Nick Shackelford

Drinkbrez.com Structured.agency Konstantkreative.com Wearelucyd.com

Proven Track Record of Scaling Social Focused Campaigns consistently past 8-figures through Programmatic buying, Influencers, E-mail and Adwords. 

Learning and growing businesses in this ever changing age of customer acquisition.

Knowing that I had more to offer, I applied that same drive to work with established brands as well as brands looking to make that pro jump. 

Let's Connect at 

nick@structured.agency

Partner

Sales and Marketing at CBF Labels

I'm passionate about sharing content & ideas on sales + marketing to help you level up your professional knowledge.

Outside my main role, I've been helping Ecommerce SaaS and AI companies with distribution and promotion.

If you’re looking to advertise to my audience, please send me a message so we can chat further. Thanks!

Jamie Dimond

Hiring great people is hard.

Letting them lead is harder.

Most companies bring in great talent...

Then spend half the week telling them what to do.

That’s a colossal waste of time, energy, and money.

The whole point of hiring great people is to let them show you a better way.
To bring solutions you wouldn’t have thought of.
To push your thinking, not just execute it.

Here’s how I think about it:

→ Hire great people.

→ Give them space - to learn, observe, and understand.

→ Align on where you’re headed - and where they want to take you.

→ Then get out of the way.

If they’re really the right hire,
they’ll tell you what to do — not the other way around.


Credit: David Manela

If your team is afraid to make mistakes, that’s not a people problem.
That’s a leadership problem.


We’ve all seen both kinds of management.
The kind that leads with fear,
and the type that leads with trust.

The difference?
Everything.

When people feel supported, they speak up.
They share ideas.
They take ownership.

But when leaders stay silent or shift blame,
the best people don’t fight back,
they move on.

Defending a team isn’t a weakness.
It’s leadership.

Loyalty doesn’t come from policies or slogans.
It’s built through consistency, honesty, and having each other’s backs -
especially when things go wrong.

At the end of the day, management isn’t about titles or control.
It’s about creating an environment where people feel safe enough to do their best work.

If we can’t stand behind our people,
we don’t deserve to lead them.

Image credit: Tom Head

Being a good person doesn’t always pay back immediately.

And that’s what makes it hard.

You help someone
and nothing comes back.
You do the right thing
and no one notices.
You show up with integrity
and still get overlooked.

It can feel pointless.

But here’s the part experience teaches you:

Being good isn’t a strategy.
It’s a standard.

You don’t act with kindness to get something.
You act with kindness because it lets you sleep at night.
Because it keeps your character intact
no matter how others behave.

Over time, people notice.
Trust builds quietly.
Doors open in unexpected ways.

And even when nothing comes back,
you’re still left with something valuable:

Self-respect.

Be a good person.
Even when it’s inconvenient.
Even when it’s unrewarded.
Especially when no one is watching.

Agree?

Image credit: Mind_Essentials on Twitter/X

About 35 million people in the US work from home at least part of their week.

We used to think work could only be done one before the pandemic.

Commutes.
Busy offices.
Never-ending days.

But what we’ve learned is that how we work shapes how we live.

Going back to the office means:

→ rigid hours
→ time lost commuting
→ stressing over traffic
→ less time with loved ones
→ no time to focus on health
→ constant office distractions

On the flip side, remote work means:

→ slow mornings
→ flexible schedules
→ time and money saved
→ better focus and efficiency
→ more time for the ones you love
→ space to focus on your health and wellness

It’s not just about a location, it’s about what we get back.

More energy.
More time.
More life.
More.
More.
More.

Sooner or later, I hope more companies will start offering remote work again.

If a company doesn't want to offer remote—others will happily take their best employees.

Because people want options (whether in-office, hybrid, or fully remote)

So let's be flexible and give people options & choice!

Credit: Dominick Namis

Consistency is strange...

The weird thing about consistency?

It feels like nothing… until it becomes everything.

No fireworks.
No applause.
No dramatic "before and after".

Just a quiet effort.
Repeated.
Over and over.
Long before anyone notices.

I used to think progress would feel exciting.
But most of the time, it feels slow.
Repetitive.
Sometimes pointless.

And then one day —
a skill clicks,
a result lands,
an opportunity opens,
a door you thought was locked… isn’t.

Not because of luck.
But because you kept showing up when nobody was watching.

Consistency isn’t glamorous.
But it’s undefeated.

AND 

Your future self will thank you for the days you didn’t give up.

P.S.

What’s something you kept doing long before you saw results? 👇

Image credit: ManOfFocus_ on Twitter/X

You can fit in
and still be completely out of place.

That took me longer to learn than it should have.

On paper, everything can look fine.
You’re doing the job.
You’re meeting expectations.
You’re not failing.

But inside, something feels off.

You’re forcing yourself to adapt.
Shrinking a little.
Explaining yourself too much.
Getting tired in a way rest doesn’t fix.

Belonging isn’t about fitting in.
It’s about alignment.

When you’re in the right place:
things don’t feel effortless,
but they feel honest.

Your strengths make sense there.
Your values aren’t negotiable.
You don’t have to pretend to be someone else to succeed.

Just because a space accepts you
doesn’t mean it’s where you should stay.

Sometimes the bravest move isn’t trying harder to fit.
It’s admitting you’ve outgrown the drain.

________________________________________________________
Share with someone who needs this. Everyone needs a little help!

If your marketing team is being forced to justify every single action by ROI or ROAS, you're strangling your own growth.

The biggest driver of sales: brand trust, word-of-mouth, cultural relevance - these don't show up on your Google dashboard.

95% of your future customers are not in-market today. If you're only measuring short-term returns, you're ignoring the other 95%.

Companies that balance brand + performance grow x2 faster and x2 more profitability.

Yet many leadership teams still treat marketing like a vending machine: put a dollar in, expect two out tomorrow. This type of mindset kills brands.

ROAS tells you if you made money this week.
Brand tells you if you'll be around in five years.

Brand equity is key as well, not just performance.

Credit: Iman Syami

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Nick Shackelford

Jamie Dimond

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The Battle

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Jamie Dimond

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Jamie Dimond's LinkedIn Performance

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