Suggestions
Brian Johnson
VP Support Operations
Brian Johnson is the Vice President of Support Operations at Fetch, a consumer engagement platform that rewards users for scanning their receipts. He has held this position since January 2023, overseeing a team of approximately 250 customer service professionals who handle over 250,000 user inquiries monthly from Fetch's more than 15 million app users.12
Before his current role, Johnson served as the Director of Customer Support at Fetch from June 2021 to December 2022. His career includes significant experience in various leadership roles across different companies, including SimpleMachines, Inc. and Networked Insights, where he was involved in operations, business development, and customer support.12
Johnson has a diverse background that also includes founding Astute Strategies LLC, where he provided consulting services to early-stage companies. He has been instrumental in developing strategies and operational frameworks in several organizations, contributing to their growth and success.12
Highlights
Spent some time this week with the brilliant Deon Nicholas and Sami Ghoche and some forward thinking peers talking about automation opportunities in the customer support world as a result of generative AI. I think many people have short-sighted views about these disruptive tools today. Incorporating AI and automation in customer support is not about eliminating staff or reducing costs. If that is your focus you will find yourself in a race to the bottom. Fundamentally it is about improving the support experience for your customers. Very few people bother to talk with companies about their bad experiences because historically it’s been a waste of time. But these new tools allow companies to provide more support more urgently and more efficiently, by better distributing the workload across humans AND machines, focusing on the unique strengths of each. This is not a replacement exercise. It’s an evolution. As always, if your top priority is simply maximizing profits, you will have a lower ceiling than if your priority is focusing on your customers and giving them the best possible product and experience.
Recently, some elected officials have used the phrase “DEI Hire” as a pejorative to describe another elected official. This is not a political post, so it’s not relevant who said it about whom. It’s also not a post about institutional racism or microaggressions. This is a pragmatic post about leadership, business acumen, and how to succeed.
We live in a diverse, multi-cultural world filled with people who have wildly different perspectives, backgrounds, likes, dislikes, traditions, upbringings, preferences, mindsets, and motivations. The more that you know and understand this diversity, the better you will be able to relate to, connect with, appreciate, and influence people with traits and ideas different than yours. Any one of us is limited in how many experiences we can have in life. Therefore, if you are in a position where it benefits you to grow that inventory, the best you can do is to surround yourself with people who, themselves, have perspectives and experiences different than yours.
None of us can be all things to all people. But if we have all people represented by the people around us, we greatly increase our chances of effectively serving a larger population. In the business world, this concept is particularly critical if you are in marketing, sales, product design, customer support, or HR. And if you are in leadership such as an elected official, where the job is literally to represent people with backgrounds different than yours, it is a nothing less than an essential requirement. You show me a “DEI Hire” and I’ll show you someone who a) has unique qualifications for a leadership role, beyond just their job skills and professional experience, and b) was put in that position by someone that knew what they were doing.
One of the best ways to be successful is to work and align with others that are successful. When you find someone that doesn’t understand the benefits of diversity, equity, and inclusion, they are set up to fail. If you want to work with them, you either need to help them develop this knowledge, if you have the time and patience, or avoid them altogether. So keep an eye out for people that use the phrase “DEI hire” derogatorily – they’ve tipped their hand and shown you their limitations.
