In this exclusive conversation with CanadianSME Small Business Magazine, Tania Chomyk, a renowned expert in life transitions, grief education, and resilience, discusses her journey of helping individuals and organizations navigate difficult moments with clarity and empathy. With over three decades of experience in higher education, career coaching, and personal development, Tania combines her personal story and professional background to assist others through grief, career shifts, and life changes. In this interview, she shares invaluable advice for business owners and leaders on fostering environments that support employees during challenging times, offering them a sense of safety and understanding. Tania’s work is centered on the idea that resilience is something that can be cultivated over time, rather than an innate trait, and she encourages people to approach adversity with purpose, self-compassion, and a willingness to evolve. Through her approach, Tania empowers individuals and teams to navigate transitions with strength and optimism.
I am Tania Chomyk, a life transition expert, award-winning resilience speaker, and grief educator. With over 30 years of experience in higher education, career development, and personal growth, I help people move through life’s toughest moments with clarity, courage, and compassion. My work is rooted in both lived experience and professional expertise. After losing my infant son unexpectedly, my world shifted. That loss became the spark for a new path—one focused on healing with purpose and supporting others through grief, major life transitions, and the journey of finding themselves again.
What do you believe are the most common misconceptions companies still have about supporting employees through grief and major life transitions?
One of the most common misconceptions is that grief has a set timeline; that a few days off or a short leave is enough for someone to “move on.” In reality, grief is not linear. It shows up differently for everyone, and it doesn’t end when someone returns to work.
Another misconception is that grief only follows death. In truth, grief can stem from many transitions: divorce, caregiving, illness, job loss, or immigration. These non-death losses often go unrecognized, leaving employees to grieve silently while trying to perform.
There’s also a belief that professionalism means keeping emotions out of the workplace. But grief doesn’t stay at home. Without compassionate support, employees may feel isolated, disengaged, or even leave their roles altogether.
Grief-aware workplaces create space for humanity; through empathy, flexibility, and policies that reflect the realities of life. That’s where true resilience is nurtured.
In your work, how do you help individuals recognize and process less visible forms of grief—such as the loss of a career or identity?
In my work, especially when teaching career planning to newcomers and immigrants, I often witness a quiet grief; grief that comes from leaving behind a familiar identity, career, or sense of belonging. Many are in a time of deep transition, carrying invisible losses that are rarely acknowledged.
I help individuals first recognize that this emotional weight isn’t weakness; it’s grief. They’ve left a part of themselves behind, and it’s okay to mourn that. Through reflection, storytelling, and guided exercises, we explore not just what was lost, but what still lives within them.
Recalibrating in a new direction starts with reconnection. I encourage them to own who they are now; not just their skills or past roles, but their lived experience, character strengths, and most importantly, their core values. Living from that place is where clarity, confidence, and purpose begin to re-emerge.
Grief may not always look like sadness. Sometimes, it’s the quiet process of becoming again.
What practical steps can small business owners and managers take to foster environments where employees feel safe to express vulnerability and seek support during difficult times?
It starts with humanizing the workplace. Small business owners have a unique advantage; they’re often closer to their teams. That proximity creates an opportunity to lead with empathy and model vulnerability.
One practical step is to normalize conversations around life’s challenges; not by prying, but by making it clear that support is available. This can be as simple as a check-in that goes beyond tasks, or openly acknowledging that people carry things beyond work.
Creating flexible policies around grief and life transitions, formal or informal, also shows care. Whether it’s offering time off, adjusting workloads, or simply listening without judgment, these small actions build trust.
I also encourage leaders to create shared agreements around compassion and respect. When teams co-create the kind of culture they want, it invites collective ownership and psychological safety.
Above all, it’s about presence. You don’t need to fix someone’s grief—you just need to let them know they don’t have to carry it alone.
You emphasize that resilience can be built, not just inherited. What are some foundational practices or mindsets you teach that help people—and workplaces—become more resilient in the face of adversity?
Resilience isn’t about being tough or bouncing back quickly; it’s about learning how to adapt with intention and stay rooted in who you are, even when life shifts. One of the first practices I teach is self-awareness: knowing your core values, recognizing your emotional landscape, and listening to your inner dialogue. That’s the foundation for navigating change with clarity.
Another is permission; giving ourselves and others the space to feel what we feel. Too often, resilience is confused with suppression. But true resilience includes rest, reflection, and asking for support.
I also emphasize meaning-making: helping people connect to purpose, even in uncertainty. This mindset shift transforms adversity into a place of growth.
For workplaces, it’s about fostering environments where people are seen as whole humans; not just performers. That includes psychological safety, compassionate leadership, and space to recalibrate when needed.
Resilience is a practice we build together; one small choice, one honest conversation, one brave step at a time.
As someone who has transformed personal loss into a mission of hope and healing, what message or advice would you like to leave with our small business readers who may be facing their own tough chapters right now?
If you’re walking through a hard season right now, know this: you don’t need to have it all figured out to take the next step. Loss, whether personal or professional, can shake your foundation, but it can also reveal what truly matters.
Healing isn’t about returning to who you were; it’s about becoming who you’re meant to be now. That begins with self-compassion, the courage to feel what’s real, and the willingness to move forward at your own pace.
Amidst the dark clouds, there is always light just waiting to be found. It’s a choice, one that only you can make.
As a small business owner or leader, your power lies in showing up with heart. Your willingness to be real, even in the messy moments, creates space for others to do the same. This chapter may be tough, but it can still lead somewhere meaningful.
Keep going. Your future self will thank you.
