Happy Friday,
Most Monday mornings, I head to my local coffee shop to review and plan the week. It is a rhythm that keeps me grounded: the hum of espresso machines, the familiar faces, and the chance encounters that remind me how interconnected our lives really are.
This week, I was sitting outside with my Bernadoodle when 
I struck up a conversation with a couple who had a beautiful Labrador. As dog owners often do, we exchanged stories about training, quirks, and the way our dogs seem to reflect something about ourselves.
Then they told me something I had never heard before. At the beginning of every month, Canadian Guide Dogs opens a list for what they call “career change dogs.”
These are dogs that began training as guide dogs but, for one reason or another, did not continue in that role. Perhaps they were too easily distracted, possibly their temperament did not quite fit, or maybe they simply were not meant for that path. Instead of being discarded, they are rehomed with families who love them and help them find a new purpose.
I could not help but smile at the phrase “career change dog.” It struck me as both ironic and deeply human. Just like those Labradors and Golden Retrievers, many of us set out on one path only to find that circumstances, timing, or fit shift us in a different direction. Not because we have failed, but because life has a way of rewriting our scripts.
Career change is no longer an exception. It is the norm.
When we discuss a career change, we are not simply referring to switching from one employer to another. We are talking about navigating identity, resilience, and the ability to adapt to new chapters that we did not always choose.
For individuals, transition can feel like standing at the edge of an unfamiliar trail. There is excitement in the possibility of new terrain, but also grief in leaving behind the familiar. People often experience a mix of emotions: relief at leaving a misaligned role, guilt for feeling relieved, fear about the unknown, and even a spark of excitement about fresh opportunities.
One of our clients, Sarah, put it this way: “I did not expect to feel such a mix of emotions after being restructured. I grieved the loss of my team, but I also felt a strange sense of possibility I had not allowed myself to imagine before.”
Her story is not unique. These moments remind us that a career is not just a sequence of roles but a living narrative that evolves with us. Like those guide dogs, sometimes we find ourselves in a role that does not quite fit. The right move is not to force it but to find a new place where our talents and temperament can thrive.
This is where the role of a trusted guide becomes so important. Just as a guide dog helps someone navigate unfamiliar or overwhelming terrain, a career coach provides steady direction through times of uncertainty.
Research backs this up. According to the International Coaching Federation (ICF), 80% of people who receive coaching report an improvement in self-confidence, and 70% benefit from enhanced work performance, relationships, and communication. In career transitions specifically, ICF studies show that people who engage with a coach are significantly more likely to find meaningful employment faster, often within the window of severance support.
A career guide does not walk the path for you. But they walk it with you. They bring structure when things feel chaotic, perspective when options seem overwhelming, and encouragement when doubt sets in.
For organizations, the lesson is equally clear. Every career change that comes through restructuring, retirement, or realignment is not only a financial or operational decision. It is also a profoundly human moment.
Handled well, these transitions protect your employer brand, reduce legal exposure, and maintain employee engagement among those who stay. To achieve this, leaders should communicate clearly about the change, offer career coaching or outplacement services, and check in regularly with remaining team members to address concerns and foster trust. Handled poorly, these transitions can create lasting scars, mistrust, disengagement, and reputational damage that can persist for years.
In fact, research by the Human Resources Professionals Association (HRPA) in Ontario shows that organizations with strong career transition programs retain 40% more engagement among remaining employees compared to those that simply sever ties.
CFOs and boards also see the business case. A dollar invested in structured outplacement often reduces the risk of wrongful dismissal claims, accelerates re-employment (which can shorten severance periods), and preserves valuable alumni networks that may one day return as clients, partners, or rehires.
As I listened to that couple describe the “career change dogs,” I thought about how much more humane the language of animals can sometimes be. The dogs were not labelled failures. They were not cast aside. They were recognized for who they were and given another chance to thrive in a context that fit.
Isn’t that what we all want? To be seen for our strengths, supported in our transitions, and guided toward the next chapter with respect?
At CareerJoy, we often remind our clients, both individuals and organizations, that careers do not follow linear blueprints. Choices shape them, yes, but also by circumstances over which we do not always have control. What matters is not whether you follow the original plan, but how you respond when it changes.
For leaders, the question is straightforward: when a career change impacts your employees, will you leave them to figure it out on their own, or will you provide the guidance they need to navigate it well and move forward with confidence? Giving support means proactively offering transition resources, maintaining open communication during change, and ensuring employees understand that you value their contributions, even during times of transition.
For individuals, the question is equally clear: will you view change as an unwanted detour, or as an invitation to discover new strengths and new directions?
That morning at the coffee shop, with my Bernadoodle at my feet and the Labrador wagging nearby, I realized that life has a way of teaching us lessons in the most ordinary moments. The term “career change dog” made me laugh, but it also made me pause. It is a reminder that the plans we make are not always the paths we take.
For organizations, the challenge is to ensure that when those shifts come, and they will, people are treated with dignity and guided well. For individuals, the invitation is to embrace the unexpected, trusting that new directions can hold new purpose.
Sometimes, like those Labradors, we discover that the role we were trained for is not the one we were meant to thrive in. And that is not failure. That is simply life, unfolding in a new way.
If your organization is facing or preparing for a career change, let’s talk. At CareerJoy, we help turn unplanned transitions into new beginnings with the right guidance—protecting your brand, reducing risk, and supporting positive outcomes.
As Canadian Guide Dogs offer direction when paths shift, a career coach can guide professionals through transition. With the right support, new opportunities emerge, even in the face of unforeseen change.
Along the road with you,
Alan
P.S. Discover what’s shaping Canadian workplaces in the 2025 Work. Made Better. Report.
P.P.S. Support transitions with dignity. Connect with Matt Goff, VP Professional Services, at 1-877-256-2569 or explore CareerJoy’s Outplacement Solutions.
