Jeff Lizik

RedShift Digital Marketing

WHAT I DO: I help Marketing Executives (CMOs, VPs, Directors, etc.) and Small Business Owners attract clients, increase revenue and stand out from the crowd online by creating & implementing customized digital marketing plans.

BRANDS I HAVE WORKED WITH: Along with RedShift, I have worked with or for local and national clients and brands including: 

AutoNation
Bagel Bites
Federated Investors
GNC
Gold's Gym
Huggies
Kleenex
Mario Lemieux Foundation
Time Warner Cable

MY FOCUS: I have a strong focus on serving Professional Services, B2C and eCommerce businesses.

WHAT MAKES ME UNIQUE: Having achieved major marketing & sales success working with brands like Huggies, Kleenex and Bagel Bites along with Small Businesses, I have a unique view of and appreciation for ensuring EVERY aspect of a digital marketing plan is seamless and strategic no matter what size your business is or how many employees are involved.

MY PHILOSOPHY: I practice what I call Digital Marketing Essentialism - a finite process that ensures you have a solid foundation in place online so that all your other marketing efforts work exponentially together.

SERVICES I PROVIDE: Our full service, Digital Marketing Agency (RedShift) provides you with the strategy, planning and execution of digital marketing services including:

👨‍💻. B2C Marketing
👨‍🏫  B2B Marketing Strategy
🤖  Chatbot Implementation
📱  Content Marketing
📊  Customer Acquisition
📱  Digital Marketing
📊  Digital Marketing Analytics
👨‍💼  Digital Strategy
💵  E-commerce SEO
✉  Email Marketing 
📱  Inbound Marketing
👨‍💼  Customer Acquisition & Retention
📱  Pay Per Click (PPC)
📷  Photography
🎙  Podcast Services
📊  PPC Bid Management
📱  SEO (Search Engine Optimization)
📱  SEO Audits
📱  Social Media Marketing
📺  Video Production

READY TO TALK?
🖥   www.RedShiftDM.com
✉   jeff@redshiftdm.com
☎   412-656-5696

President & CEO

Executive Vice President Digital Marketing

HubSpot

Pittsburgh Hubspot User Group Leader

C-leveled

Providing marketing strategy and acting as the marketing executive and tactical team for small businesses, start-ups, entrepreneurs and established businesses.

As a CXO I get to work with some great start-ups and entrepreneurs from all over the country. We help bring marketing ideas to life, act as the executive marketing management team for businesses across a variety of verticals and help established businesses tackle new challenges, re-brand themselves and even re-create their business and marketing models.

We have a bench of management consultants and professionals on our team ready to help almost any business that needs business advice, business strategy, business systems and processes, marketing strategy & tactics, venture funding and growth strategy and tactics.

CXO, Inbound Marketing, SEO, SEM, Content Marketing, Social Media Marketing, Email Marketing

Guilty Soles, LLC

Online Marketing ★ B2C Sales ★ Online Lead Generation ★ User Experience ★ Social Media Marketing ★ Content Marketing ★ Blogging ★ Website Marketing Analytics ★ SEO ★ Search Engine Marketing

Director Of E-Commerce & Marketing

Peak Internet Marketing

Peak Internet Marketing was a full-service online marketing service provider that created online marketing strategies and implemented those strategies for our clients.

Principal, Inbound Marketing, SEO, SEM, Content Marketing, Social Media Marketing, Email Marketing

American Textile Company

I brought a wealth of experience from my time at Kimberly-Clark and ACNielsen to help American Textile Company embrace and implement fact based selling as part of their overall sales and marketing strategy. I helped the organization understand the power of category and space management and implemented a category management and business analysis department.  Our team integrated strategic planning discussions, key business analysis, marketing insights and consumer insights as part of the regular selling process.  This later evolved to an integration of shopper marketing becoming an integral part of the category management team.  

We serviced most major retailers in North America including Walmart, Target, Kohls, Bed Bath and Beyond, Kmart, Sears and dozens of others.  Collectively, my team helped manage retail sales and sales strategy for over 28,000 retail locations.  

Our sales and category management approach was new to the textile industry and allowed us to grow the business twofold over a five year period.

Director of Sales Operations, Category Management, Shopper Marketing, Consumer Insights

AFI generated sales of $4.2 million within it's first full calendar year of business. The business grew from an in-home operation to the second largest online retailer, in the world, in it's niche in under two years.

My day-to-day responsibility was to manage the entire sales, marketing and technical side of our e-commerce business including marketing strategy and implementation, planning, assortment decisions, server/software maintenance, ROI tracking and implementation.

I oversaw all website design, content and implementation of the total user experience. We utilized site metrics/analytics to create a better customer experience and implemented targeted marketing initiatives. We maintained quarterly, online competitive reporting, marketing analysis and planned/managed all media buying including targeted email marketing campaigns, banner ad marketing campaigns, online PPC marketing campaigns, marketing data analysis, ROI analysis and PPC bid management.

I also implemented and oversaw a site wide SEO project, initiated online customer service program design and implementation, developed and implemented a marketing and branding strategy that catapulted AFI to be within the top 500 sellers in the entire eBay marketplace and the top 10 sellers within the sporting goods category.

President, eCommerce, Inbound Marketing, SEO, SEM, Content Marketing, Email Marketing

The Nielsen Company

At ACNielsen I managed a team of 6 market research analysts that consulted Heinz USA’s Frozen Food Division on all market research related to brand marketing and strategic planning decisions.

We increased ACNielsen’s Heinz Frozen Foods account revenue nearly two-fold in first year as a team.  One of our more memorable accomplishments was discovering, analyzing and countering two very important competitive trends that helped refocus and defend the Bagel Bites brand.  

Our team managed all market research projects covering pricing, assortment, consumer attitude and usage, competitive sales and marketing analysis, category trends, consumer trends and influenced marketing initiatives, packaging decisions, product positioning and new product development.

Client Manager, Account Manager, Sales Representative, Consumer Research Manager

Kimberly-Clark

At Kimberly-Clark I quickly moved through the ranks as Sales Rep I, Space Mgmt Specialist, Category Analyst I, Customer Business Manager II and Category Analyst II.

Early on I managed all District Space Planning and Category Management projects before moving into a sales role.  As a Customer Business Manager I managed sales for our personal care line and planned all account specific marketing campaigns of Kimberly-Clark in coordination with available promotional funding and promotional planner sales analysis tool to ensure adequate return on our marketing investment while meeting all sales quotas for our SuperValu account.

My category management role included:
•	Managing  account specific product efficiency assortment analysis for various accounts in the U.S. NE and NC Regions
•	Managing account specific product volume and profit analysis for various accounts in the U.S. NE and NC Regions
•	Supplying account’s with competitive comparisons and sales and marketing analysis within specific U.S. marketplaces
•	Assisting sales reps in analyzing their sales and marketing budgets within specific categories to assure an acceptable return (profit & volume) on promotional dollars spent

Category Analyst, Category Manager, Space Planning Specialist, Account Manager

Working w/ Serial Entrepreneurs Committed to Growing Their Online Visibility, Traffic and Lead Generation via a Proven, Long Term Framework Encompassing SEO, Content Marketing and Lead Gen.

I specialize in assisting marketing executives (CMOs, VPs, Directors) and small business owners in boosting their online exposure, drawing in customers, maximizing earnings, and gaining a distinctive edge by creating and implementing personalized digital marketing strategies.

BRANDS I HAVE WORKED WITH: 
- AutoNation
- Bagel Bites
- Federated Investors
- GNC
- Gold's Gym
- Huggies
- Kleenex
- Mario Lemieux Foundation

MY FOCUS: I have a strong focus on serving Professional Services, B2B, SaaS and eCommerce businesses.

WHAT MAKES ME UNIQUE: Having achieved major marketing & sales success working with brands like Huggies, Kleenex and Bagel Bites along with Small Businesses, I have a unique view of and appreciation for ensuring EVERY aspect of a digital marketing plan is seamless and strategic no matter what size your business is or how many employees are involved.

MY PHILOSOPHY: I practice Digital Marketing Essentialism - a finite process that ensures you have a solid foundation in place online so that all your other marketing efforts work exponentially together.

SERVICES I PROVIDE: Our full service Digital Marketing Agency (RedShift) provides you with the strategy, planning, and execution of digital marketing services, including:

👨‍💻   B2B Marketing
👨‍🏫   B2B Marketing Strategy
🤖   Chatbot Implementation
📱   Content Marketing
📊   Customer Acquisition
📱   Digital Marketing
📊   Digital Marketing Analytics
👨‍💼   Digital Strategy 
📱   Inbound Marketing
👨‍💼   Customer Acquisition & Retention
📱   Pay Per Click (PPC)
🎙   Podcast Services
📊   PPC Bid Management
📱   SEO (Search Engine Optimization)
📱   SEO Audits
📱   Social Media Marketing
📺   Video Production

Lets grab a virtual coffee some time! 

🖥    www.RedShiftDM.com
✉    jeff@redshiftdm.com
☎    412-656-5696

Justin Bateh, PhD, PMP

I write about project management, leadership, and AI | Follow to develop skills for faster, smarter, and more efficient project management and to build winning teams | Boost your career with my actionable insights

Most leaders are measured by one thing: results.

Titles don’t move the needle; execution does.

I help leaders build teams that execute with clarity, deliver under pressure, and use AI to make smarter, faster decisions.

Over the past 20 years, I’ve gone from Project Manager to COO; leading 80+ projects and teaching 25,000+ professionals at companies like Microsoft, Johnson & Johnson, Medtronic, and Chevron.

Along the way, I created the Project Execution Framework™, a 7-step system that helps leaders align stakeholders, cut through chaos, and deliver projects that matter.

Today, I teach these methods through live workshops, corporate training, and cohort-based courses, where leaders learn to:

--Build trust and alignment across teams
--Focus on outcomes that truly matter
--Leverage AI to automate, analyze, and accelerate

Because here’s the truth:

--Leadership without execution is just talk.
--Execution without leadership burns people out.
--Ignoring AI makes both slower and less effective.

Let’s Connect
📩 justin@projectsright.com
📰 Join my free newsletter for weekly insights
🎓 Enroll in my top ranked cohort-based course
➕ Follow for daily posts on project execution & leadership

How I Help
🤝 Team Workshops 
🎯 Corporate Training
🚀 Cohort-Based Courses 

Highlights
🏆 8x Award-Winning Educator
🏢 Former COO | 🎓 PhD & PMP 
🛠️ Creator of the Project Execution Framework™
📊 80+ Projects Delivered | 👨‍🏫 LinkedIn Learning Instructor


*Disclaimer: Views expressed on social media, courses, newsletters, or emails are my own and do not represent those of my employer or any affiliated organizations.

Founder

I teach Project & Operations professionals the skills to drive sustainable growth, change, and profitability using data-driven decision making, lean tools, six sigma methodologies, agile projects, and data analytics. I have worked with executives and managers from numerous organizations, including Walmart, Verizon, Amazon, Pearson, UPS, Wiley, Cengage, Medtronic, US Department of Health, CSX, USPS, Blue Cross Blue Shield, Crowley Maritime, US Air Force, US Navy, Novartis, FedEx, McKesson, and many others.

Justin Bateh, PhD

11 Ways To Retain Top Employees

Before it's too late:

1/ Stop Forcing “Fun”
→ Mandatory fun isn’t fun.
→ Forced bonding feels fake.
→ Let culture form naturally.

2/ Let Them Be Autonomous
→ Stop the micromanaging.
→ Trust drives performance.
→ Freedom fuels ownership.

3/ Pay Them Enough
→ Money shouldn’t be a stressor.
→ Remove financial anxiety.
→ Compensation keeps talent.

4/ Give Real, Challenging Work
→ Not busywork.
→ Growth comes from stretch roles.
→ Challenge keeps people engaged.

5/ Actually Fire Toxic People
→ Even the high performers.
→ One toxic hire drains everyone.
→ Protect the culture first.

6/ Recognize Performance With Money
→ Not just praise.
→ Rewards should match results.
→ Appreciation must be tangible.

7/ Don’t Make Them Wait for a Title
→ Waiting breeds resentment.
→ Move when the performance proves it.
→ Titles should reflect reality.

8/ Offer Brutally Honest Feedback
→ Not corporate fluff.
→ Clarity beats comfort.
→ Truth builds leaders.

9/ Let Them Have a Life Outside Work
→ For real.
→ Respect their boundaries.
→ Burned-out people leave.

10/ Don’t Punish Competence
→ More work isn’t a reward.
→ High performers need support too.
→ Protect your best people.

11/ Accept They Will Eventually Leave
→ And that’s okay.
→ Great talent grows.
→ Your job is to develop them.

Retention isn’t luck.
It’s leadership.

♻️ Repost and follow Justin Bateh, PhD for more.

Expert in AI-Driven Project Management, Strategy, & Operations | Ex-COO Turned Award-Winning Professor, LinkedIn Instructor & Corporate Trainer

The best leaders aren't remembered for results.

(they're remembered for how they made you feel)

Here are 9 types of leaders who changed our careers:

1/ The leader who protected us
→ Spoke up when you couldn't
→ Took the heat for the team
→ Shielded you from unnecessary pressure
→ Made you feel safe taking risks

2/ The leader who actually listened
→ Heard the message behind your words
→ Gave full attention without rushing
→ Asked follow-up questions that mattered
→ Made you feel genuinely heard

3/ The leader who recognized your talent early
→ Saw capability before you did
→ Gave opportunities others thought too big
→ Believed in potential over experience
→ Made you stretch beyond comfort

4/ The leader who let you find your own path
→ Trusted your judgment and style
→ Allowed learning through experience
→ No micromanagement or hovering
→ Made you confident in decisions

5/ The leader whose word meant something
→ Followed through every single time
→ Never left you guessing intentions
→ Kept promises without reminders
→ Made trust feel automatic

6/ The leader who made speaking up safe
→ Encouraged honesty without fear
→ Made questions feel welcome
→ No punishment for messengers
→ Made candor the norm

7/ The leader who sparked leadership in us
→ Modeled the leader you wanted to be
→ Inspired you to take responsibility
→ Showed leadership through actions
→ Made you want to lead others

8/ The leader who treated people like people
→ Understood life beyond deadlines
→ Valued you as a human first
→ Respected personal boundaries
→ Made work feel sustainable

9/ The leader who supported your next chapter
→ Helped you advance despite losing you
→ Took pride in your growth
→ Never held you back selfishly
→ Made your success their legacy

Remember: People don't leave jobs. They leave leaders. Be the one they never forget.

♻️ Repost and follow Justin Bateh, PhD for more.

10 Brutal Rules of Work Politics I Learned

They didn’t teach me this in school:

1/ Perception beats performance
→ People promote who they trust,
→ Not just who deliver
→ How you're seen > what you do

Subscribe free for more like this: https://lnkd.in/eFNHsxmh

2/ The real decisions happen before the meeting
→ Most rooms are just theater
→ Influence happens behind closed doors

3/ Loyalty is transactional
→ It’s not personal, it’s positional
→ Don’t confuse company values
→ With job security

4/ Power protects power
→ People in charge defend their seat first
→ Be aware of the hierarchy
→ Even when it's unspoken

5/ Silence is strategy
→ Sometimes the smartest play is no play
→ You don’t need to join
→ Every argument you’re invited to

6/ Allies matter more than arguments
→ Influence flows through relationships
→ The right support can move mountains quietly

7/ Information is currency
→ What you know can help, or hurt, you
→ Share wisely, not widely

8/ Your reputation moves faster than your resume
→ People talk, good or bad
→ Make sure the version of you in the room
→ Matches the one outside it

9/ Not everyone wants you to win
→ Growth triggers discomfort in others
→ Keep rising anyway

10/ Politics are unavoidable
→ It’s not dirty. It’s real.
→ Navigating power is part of leadership

Don’t ignore politics.

Understand it.

Then use it to protect your team and your growth.

Subscribe free for more like this: https://lnkd.in/eFNHsxmh

8 Ways You're Signaling You're Not Ready for Promotion

(Most people miss these completely)

You're not getting passed over for lack of skills.

You're getting passed over for lack of signals.

Senior leaders watch how you operate when you think no one's looking.

Here's what they see:

1/ Waiting to Be Told What to Do
→ You ask "What should I work on next?"
→ Instead of "Here's what I think we should prioritize."
→ Initiative beats instruction.
→ Leaders create direction.

2/ Bringing Problems Without Solutions
→ You surface issues perfectly.
→ But offer no path forward.
→ Problem identification is junior level.
→ Solution ownership is promotion level.

3/ Only Speaking When Spoken To
→ Especially in leadership meetings.
→ Silence gets interpreted as disengagement.
→ Or lack of strategic thinking.
→ Presence requires participation.

4/ Managing Tasks, Not Outcomes
→ You report on what you did.
→ Not what changed because of it.
→ Activity feels productive.
→ Impact drives promotion.

5/ Asking Permission for Everything
→ "Can I email the client about this?"
→ "Should I schedule that meeting?"
→ Risk aversion signals junior mindset.
→ Ownership signals readiness.

6/ Avoiding Difficult Conversations
→ You hope problems resolve themselves.
→ Or wait for someone else to address them.
→ Conflict avoidance stalls advancement.
→ Leaders lean into discomfort.

7/ Not Managing Up Effectively
→ You assume your boss knows your impact.
→ They don't.
→ Visibility requires intentionality.
→ Good work without communication is invisible work.

8/ Thinking Only About Your Work
→ You optimize for your team's success.
→ Not the organization's goals.
→ Tunnel vision limits scope.
→ Strategic thinking expands it.

Most people think promotions are about performance.

They're actually about perception.

And perception is shaped by signals you send every day.

♻️ Repost and follow Justin Bateh, PhD for more.

11 Ways Leaders Quietly Lose Respect

(Long before they lose the role)

1/ Talking More Than Listening
→ Especially in senior rooms.
→ Volume replaces curiosity.
→ People stop sharing.

2/ Confusing Transparency With Oversharing
→ Personal dumps are not leadership.
→ Clarity matters more than candor.
→ Oversharing weakens confidence.

3/ Avoiding Decisions
→ Waiting feels safe.
→ Indecision forces others to lead.
→ Authority quietly erodes.

4/ Changing Direction Without Acknowledging Cost
→ Shifts are announced casually.
→ The team absorbs the damage.
→ Trust takes the hit.

5/ Mistaking Busy for Effective
→ Full calendars feel impressive.
→ Outcomes stay flat.
→ Respect follows results.

6/ Asking for Feedback Then Defending
→ You asked.
→ Then you argued.
→ People stop being honest.

7/ Delegating Tasks but Keeping Control
→ Responsibility moves.
→ Authority does not.
→ Ownership dies.

8/ Tolerating Bad Behavior From Top Performers
→ Results excuse disrespect.
→ Culture pays the price.
→ Leaders look weak.

9/ Disappearing When Things Get Hard
→ Silence replaces presence.
→ Teams feel abandoned.
→ Credibility drops.

10/ Demanding Alignment Instead of Earning Trust
→ Alignment cannot be ordered.
→ Trust must be built.
→ Force creates resistance.

11/ Believing Titles Create Respect
→ Titles grant authority.
→ Behavior earns respect.
→ People always notice.

Respect is rarely lost in one moment.
It fades through patterns.

♻️ Repost and follow Justin Bateh, PhD for more.

Task Managers vs. Strategic Leaders

Why effort alone never scales:

Here’s the difference most people miss:

1/ Activity Focus vs Outcome Focus
→ Task managers chase movement, not progress.
→ They confuse being busy with being valuable.
→ Strategic leaders ask what outcome actually changes.

2/ Urgency Addiction vs Intentional Action
→ Crisis mode feels important.
→ Urgency destroys focus.
→ Strategic leaders eliminate what doesn’t cross finish line.

3/ Following the Plan vs Shaping the Plan
→ Task managers execute given direction.
→ Strategic leaders influence direction early.
→ They contribute to the why, not just the how.

4/ Solving Symptoms vs Fixing Root Causes
→ Task managers extinguish fires all day.
→ Strategic leaders redesign the system.
→ They ask what keeps causing the problem.

5/ Managing Tasks vs Managing Tradeoffs
→ Task managers think in checklists.
→ Strategic leaders think in consequences.
→ The real job is choosing what not to do.

6/ Reporting Information vs Interpreting Meaning
→ Task managers deliver data.
→ Strategic leaders deliver insight.
→ They connect updates to impact, not activity.

7/ Reacting vs Anticipating
→ Task managers move when things break.
→ Strategic leaders move before they break.
→ Patterns are treated as early warnings.

8/ Individual Efficiency vs Team Velocity
→ Task managers optimize their own work.
→ Strategic leaders optimize the system.
→ Impact scales when everyone moves faster.

Anyone can manage tasks. Leaders manage direction.

♻️ Repost and follow Justin Bateh, PhD for more.

The Difference Between Task Managers and Strategic Leaders

Employee burnout starts with minor signs.

Here's the red flags we often miss:

1/ Sick Days Creep Up
→ More frequent absences quietly appear
→ Health issues mask hidden overload
→ Exhaustion shows before exit

2/ Mistakes in Simple Work
→ Errors rise in routine tasks
→ Fatigue erodes basic performance
→ Quality drops without warning

3/ Creativity Flatlines
→ New ideas stop surfacing in meetings
→ Energy turns into survival mode
→ Innovation fades into silence

4/ Constant Deadline Extensions
→ Timelines slide with weak explanations
→ Overload shows up as hidden delays
→ Delivery becomes fragile

5/ Less Laughter in Meetings
→ Energy drains from group interactions
→ Positivity replaced by obligation
→ Morale signals decline faster than metrics

6/ Fatigue in Body Language
→ Shoulders slump, eyes dull, voices fade
→ Teams show what words do not
→ Energy leaks silently

7/ Weekend Work Becomes Normal
→ “Just catching up” turns into routine
→ Boundaries disappear in the name of productivity
→ Balance breaks quietly

8/ Initiative Vanishes
→ Volunteering disappears completely
→ Teams only do what’s assigned
→ Passion becomes compliance

9/ Social Withdrawal
→ Fewer connections outside tasks
→ Collaboration turns transactional
→ Engagement crumbles in silence

♻️ Repost and follow Justin Bateh, PhD for more.

Your team smiles and nods in every meeting.

(and you think that means you're winning)

Silence isn't agreement. It's surrender.

Here are 10 signs your team doesn't trust you yet:

1/ They Never Disagree with You
→ Silence is compliance, not debate
→ Real trust fosters healthy conflict
→ Ideas die when no one challenges you
→ They've stopped thinking critically

2/ You're the Last to Know Bad News
→ They fear your reaction more than value transparency
→ Problems grow in shadows
→ Whisper networks replace open communication
→ You're managing in the dark

3/ They Always Ask for Permission
→ Initiative gets paralyzed by fear
→ Decision-making becomes theater
→ Ownership dies with dependence
→ Constant clarification signals micromanagement

4/ They Over-Document Interactions
→ Protection mode, not collaboration mode
→ Paper trails for self-defense
→ Trust deficit in action
→ CYA culture takes over

5/ They Avoid Casual Conversation
→ Relationships stay transactional
→ Interactions feel strictly professional
→ Personal wins stay hidden
→ Vulnerability becomes weakness

6/ They Rely on Private Channels
→ Real opinions shared in DMs, not meetings
→ Honest feedback goes underground
→ Team meetings become performance
→ You're excluded from real decisions

7/ They Never Share Personal Wins
→ Success feels unsafe to celebrate
→ Vulnerability seen as career risk
→ Connection opportunities missed
→ Distance grows instead of trust

8/ They Focus Only on Their Own KPIs
→ Collaboration feels dangerous
→ Silos are safer than teamwork
→ Competition replaces cooperation
→ Team becomes collection of individuals

9/ They're Always 'Too Busy' for Feedback
→ Avoidance beats honesty
→ Path of least resistance
→ Improvement stops happening
→ Growth conversations die

10/ They Seek Clarification on Everything
→ Afraid of overstepping boundaries
→ Initiative paralyzed by uncertainty
→ Second-guessing becomes default
→ Autonomy disappears

Here's what's really happening (personal notes from my experience):

Your team decided you can't handle the truth. They created a parallel universe where real work happens without you.

You're not leading a team. You're managing a performance.

Trust isn't built through good intentions. 

It's earned through consistent reactions to difficult moments.

How you handle the first disagreement sets the tone. 
How you respond to bad news decides what news you get. 
How you react to initiative impacts how much you'll see.

Real leadership happens when your team trusts you enough to tell you you're wrong.

♻️ Repost and follow Justin Bateh, PhD for more.

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Jeff Lizik

Justin Bateh, PhD

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