Welcome to Parris Consulting
We develop breakthrough solutions and provide business coaching to resolve communication issues.
We change the behaviors that drive workplace conflict by coaching how to approach conflict effectively and productively in the workplace.
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Teaching abrasive and targeted employees new conflict management and communication methods.
Coaching Team Leaders to manage tough conversations, deal with conflicts productively and provide feedback that encourages interpersonal professional growth.
Training Business Leaders to conduct proper workplace investigations, through teaming them with our Workplace Investigator.
Tamara is an excellent coach for employees with communications issues. For employees who come across as rude and abrasive, Tamara is able to help them discover better way of communicating to eliminate misunderstandings. For employees who feel offended by rude and abrasive colleagues, Tamara helps them with coping skills so they can respond assertively with confidence. I always recommend her to my clients who require intervention due to miscommunication between team members, and the feedback I received is always positive. She is an expert I turn to when I suspect that someone is exhibiting bullying behaviour or has an abrasive personality. I learned much from her already, and I expect to learn more from her in the future.
Andrew Yu , December 2011
I worked with Tamara on a research project on workplace harassment . She is very well organized, detail-oriented, and passionate about what she does. December 6, 2010
Mark Mueller , Education Librarian, Tyndale University College
"You have an astute grasp of the mechanics of bullying, and realise that it's often caused by not having management equipped to negotiate these situations."
Linda Johnson , November 2011
We understand and we can fix the problem!
©2003 - 2011 Tamara Parris - please contact to use information 416-548-4237 or email tamara_businessgenie.ca
Abrasive and Targeted employees will:
Business Leaders will:
Managers will:
Teams will:
Research shows educating Team Leaders to manage workplace conflict and communication problems effectively:
Please click on name:
To provide soultions that change the behaviors driving workplace conflict.
Our Workplace Conflict solutions:
As an independent external investigator specializing in affordable workplace investigations for all employers, I can free up your human resources staffs valuable time when harassment, human rights or other complaints are received from employees.
Put my over 10 years professional experience in HR at Canadas largest employer to work for you as your partner in complying with Bill 168 workplace harassment obligations under Ontarios Occupational Health and Safety Act. Proactive workplace interpersonal environment audits towards detoxifying poisoned work environments are also available.
All corporations and non-profit agencies are welcome to discuss their human resources needs with me - privacy and confidentiality always assured. Contact me today!
GST/HST account 84575 9281 RT0001.
Call: (416) 915-3723 or E-mail Me
Private Investigator works with your managers / supervisors to conduct workplace investigations.
Workshops and coaching sessions to train Team Leaders to manage tough conversations, deal with conflicts productively and provide feedback that encourages interpersonal professional growth.
Business leaders will gain the skills to identify, investigate and deal with workplace conflicts.
Program provides your Team Leaders with a Private Investigator and Workplace Coach to address problem behaviors occuring in the workplace.
Coaching program includes;
- Workplace Assessments
- Introduction to Occupational Health &
Safety Act
- Team Building Coaching
- Workplace Investigation Training
- Private Coaching Sessions
- External Staff Support Services
This is an assesment and coaching program for your whole team.
Our program changes the behaviors that drive conflict and poor communication.
We coach Senior Team Leaders and employees how to communicate their anger or frustrations in a respectful, constructive and productive manner.
We work with Targets to discuss their concerns, and develop an action plan resolve their workplace delimma.
The method we use helps to develop a strategy to articulate your concerns to manangement. By using a business focus method we can help you communicate the business risks of the abrasive behaviors to management.
client cases
Request detailed information or please call 416-548-4237
Information sessions with senior staff on identifying and managing workplace harassment.
Assistance to develop policies to comply with Ministry of Labour harassment policies.
Kraft already had a policy in place for zero tolerance of harassment, requiring supervisors to respond immediately to complaints and to remain neutral until all facts were collected.
Justice Kane pointed out that Krafts letters to Disotell sent
a clear messagethat the company had no intention of being pro-active in relation to his complaints or its Policy.
Justice Kane concluded that a policy is only as effective as the individuals who administer it.
Justice Kane found that Kraft had repudiated the employment contract, and that its failure to prevent harassment is a breach of duty capable of amounting to constructive dismissal.
Disotell v. Kraft Canada Inc., [2010] O.J. No. 3379, July 20, 2010
In Canada, there have been several Supreme Court decisions that have awarded almost $1 million in judgments to employees who were being screamed at in the work place.
There have also been similar judgments awarded in Ontario because management allowed the behavior to exist.
As of June 2010, Legislative Assembly of Ontario legislated that Physiological Harassment and Workplace Violence is not permitted in Ontario workplaces. It is now addressed in the Ontario Occupational Health and Safety Act.
In the year after Ontario passed amendments to the Occupational Health and Safety Act to address workplace violence and harassment, the province has issued about 1,100 orders related to the new legislation, according to the ministry of labour.
The legislation requires employers to assess workplace violence risks and develop workplace violence and harassment policies and programs.
From June 15, 2010 to March 31, 2011, ministry of labour inspectors investigated more than 400 complaints involving workplace violence and issued about 600 orders associated with the new legislation. They also investigated more than 1,000 complaints involving workplace harassment.
Altogether, they issued about 1,100 orders associated with the new law.
http://www.safety-reporter.com/articleview?articleid=10598&headline=ontario-issues-about-1100-orders-associated-with-bill-168
Please visit Tamara Parris on:
“Tenacious Tamara, is a brilliant woman that really knows how to outreach.
I am in LA CALIFUSA when I sought assistance in establishing a mediation course that could be used globally in the workplace, she established her integrity and credibility with me.
Richard” September 14, 2011
Richard G, Primary Trainer, UCLA Office of OMbudsman
“Tamara has a great depth of knowledge about workplace issues such as those that would be covered by Bill 168.
Tamara has shared her insights with OvercomeBullying.org. I would not hesitate to recommend her to managers who need to gain a better understanding of discordant behavior and its impact on the organization.
As well, the responsibilities (and benefits) of Bill 168 compliance.”
September 6, 2010
“A perfect blend of high enthusiasm & level of energy, commitment & being result oriented is what I would describe Tamara in one line.
Being well read & informed and with direct hands on ground engagement - she remains a source of new thought and ideas for the wider and cross functional teams. Her energy and enthusiasm being infectious, has ensured work remained fun, for her and her colleagues.”
Tamara has a wide range of knowledge in Health & Safety & Company Legal Policies.
She conducts Trainings on Health & Safety, WHMIS, Workplace Harassment & Violence, Lock Out Procedures & Policies, etc. She has a good insight on Administration Functions in a Retail setting.
Currently she is working with her team on Ontario Disability Accessibility Section.
I wish Tamara all the very best, in all tasks she undertakes & am more than sure she would do her best to achieve her short & long term goals.
Tamara would be an asset to any Organization.
Regards,
Vilas Samineni” October 18, 2011
Vilas Samineni, Corporate Senior Manager - Food Safety, Metro Ontario Inc., Canada
“I am a Management Consultant assisting growth companies in the areas of strategy, structure (human resources) and business process optimization, as well as an advisor and enabler in mergers, acquisitions, divestitures and financings.
Tamara and I met in June 2006 and I immediately engaged her services as a freelance researcher to assist me on consulting projects, primarily around executive search.
I have found Tamara to be honest and principled, a hard worker who is diligent and industrious, yet generous, considerate and caring.
She is a creative and analytical problem solver, with extensive knowledge and experience in her field; she has well-developed communication skills, a sense of humor and always displays a positive mental attitude.
Her approach is always performance and results driven, focusing on the deliverables with a strong sense of propriety and commitment to high standards of excellence.
I would not hesitate to recommend Tamara for any endeavour in which the above qualifications would be a prerequisite.”
September 2, 2010
Jerry Adel,
“I had the pleasure of working with Tamara on a special project I was given.
Tamara's superior understanding and attitude on how to get objectives done with out wasting time or resources, was more than I could have expected.
Tamara is a delight to work with. I hope we can do it again soon.”
September 1, 2010
Keven Freedman, Director of Sales United States, Canada & Europe, MRE Corporation
Roy was sent to me by his employer after numerous employees had complained about his management style being "harsh". The last complaint to management was regarding their concern about Roy conducting an audit of his staff where several felt interrogated by him.
His employer was thinking about terminating Roy, but provided him the choice of seeking coaching as a last chance. Roy was a hard worker that they did not want to lose. His manager had read that coaching would help identify how his management style was creating tension amongst his work group.
Through our coaching Roy uncovered that often as a manager he was not explaining project expectations clearly, as a result people did not understand his expectations.
He also learned through exploration that by not communicating some of his intentions, such as doing a surprise "mock" audit to prepare for the yearly corporate staff audit, he often creates confusion and frustration amongst his team and upper management.
Through our sessions Roy was able to gain the communication and strategic tools to communicate more effectively with his team, and understand the value of including both his employer and team on ideas such as his "mock" audit.
Carl was a likable manager and wanted to stay friendly with all his employees. He did not want people to dislike him; as a result he often ignored conflicts that developed between workers.
When we met he understood that finding out what actually happened to create the tension between his employees was important, however he was unsure how to do it without upsetting someone.
Management sent Carl for coaching on Workplace Investigation after they received several e-mails from staff about incidents occurring and it was disclosed that Carl was not looking into them. The company has a Harassment Policy, and employees where stating in their e-mails that the company was failing to maintain its policy.
After working with Carl, he came out of his coaching session with a workplace investigation strategy. He also developed a better understanding of how to monitor his team during their day-to-day interactions to avoid conflicts from developing into workplace tensions or harassment situations.
Tom and I worked together for a period, during which we discussed his concerns and we created an action plan that he felt comfortable working with at work.
In our sessions we also discussed the cycle of abuse, from this Tom did also understand that as long as he stayed in the company, where this person also worked, there was a likelihood of the behavior occurring again.
As the cycle period came around, the employee once again began his harassing behaviors, however this time the situations became unbearable. Tom now was at a point where he felt he needed to bring his manager in to help find a resolution.
The question for Tom was how?
Tom and I used his coaching sessions to prepare an action plan to take his concerns to his manger.
In the meeting, Tom was able to articulate his concerns to his manager in a business-like manner; this resulted in his boss being able to understand:
After the meeting with his manager and the abrasive employee, Tom's manager thanked him for bring forward his concerns in a business-like fashion.
Tom's manager later called me. His feedback was, by Tom being able to professionally explain how and why the abrasive behaviors was a business risk, it helped to identify it as a real business concern - not just a personality conflict.
Real names have been changed for privacy.
Toronto, Ontario
Telephone: 416-548-4237
e-mail: tamara_businessgenie.ca
I provide communication and conflict management coaching to Executives, Front-line Managers and Supervisors, Team Lead and Staff Groups.
The business asset is, I increase your Human Resources productivity by coaching your whole team how to effectively manage communication problems and interpersonal conflict.
My specialty is workplace abrasive communication. I coach the abrasive and targeted individuals new communication and conflict management techniques. I train your team leaders to resolve communication problems and inter-personal conflicts within their work groups.
Put my years of professional experience in Social Work (since 1991) as an employee counsellor to work for you as your partner in complying with Bill 168 workplace harassment obligations under Ontarios Occupational Health and Safety Act.
While working with the Family Service Association, I designed and developed an Outcome Measurement Assessment tool, to identify the quality of service and intervention outcomes of staff/client interactions, programs and services.
This tool is currently being utilized by the organization across Canada.
You are welcome to call me any time to talk - privacy and confidentiality always assured.
Call: 416-548-4237 or E-mail Me!
Canadin HR Reporter December 2011 - Disarming bullies, abrasive employees ( PDF )
Anne-Marie Quigg's book Bullying in the Arts Vocation, Exploitation and Abuse of Power, 2010.
Federated Press 9th Annual 4TH EMPLOYEE COMPLAINT MANAGEMENT COURSE
Arizona State University.
" Business Costs of Bullying in the Workplace "”. (file download)
