkedIn – https://www.linkedin.com/company/wefixeditpod

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If you liked this episode, don’t forget to subscribe, leave a review, and share it with your friends!

Keep listening to find out how we fix companies and put them back better than we found them.

Disclaimer

A quick disclaimer. We are going into this somewhat cold and nothing we say should be construed as legal advice, financial advice or anything that would get us in trouble. These are our views and opinions. We're here to ask the kinds of questions everyone's thinking. Have an engaging conversation and maybe come to some conclusions that we feel are worth exploring. By the end, if we fixed it, you're welcome. All trademarks, IP and brand elements discussed are property of their respective owners.

See Privacy Policy at ⁠https://art19.com/privacy⁠ and California Privacy Notice at ⁠https://art19.com/privacy#do-not-sell-my-info⁠.

In this episode of "We Fixed It. You're Welcome," the hosts explore cultural and product differences between the United States and Canada. They discuss unique Canadian offerings like specialty sauces at Subway, higher quality fast food, and distinctive snack flavors.

The conversation delves into consumer preferences, brand loyalty, and government regulations affecting product quality and availability. The hosts examine why some American brands struggle to expand into Canada and vice versa, highlighting the importance of understanding local markets.

They also touch on the impact of government monopolies on alcohol sales in Ontario and the potential for cross-border product exchanges. The episode concludes with recommendations for Americans to explore Canadian products and for businesses to consider expansion strategies carefully.

See Privacy Policy at ⁠https://art19.com/privacy⁠ and California Privacy Notice at ⁠https://art19.com/privacy#do-not-sell-my-info⁠.

Are too many people being promoted into leadership roles? As a result, are companies becoming too top heavy? If we’ve created a system that values managers over executers, is this a recipe for disaster?

In this episode, we’re joined by Ron Hetrick, Principal Economist at Lightcast and one of the most influential labor economists in the country. Together, we unpack one of the most important questions facing today’s labor market: whether modern organizations are overloaded with managers and what that means for productivity, hiring, layoffs, and career paths.

Drawing on decades of labor market research and macro workforce data, Ron explains why middle managers are often the first cut during layoffs, how that decision can negatively impact companies, and why a contributor-based evaluation might be a better approach.

This dynamic conversation digs into provocative questions we’re all asking, challenges assumptions, and poses some very real solutions about improving our collective thinking about the labor force.

If organizations want stability, they must create career ladders where experts can grow financially without being pushed into management roles if it creates misalignment.

As Ron explains during the episode:

The farther your role is from creating revenue or protecting margin, the harder it becomes to justify during restructuring.

About the Guest: Ron Hetrick

Ron Hetrick is a leading labor economist and Principal Economist at Lightcast. He previously worked at the U.S. Bureau of Labor Statistics and advises Fortune 100 companies, policymakers, and workforce strategists.Subscribe for more deep dives where we fix big business problems with fresh perspectives.

• Website – www.wefixeditpod.com

• Follow us on:

Instagram – https://www.instagram.com/wefixeditpod

LinkedIn – https://www.linkedin.com/company/wefixeditpod

YouTube – https://www.youtube.com/@WeFixedItPod

If you liked this episode, don’t forget to subscribe, leave a review, and share it with your friends!

Keep listening to find out how we fix companies and put them back better than we found them.

Disclaimer

A quick disclaimer. We are going into this somewhat cold and nothing we say should be construed as legal advice, financial advice or anything that would get us in trouble. These are

our views and opinions. We're here to ask the kinds of questions everyone's thinking, have an engaging conversation and maybe come to some conclusions that we feel are worth exploring.

By the end, if we fixed it, you're welcome. All trademarks, IP and brand elements discussed are property of their respective owners.

For generations, a bite of a Reese’s Peanut Butter Cup meant one thing:

Milk chocolate. Real peanut butter. That unmistakable taste. Now, many loyal fans say something is different.

In this episode, we sit down with Brad Reese, grandson of H. B. Reese and self-appointed “Protector of Reese’s Brand Integrity,” to unpack a controversy that has caught the world’s attention.

Brad and others are upset about the current quality of Reese’s products under Hershey’s control, pointing to a shift in taste and either proven or alleged ingredient swaps.

Emotions are high - people love Reese’s. They want real answers.

This isn’t just about candy.

It’s about trust, heritage, and a beloved company at a cultural tension point with its best customers.

What Sparked the Controversy?

Brad published an open letter to Hershey’s on LinkedIn calling out what he and many consumers observed:

Certain varieties no longer list milk chocolate

Some now use “chocolate candy,” “chocolatey coating,” or compound coating

Peanut butter replaced in some products with “peanut butter creme”

Ingredient changes implemented quietly, without announcement

While The Hershey Company has publicly stated that core ingredients have not changed, consumers began comparing labels and conducting side-by-side taste tests online.

The consumer pushback and Hershey’s response quickly went viral, drawing attention from major media outlets and even commentary from MrBeast while promoting his own line of Feastibles.

A Powerful Quote from Brad

“They’re stooping for pennies and passing up dollars.”

Subscribe for more deep dives where we fix big business problems with fresh perspectives.

Brad Reese

https://www.linkedin.com/in/bradreesecom/

• Website – www.wefixeditpod.com

• Follow us on:

Instagram – https://www.instagram.com/wefixeditpod

LinkedIn – https://www.linkedin.com/company/wefixeditpod

YouTube – https://www.youtube.com/@WeFixedItPod

If you liked this episode, don’t forget to subscribe, leave a review, and share it with your friends!

Keep listening to find out how we fix companies and put them back better than we found them.

Disclaimer

A quick disclaimer. We are going into this somewhat cold and nothing we say should be construed as legal advice, financial advice or anything that would get us in trouble. These are our views and opinions. We're here to ask the kinds of questions everyone's thinking. Have an engaging conversation and maybe come to some conclusions that we feel are worth exploring. By the end, if we fixed it, you're welcome. All trademarks, IP and brand elements discussed are property of their respective owners.

See Privacy Policy at ⁠https://art19.com/privacy⁠ and California Privacy Notice at ⁠https://art19.com/privacy#do-not-sell-my-info⁠.

What a season it's been! In the Season 3 finale, Aaron, Melissa, and Chino reflect on the biggest lessons, favorite guests, and most memorable fixes from an incredible run of problem-solving. We dig into three popular topics to see what's changed over time, and to add new observations and suggestions that are exclusive to this episode.

Melissa revisits Hired or Hustled?, where the team originally exposed unethical recruiters and job search scams. Since then, AI-powered deepfakes, fake candidates, and sophisticated employment fraud have transformed hiring into an even bigger trust problem. The conversation explores why verification has become more important than instinct and what both companies and job seekers must do to stay protected.

Aaron brings back one of the internet's most unforgettable branding moments: McDonald's CEO Chris Kempczinski's awkward burger video. Was it simply a bad day, or a missed opportunity to turn self-awareness into brilliant marketing? The panel explores how modern CEOs should approach public visibility and why embracing mistakes can sometimes strengthen a brand.

Chino follows up on the viral Japanese 7-Eleven egg salad sandwich experiment after experiencing it firsthand in Canada. While the product generated enormous online buzz, the rollout highlighted a deeper lesson: successful products can't simply be copied into new markets without adapting to local consumer behavior. The team discusses why experience matters more than imitation and how 7-Eleven still has the opportunity to evolve in a creative way.

The episode also features a brand-new listener submission about reinventing the Home Depot shopping experience through smarter technology, AI-assisted associates, and better customer service. The discussion highlights the show's recurring theme that the best solutions often combine technology with human expertise rather than replacing it.

Finally, Aaron, Melissa, and Chino close out Season 3 by thanking listeners, reflecting on what they've learned from each other and their guests, and teasing what's coming in Season 4, including conversations about sports, space, the future, and many more problems waiting to be fixed.

Connect With the Show

Subscribe for more deep dives where we fix big business problems with fresh perspectives.

• Website – www.wefixeditpod.com

• Follow us on:

Instagram – https://www.instagram.com/wefixeditpod

LinkedIn – https://www.linkedin.com/company/wefixeditpod

YouTube – https://www.youtube.com/@WeFixedItPod

If you liked this episode, don’t forget to subscribe, leave a review, and share it with your friends! Keep listening to find out how we fix companies and put them back better than we found them.

Disclaimer

A quick disclaimer. We are going into this somewhat cold and nothing we say should be construed as legal advice, financial advice or anything that would get us in trouble. These are our views and opinions. We’re here to ask the kinds of questions everyone’s thinking, have an engaging conversation and maybe come to some conclusions that we feel are worth exploring.

By the end, if we fixed it, you’re welcome. All trademarks, IP and brand elements discussed are property of their respective owners.