Ultimate Me in Melbourne, Victoria, Australia | Business consultant

Ultimate Me

Locality: Melbourne, Victoria, Australia

Phone: +61 499 477 039

Address: 1036 Doncaster Road, Doncaster East 3109 Melbourne, VIC, Australia

Website: https://ubs.ultimateme.com.au

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25.01.2022 Without Feedback, there is no growth! Imagine Roger Federer going to training and his coach only offering him feedback once a quarter, or only when he thought Roger would be OK with itsounds bizarre doesnt it!? Thats because it is, and your work place is no different. Your team need regular and timely feedback. Which means the responsibility cant be just on you, it needs to be a team effort.

25.01.2022 WARNING: Dad Joke Dad: Sweety, did I ever tell you how amazing your daddy & mummy's wedding was Child: No... Dad: Even the cake was in tiers

25.01.2022 Am I Too Soft on My Staff? For many small to medium business owners, we got into our businesses because we were passionate about a product or service. And eventually we needed some help, and then some more help and now you have these eyes looking back at you for constant direction, guidance and payment. When the reality is most of the time you're just trying to stay afloat yourself! Guiding others to success is super complex, takes a truck load of energy and patience. So be e...asy on yourself, you're doing the best you can. Often, because we weren't taught much (if any at all) about human behavior and leadership at school, we lead the way we were led. Which was usually by someone else who didn't have the right skills...I'm sure you can see the crack in the system! And generally we don't like confrontation, so we avoid holding out staff accountable to the standards we need to be. And maybe surprising to you, but for the most part your staff want to be held to higher standards. Because we all want to be valuable and feel as though we are contributing to something bigger than ourselves. A couple of keys to this are; 1) Holding your staff to higher standards is a gift, not a punishment 2) Consistency is a must 3) It's all in the delivery! Let me know how you go :-) See more

23.01.2022 Make it about them What if we changed the way we viewed giving someone feedback? What if the crime was not giving someone the opportunity to grow, right there and then? What would need to change about the way you see the word feedback? My guess it would need to change from words like obligation, confrontation, power trip, constructive, ego and many more I am sure. And use words like gift, thank you, growth, duty, serving. Then I believe the core change would be the realisation this is about serving our team mates and not our own internal desires for acceptance and safety. Because when we have someone else's best interest at heart, we will do whatever it takes to help them. And in this case, its just finding the courage to speak up and offer another view point. After all, thats all feedback really is.

23.01.2022 How to deliver feedback There are a few steps to assist the newbie feedback giver. Firstly, you want to give the feedback as soon as you can to event taking place. Depending on the circumstance, typically offering feedback one-on-one is a good place to start. As youre about to deliver the feedback, you want to be standing or sitting directly across from the person, relaxed and open body position, hands open and palms up (if you can, without making it look weird), facial features relaxed with a slight sense of warmth and care. Your tonality will be confident with an undertone of warmth and friendliness. The words chosen may permissive and initially requesting if it is OK to offer some feedback. Then, take a short route home as we can often waffle to cover our nerves. Thats it, you did it! You made it all about them, well done.

22.01.2022 What If You Could Start Again... In golf we call it a 'Mulligan' and all golfers wish we had a few of them each round! A Mulligan is where you get to have a second go at the same shot, without any penalties. And I think most business owners at some point wish they could have another go at making a different decision or action. And not just any decision, but those defining moments which change the course you wanted to go on. ... Maybe it was a hiring decision you knew wasn't quite right, but you knew they could bring in some short term wins. Or a partnership where there were clear clashes in the way you did business (Values), but you stopped listening to your instinct. For those of you business owners / leaders who have a little more time on your hands in these unusual times. I challenge you to define how you would want it to be different (if you had a free 'Mulligan') and focus on how you would need to show up differently as a leader. How would you think, act and make decisions differently to inspire these changes from your team. Who in your team would stay and grow and who would buck the change and eventually leave? Would you be willing to do what's necessary to achieve extraordinary? Stay safe and healthy #success #business #culture #results #freedom #teamwork #golf

22.01.2022 Criticism at work, how do you handle it? I believe deep down we all know were doing the best with what we have. So why do we find it so hard to accept feedback gracefully? Is it insecurity? Do we feel as though we have to pretend to have all the answers, all the time. Logically we know there isnt anyone out there who knows it all, and yet we feel as though we need to look as though we do. Or is it more about ego and protecting our status in the workplace? After all, what ...is feedback really? In its truest form its a gift. Someone taking the time out to offer some guidance, a suggestion or perhaps passing on their wisdom. Which means you can do whatever you were doing, just better and quicker. Wherever this inability started for so many of us to accept feedback gracefully, the good news it can stop right now. By creating a High Performing Culture which encourages, praises and develops the gift of giving and receiving feedback. Yes, at the start it may feel clumsy and awkward, but then again so did walking and we didnt give up on that. Consistency is key in developing this within your High Performing Culture. Because without it, your organisation and the amazing people within it miss out on so many opportunities to share their collective experiences and grow. See more

21.01.2022 Can you (your business) relate to this?

21.01.2022 You cant hide anymore! Demanding more from your team without holding yourself to the same standards is a thing of the past. Staff are too smart and willing to move organisations too easily now. Which means you need to lift your game and hold yourself accountable first, before you can demand (or even better, inspire) your staff to bring more of themselves on a regular basis.

21.01.2022 I just dont like confrontation Regardless of your position within your company, we all need to come from a place of service rather than self-interest. When you pass up the opportunity to give your team mate feedback, you have made it about you and not them. In that instance you said your own need to feel safe and secure was more important than the opportunity for your team mate to grown. You may not have consciously thought it, but that is what happened. So, next time you have that feeling of being able to assist a team mate by offering them some feedback, step out of that comfort zone and make it about them. Serve your team mates and in turn you serve your group.

20.01.2022 Ill only accept constructive feedback... How many times have we heard this when asked if they want feedback. What if we saw all feedback as constructive in someway? What would we need to believe about our team mates? Or about the Culture we say we work in? Or about our own self belief? Imagine an elite team for a moment. It could be a sporting team, or a department of a company youve heard about or think about the Navy Seals. And imagine for a moment there was no feedbackits almost impossible. Why? Because they all rely on live feedback from those around them to improve at any given opportunity. It is a gift which is often met with a Thank You. What would happen at your organisation if live feedback was seen and received as a gift?

20.01.2022 When is the best time to give feedback? Such a great question! The answeras soon as possible! Because the event is fresh in both your head and the person you are wanting to offer the feedback to. Which means it is more likely the playback of events will be accurate. And therefore, the person receiving the feedback can gain a lot more insight from this gift. If however, a bit of time does pass, then still deliver the feedback and do the best you can. You will recall enough to pass on the general message.

17.01.2022 Whats your Culture around Feedback? Most organisations would say; its good or we believe in giving feedback. But the reality is very different. Most organisations want feedback to be part of their Culture, for it to be seen as a gift from both sides. But, unfortunately it isntin fact in most places it is avoided at all costs.

16.01.2022 WARNING: Dad Joke Dad: What did the barman say to the horse? Child: What?... Dad: Why the long face

15.01.2022 Hey, just wondering what are your favorite 3 things to do on the weekend to unwind, recharge and get yourself ready for another huge week ahead?

15.01.2022 Where Is Your Head At?! No one would blame you for being a little 'distracted' at the moment. It's been a hell of a road to the finish line for the 2020FY! But now is not the time to rest, be distracted, allow the feeling of helplessness to sink in. No, right now when for many of us (me included) our backs are up against the wall. Through no fault of our own, we find ourselves in a devastating position. We need to...no we must focus our attention on how do we get through th...is. And more than that, how can you come out the other end even better, stronger! In times of absolute chaos, there is always opportunity. How can you achieve this? 1) Get yourself in Peak State, Beast Mode if you will (if you're not sure what this means, just ask me) 2) Get absolute clarity on your goals, based on the now 3) Do what's needed and not what's easy 4) Get your People on board and use your resources I wish you all the best during these times. #beastmode #staystrong #success #culture #leadership

15.01.2022 How to Leave a Legacy? If you, like me are in business for the love of it. And not for the quick build and flip then we might as well look to build something we can look back on and be really dam proud of, a legacy if you like. Which means sacrificing the short term gains of a 90 day report or even an annual report. And for most business owners there is no greater joy then reflecting back on the internal and external community their organisation has impacted. Through creating a high performing Culture, your staff are cared for and treated like humans and your clients are continually Wowd and come back and become your greatest advocates.

15.01.2022 Is What You're Saying and What You're Doing Matching? Early in my career I started in Marketing. And what I learnt really quickly was no matter how clever the message, pretty the pictures or amazing the offer was. If the experience didn't match the expectations we created, we ended up with disgruntled clients. The same is true for your Culture. If you say your Culture is a particular way, put posters up and create a manifesto. But, then your actions on a day-to-day basis ar...e completely different you not only won't achieve your High Performing Culture. It's so much worse then that...you actually create a Culture of mistrust, confusion and segregation from management and staff. So, make sure if creating a High Performing Culture is important to you, you're willing to put in the hard yards and go through the journey of change. Your staff will reward you with immense loyalty and bring a level of passion you could never get from them with money or other tangible incentives.

13.01.2022 Give freely & have high expectations

13.01.2022 BRAIN BREAK - Dad Joke Wife: Morning honey, how did you sleep? Husband: Good morning babe. The same way I do every night, with my eyes shut.... #dadjokes #funny #laugh #youcannotstopme #enjoy

13.01.2022 BRAIN BREAK - Dad Joke Alert Daughter: Dad I'm hungry Dad: Hi hungry... #dadjokes #funny #iamfunny #youcannotstopme #noapologies #laugh

11.01.2022 WARNING: Dad Joke Dad: What's green and looks like a bucket? Child: What?... Dad: A green bucket PS. is it wrong these crack me up even as I write them here...

11.01.2022 How to get more out of your staff! By holding yourself to high standards as a leader, you have earned the right to hold high expectations of your team. Getting more out of your staff on a consistent basis is hard! You can put in play short term incentives to motivate them, but then that leads to horse trading. You can demand more from them, but then that leads to burnout and high turnover. So, what is the answer? One of them is to hold yourself to a high standard as a leader on what you must bring to inspire a high performing culture. Only then can you have high expectations of your staff.

10.01.2022 Who are you and what have you done? When creating a High Performing Culture which supports live feedback, it can sometimes lead to people either feeling as if they have to give feedback and do it often. Or in other circumstances, people just want to let everyone else know how much they think they know. So, a quick way to decipher whether or not you want to take on board the feedback is asking yourself these two great questions; Who are you? and What have you done? Accepting the feedback and being gracious is always a must. Then in your own time you can ask those two very important questions and reflect on them and makeup your mind what to do with it.

10.01.2022 Why Don't They Just Do Their Job?! How many times have you thought (yelled) this to yourself? And fair enough too, right? At first glance, it's a pretty straight forward transaction. I (company) hire you (employee) to do a job you assure me you are capable of doing really well. And I (company) reward you with an income. So why does it breakdown so often? The typical response from company's are, 'we hired wrong, again.' The not so typical response, from the world's top 5% per...forming companies, is 'how did we fail this person?' Because until you, as a company, can unequivocally say you have done everything in your power to set your staff up for success, how can you possibly put the spot light on your staff? What does it mean to create a pathway for success for your current and future staff? Here are just a few areas to start with; 1) Share your Purpose - allow them to be connected to something more than just their job 2) Clear High Performing Culture - Literally show them how to turn up to win 3) Well defined Goals for the group and for their role specifically - laser focus assists us from wavering and wasting time and energy 4) Structure to model and replicate success - Why keep reinventing the winning formula. Document it, share it, continue to refine it. Now is the time. See more

10.01.2022 Amazing Cultures Need Patience Too many organisations are trying to fast track their Culture development by buying there way to it. And it just never works! So, why do they keep doing it... We're in a world constantly searching for instant gratification and almost only ever looking three to six months ahead. And this is causing a massive blind spot for our leaders, because we're not encouraging them to lift their visions two, three or even five years ahead. So, when you talk... about what actions you want to take for the growth of your group they change dramatically when you talk months versus years. And if you're like so many other organisations out there, your Culture needs some serious work then I can tell you straight up it's a journey of years and not months. So unless you're willing to encourage a longer term vision with the decisions from you and your leaders make, don't expect your Culture to reach its fullest potential. Instead, imagine where your group could be if building your High Performing Culture was at the forefront of ALL your decision making...The reality is the next 2, 3 and even 4 years of business will come and go. But what you choose to do with those years is in your control.

10.01.2022 Who am I to give them feedback? Have you ever had a moment at work when you just knew you could add value to a situation by offering feedback to a team mate. And just as quickly as that feeling came, you stopped yourself and thought; who am I to give them feedback? Youre not alone. So, the question is when is the right time in your career to give feedback? Is it only when youve been at this organisation for a period of time? Maybe its only to team mates who are seen as j...unior to yourself? In High Performing Cultures the right time is when the opportunity presents itself. How does this work? We have to make a few assumptions. Firstly, the group is Culturally focused. The next assumption is the staff within the group are all on board and the non-believers have been cleared out. The senior people give feedback freely and often, because they have the most to offer. And when offered feedback from someone with less experience, regardless of the quality and accuracy of feedback, they meet it with a thank you. Therefore, encouraging the junior staff to also begin to feel more comfortable in receiving feedback as well as offering it when they believe they can add value. The constant is the attitude in which the feedback is given and received graciously. See more

09.01.2022 Give Me More Money! The last thing we need is more studies proving to us as business owners and leaders that your staffs number one driver is NOT more money. But it may very well be the one motivator you hear most about from your staff. But why is that you ask? Because for many staff their own awareness about what they really want from their work environment is low. Not because they dont really know, but because most of us were never taught about Culture and the importance ...of it on the quality of our lives. After all, we spend more time at work then we do at homes with our family and friends. So although we all require a certain amount of financial income to meet our lifestyles, current and future. The bigger and truer motivators for your staff are things like being connected to your Vision and a sense of belonging and acceptance for being themselves. Does your environment currently have these factors? See more

06.01.2022 I'd love to hear your thoughts How important Is the Culture of your group in reaching your goals? On a scale of 1-10, where 1 is NOT AT ALL and 10 is IT'S EVERYTHING

04.01.2022 Why Don't My Staff Just Do What I Pay Them To Do?! The reality is all staff need & want to be noticed, mentored & coached. Because to continue to stay engaged & perform above the norm, there has to be a reason. Think about it, are you really any different? Don't you come out of a seminar or a coaching session more focused & determined to perform at a higher level.... The challenge for most business owners & managers in the SMB market is the fear of not being liked. There are other names for it like 'I don't like confrontational', or 'I don't like to micro manage'. But really what they're saying (not you, but them) is if I hold people accountable then I'll be that person in the group...and very few want to be 'that person'. But, & it is a huge 'but', what most managers don't realise is once they face this fear & master delivering the right message in the right way, you actually gain so much respect from your staff. Because they too want to grow & become better & more valuable to the mission of the group. And they know they have more to give, they just want to know someone else can see that within them too. Yes, this takes time, patience, empathy, courage, dedication, commitment and consistency. And that's why they call it Leadership (and not management). Thoughts?

04.01.2022 What is Your Company Culture? Every company has a Culture, even if you don't know what it is or haven't designed it. If we were to ask your staff what they felt your Culture is, what would they say? How many different versions would there be and how much would they vary on a scale of positive to negative or just confusion? ... If intuitively you believe this could be the case for your group, then how can you expect consistent High Performance from your staff when no one is clear on what success looks and feels like within the group? The short answer is you can't! And yet the majority of companies operate from this framework. Wishing and hoping things to be better, but not totally appreciating and understanding the full power of the Culture they have allowed to be developed. So, they look to treat the symptoms and not he cause. More money spent on trying to buy the loyalty of their staff, only creating greater distance because of the transactional nature of the offering. Your staff are looking to you to create an environment for them to thrive in, for them to bring their super powers on a daily basis. Not because you pay them, but because they are clear on your vision. And they are clear on what success is. And they are 100% supportive and onboard!

04.01.2022 How to accept feedback graciously? Because we agree feedback is a gift and everyone within our group is offering it from a place of genuine care. Then, it is easier to accept it from others who may have less experience or in this specific case just got it wrong. Either way, a heartfelt Thank you is all thats needed.

03.01.2022 Changing Your Culture is Hard Work! If you've ever made a drastic change in your business you'll appreciate how hard it can be! Whether it was changing an IT system, implementing a new process or finally letting go of toxic staff... It's that initial fear of the short term pain that comes with that change. Letting someone down, losing connection with someone or can we handle the fallout? ... But logically we know on the other side is the very gold we've been searching for. Smoother operations, more professional outlook, creating the space for amazing people to enter. Yes, changing your Culture is a lot of focus and effort. A willingness to strip it all back and rebuild it for the bigger picture. And the results are extraordinary and 100% worth it! Imagine just for a moment your Culture humming the way you always wanted. See your team engaged and empowered, your clients as raving fans and you with more passion than when you first started. To give more of yourself, for your team and your community. If you're ready to embark on this journey and want to know where to start, comment below 'CULTURE' or message me. And I'll be happy to give you my time. #culture #success #winning #freedom #happiness #passion #leadbyexample

02.01.2022 WARNING: Dad Joke Horse walks into the bar and the bar tender says "Why the long face?"

01.01.2022 Ever Feel Like Giving Up... I know I have, many times. Might sound strange considering what I get to do for a job, right? But the reality is, being human means being human. And denying one's feelings only leads to a very big lump in your metaphoric carpet... And yet, so many of us internalise and scrutinise ourselves when we have that tired, worn down or maybe just flat out defeated feeling. ... After all, it's just a feeling. It doesn't actually mean we're throwing in the towel and ready to lay down. Sometimes you just need a minute to realise you're being pushed and stretched. And that it's OK to feel this way. The real challenge comes in the following questions: 1) How long can I stay feeling like this before it's too long? - For some of us it will be 5 minutes and for others it will be 2 weeks. There is no exact measure (sucks I know). It really is up to you. 2) Am I impacting anyone around me? - If the answer is 'Yes' then take it into a private space. Because we all have stuff going on, and imagine we all chose to act that way... Remember, after all it's a feeling, which means you can change it when you're ready. And quickly! If you need some strategies how to change your feelings and emotions in a matter of minutes, shoot me a message. Here to help. See more