In Part 2 of this episode of Work Trauma, the conversation shifts from what’s broken inside corporate culture to how individuals can realistically navigate it — without becoming cynical, disengaged, or burned out.

Career expert Julie Balki breaks down how to think about work clearly, set healthier boundaries, and design a career that serves your life — even inside imperfect systems.

In this episode, we cover:

How to decide what role work should play in your life

Why meaning and purpose matter — but shouldn’t require surrender

How to separate your identity from your job title

Why careers are built in chapters, not straight lines

When it’s okay to be “unhappy at work” and still be okay overall

How to stay ready for change without living in fear

This conversation is for professionals who want to see work for what it is, make intentional choices, and protect their long-term well-being — while still performing with integrity and competence.

If Part 1 helped you understand why corporate work feels the way it does, Part 2 helps you decide what to do about it.

👉 Watch Part 1 first for the full context, then continue here for mindset, clarity, and practical reframing.

Subscribe for honest conversations about careers, leadership, and how corporations really work — without the corporate spin.

00:00 – Why Corporations Aren’t Loyal (And That’s Okay)

01:25 – Seeing Work Clearly Without Cynicism

03:12 – What Role Work Should Play in Your Life

04:37 – The Dinner Plate Career Metaphor

06:13 – Meaning, Purpose, and Personal Boundaries

07:49 – Work Trauma and Its Lasting Impact

09:10 – Careers Are Built in Chapters, Not Ladders

11:42 – When Career Setbacks Become Gifts

13:54 – Life Is Bigger Than Your Job

17:09 – How to Own and Actively Manage Your Career

22:10 – Knowing When You’ve Outgrown a Role

25:35 – Final Takeaway: Your Career Is Yours to Shape

Thanks for Watching!

Legal Disclaimer:

The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.

Most employees are told to work hard, stay loyal, and trust the company — but real corporate life doesn’t actually work that way.

In Part 1 of this episode of Work Trauma, career expert Julie Bauke joins the show for a candid, unfiltered conversation about how corporations really operate, why toxic cultures persist, and how fear, ego, and self-preservation quietly shape workplace behavior.

This episode digs into:

Why corporate loyalty is often one-sided

How executive ego and fear create toxic work environments

The truth behind employee engagement surveys

Why good people stop speaking up as they rise in organizations

How the pandemic accelerated a permanent shift in how people view work

Why Gen Z is rejecting traditional corporate career paths

Rather than blaming individuals, this conversation breaks down the systems that reward bad behavior, silence integrity, and pressure employees to trade identity for security.

If you’ve ever felt confused, burned out, or disillusioned by corporate culture — this episode puts words to experiences many professionals quietly carry.

👉 Part 2 goes deeper into solutions, mindset shifts, and how to build a career without surrendering your identity.

Subscribe for honest conversations about careers, leadership, and how corporations really work.

Are companies loyal to you—or just to shareholders? In this episode of Work Trauma: How Corporations Really Work, we unpack the hard truths about corporate loyalty, layoffs, and why “job security” is more myth than reality. You’ll learn how to reframe your employment as a fair, reciprocal transaction—results for pay—without burning out or being exploited.

We dig into real-world stories (layoff scripts, brand-loyalty pressure, “go above & beyond” abuse) and translate them into practical career strategy: document impact, negotiate compensation, keep your résumé current, and align with leaders who foster healthy culture.

Walk away with a clear checklist of what to expect from employers—fair pay, healthy environment, growth, impact—and what they should expect from you. If this helps you build a better career (and nudge companies to be better), please LIKE, SUBSCRIBE, and SHARE.

#CareerAdvice #WorkCulture #Corporate #Layoffs #jobsecurity

Chapter markers

00:00 - Should You Be Loyal?

01:25 - Corporations Aren’t Loyal

02:32 - The Social Contract

03:09 - It’s Just a Transaction

04:33 - Recalibrate the Relationship

06:23 - Inside Layoffs: The Script

07:33 - The “Above & Beyond” Trap

16:09 - The Job Security Myth

22:38 - What You Should Expect

24:33 - Be Loyal to People, Not Companies

Thanks for Watching!

Legal Disclaimer:

The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.

Corporate “culture” isn’t what you think — and loyalty won’t save you.

In Part 2 of this brutally honest conversation on Work Trauma: How Corporations Really Work, host Michael Denisoff continues his deep dive with Dan Denisoff, a veteran executive from Pepsi, Pernod Ricard, and Ole Smoky. Together, they dissect how the modern workplace twists ideas like loyalty, leadership, and culture into corporate theater.

They cover:

The truth about corporate loyalty and why it’s always transactional

How executives disguise bad leadership as culture programs

Why “We’re like family” usually means “We’ll lay you off next quarter”

Real stories of executive ego, toxic bosses, and fake culture campaigns

The philosophy of honest leadership and pay-for-performance

Why you can’t outperform bad leadership — and what real leaders do instead

This episode is a masterclass in understanding what actually drives company behavior — and how great leaders cut through corporate nonsense with transparency and accountability.

01:30 Loyalty vs. fairness: What employees really want

03:00 Pay for performance vs. fake appreciation

04:35 Culture vs. compensation — what actually matters

06:00 When executives fake culture with money

07:03 “Work isn’t family” — Dan’s blunt reality check

07:46 Inspiring excellence over fake motivation

08:26 “Money makes people happy — not BBQs”

08:44 Pay-for-performance done right

09:17 Caring leadership without performative fluff

10:07 The Pepsi story: “That was stupid.”

11:18 Don’t sell your soul for a job

12:10 The rose story: corporate appreciation gone wrong

12:54 Why honesty matters more than slogans

13:46 Leadership lessons from sports coaches

14:45 The brutal truth about mediocrity

15:15 Why companies fail — and always will

16:16 What blue-collar workers really want

16:52 Executives who stop leading once they get paid

17:50 Dealing with egos and bad leadership

18:36 Confidence vs. arrogance in executives

19:30 How bad leadership creates collateral damage

20:33 The Cracker Barrel example

21:11 Corporate missteps and tone-deaf decisions

22:22 “The fish rots from the head down”

23:03 Worst boss ever: measuring success by exhaustion

24:03 You can’t outperform bad leadership

25:14 Advice to your younger self

26:14 Listen more, talk less

27:22 The art of humility and learning

28:04 The purpose of Work Trauma

28:46 Stop with the fluff and distractions

29:11 Turning chaos into excellence

29:30 The power of a trusted ally

30:25 Find your sounding board

31:01 Closing thoughts & wrap-up

Thanks for Watching!

Legal Disclaimer:

The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.

What really goes on inside corporate America?

In this episode of Work Trauma: How Corporations Really Work, host Michael Denisoff, CEO of Denisoff Consulting Group, sits down with his brother Dan Denisoff — a seasoned executive who’s led manufacturing operations for Pepsi, Pernod Ricard, and Ole Smoky.

Together they break down:

-The truth behind corporate loyalty and the myth of “we’re like family.”

-Why mission statements are mostly marketing lies (and what they really mean).

-How executives balance shareholders, employees, and their sanity.

-The evolution of work culture from Baby Boomers to Gen Z, and why each generation thinks the other is crazy.

-What “work trauma” actually feels like for those who’ve lived decades inside the machine.

This episode is part one of a two-part deep dive into how leadership, ethics, and human decency survive inside corporate systems designed for profit first.

🎧 Subscribe for unfiltered conversations about corporate culture, toxic workplaces, and the real psychology of leadership.

⏱️ YouTube Chapter Markers

Timestamp Chapter Title

00:00 Is Michael too cynical about big corporations?

00:23 Welcome to Work Trauma: How Corporations Really Work

00:44 Introducing operations executive Dan Dennisoff

02:06 From loading trucks at Pepsi to running plants

03:20 Climbing the ranks: Austin Nichols & Pernod Ricard

04:13 Building Ole Smoky’s new Myrtle Beach facility

06:10 Finding purpose in operations work

07:29 Lessons from 40 years of management

08:08 The note that started it all: “I’m not as cynical as you”

09:31 Executive pressure: balancing shareholders vs. people

11:18 The fallacy of mission statements

12:32 Work-life balance across generations

13:21 The Gen Z workplace dilemma

14:18 Why Gen Z sees corporations as the enemy

16:18 What “work trauma” really means

17:01 Mentors, mistakes, and surviving bad leadership

19:35 Winning over a resistant corporate culture

21:28 Building teams and changing toxic systems

22:47 Consulting lessons and red flags in leadership

23:31 The Romanian “Operation Maniac” story

25:41 Choosing integrity over survival

25:58 Closing thoughts and tease for Part 2

Thanks for Watching!

Legal Disclaimer:

The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.

This episode covers what everyone should really learn about the Cracker Barrel Debacle. It is more than an outrageous mistake but says something about the insanity in corporations.

Cracker Barrel rolled out a bold new look—then faced instant pushback and a rapid reversal. In this episode of Work Trauma: How Corporations Really Work, we break down what went wrong (and what every leader should learn): brand DNA, customer fit, and why a refresh often beats a full rebrand when your audience loves the original.

You’ll learn

How “brand DNA” gets lost when leaders project personal taste onto mass-market brands

Why listening to existing customers beats chasing “cool”

Real-world case studies (wins and misses) and how to avoid a $700M mistake

Chapters

00:00 – Cold open: “Is Cracker Barrel still Cracker Barrel?”

00:00:23 – Show intro & context

00:01:05 – Setting the stage: what happened

00:01:25 – The $700M rebrand rollout

00:01:59 – Backlash & fast reversal

00:02:42 – Leadership lens: work-trauma angle

00:03:06 – Truth #1: No brand has a right to exist

00:03:37 – Know your customers (not your vanity)

00:03:54 – Refresh vs. full rebrand

00:04:40 – CEO vision vs. brand DNA

00:05:55 – Case study (win): Mountain Dew pivot

00:06:40 – Case study (miss): Yoo-hoo chasing “cool”

00:07:15 – Better uses for that budget

00:08:22 – CEO background & pedigree

00:09:33 – Market reaction & credibility

00:10:27 – Trendy ≠ on-brand

00:10:52 – Morning-show interview setup

00:12:12 – “Overwhelmingly positive?”—the honesty test

00:15:18 – Accountability & the board

00:16:39 – Impact on customers and employees

00:17:39 – Final take & outro

If you’re new here

Subscribe for weekly breakdowns on leadership, culture, and the real mechanics of corporate decision-making. Drop your thoughts below—did this rebrand ever have a chance?

#CrackerBarrel #BrandStrategy #michaeldenisoff

Thanks for Watching!

Legal Disclaimer:

The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.

Is your job slowly draining your soul? You’re not imagining it.

In this brutally honest episode of Work Trauma: How Corporations Really Work, Michael Dennisoff, CEO of Dennisoff Consulting Group, unpacks what “work trauma” really means — and why it’s not just you. From manipulative leadership to systemic dysfunction, we break down how toxic corporate structures DESTROY employee well-being... and what to do about it.

🎙️ Topics include:

What “work trauma” actually is

Why so many companies are dysfunctional

The shift from leadership to self-preservation in executive culture

The inner circle, scapegoating, and the corporate mafia

How to survive and stay sane in a broken system

📢 Subscribe for more real talk about workplace culture, career navigation, and executive-level truth bombs.

👇 Drop a comment: What’s the most toxic thing you've ever experienced at work?

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🔗 Join the conversation

📩 Email: [YourEmailHere]

📱 Follow us on Instagram, LinkedIn, and TikTok: @WorkTraumaPodcast

🌐 Website: www.worktraumapodcast.com

#worktrauma #toxicworkplace #corporateculture #leadershipfailures #executivelife #jobburnout #workculture #employeewellbeing #quietquitting #greatresignation

Timestamp Chapter Title

00:00 Intro – What is Work Trauma?

00:56 Common workplace damage everyone has

01:48 Why corporations are demoralizing

02:28 40 years of failed leadership training

03:21 Executive conversations behind closed doors

04:52 Companies running at 40% effectiveness

06:02 Leadership development burnout story

07:21 The shift: From innovation to preservation

08:47 Jody’s story: Promotion turns toxic

10:12 Why people stop rocking the boat

11:04 Power vs. company success

12:14 Leaders weaponizing values & vision

12:50 Executive types: The spectrum of dysfunction

16:20 Even good leaders look away

18:14 Internal comms and the image machine

19:07 Inner circle logic & alliances

20:16 How executives get away with it

21:27 Scapegoating and spin doctors

22:48 Excuses, excuses: Cloudy sales and fake genius

23:11 Weak hires and the executive mafia

24:28 Why they won’t give up the lifestyle

25:14 Business loyalty myth

26:00 What can be done?

26:45 Small biz and solopreneur alternatives

27:20 Time for structural revolution

28:43 WWE, ethics, and being the good guy

29:26 Final thoughts & how to stay smart

Thanks for Watching!

Legal Disclaimer:

The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.

What happens when the CEO and Head of HR of Astronomer are caught canoodling at a Coldplay concert?

In this brutally honest episode of Work Trauma: How Corporations Really Work, Michael Denisoff, CEO of Denisoff Consulting Group, breaks down the real-world implications of workplace relationships at the executive level.

We’re not here to gossip — we’re here to pull back the curtain on how relationships like these destroy company culture, crush morale, and expose massive leadership hypocrisy.

➡️ Learn why HR often fails to uphold ethics, how executives dodge accountability, and what companies need to do to protect their people — and their profits.

🔔 SUBSCRIBE and hit the bell for weekly episodes exposing the dysfunction hiding behind polished mission statements.

🎯 What You’ll Learn in This Episode:

-Why office romances at the top are more dangerous than you think

-How unchecked executive behavior kills trust

-The hypocrisy of HR leadership

-What companies must do to live up to their values

-How to navigate your own career in broken corporate systems

#OfficeRomance #CEOScandal #CorporateEthics #WorkplaceCulture #WorkTrauma #LeadershipFails #HRPolicy #ColdplayConcert #podcast #astronomerceo

🎬 CHAPTERS

00:00 Coldplay Concert Scandal—The Viral Clip

00:40 Why This Matters to EVERY Employee

02:11 Ethics vs. Gossip: Setting the Frame

02:53 Quick History of Office Romances (Pre‑ & Post‑MeToo)

04:11 Should You Date a Co‑Worker? Dos & Don’ts

05:40 Executive Hypocrisy: When the Rules Don’t Apply Up Top

10:49 The Hidden Cost of Cover‑Ups (Time, Money, Trust)

13:00 Accountability Gap: HR, Boards & The CEO

15:38 Fixing a Toxic Culture: 3 Actionable Steps

16:24 Practice What You Preach—Living Company Values

17:05 Final Thoughts & Subscribe

Thanks for Watching!

Legal Disclaimer:

The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.

Performance reviews are broken — outdated, confusing, and often used as tools of control rather than actual development. In this episode, we break down how corporations weaponize performance management, what employees really want from their work, and how both managers and workers can shift toward something more honest and effective.

Join us for an unfiltered conversation about:

-The origins of performance reviews

-How they’ve become a corporate checkbox ritual

-Why your job is making you question your worth

-What “good” management should actually look like

🔔 SUBSCRIBE for brutally honest takes on corporate culture, leadership, and work trauma.

💬 Drop a COMMENT: What’s the worst review you’ve ever received?

#PerformanceReview #CorporateTrauma #HRSystems #PerformanceManagement #WorkplaceCulture #AnnualReview

#FeedbackAtWork #BadManagers #ToxicLeadership #EmployeeDevelopment #BrokenHR

00:00 - Intro: Why performance reviews cause trauma

01:06 - The real purpose of this podcast

02:30 - What managers *think* their job is

04:45 - How performance management became a tool for control

06:07 - What employees actually want from work

07:17 - What companies actually want from employees

09:29 - Kiss up, kick down: The toxic management style

14:33 - What goal-setting is supposed to look like

20:06 - Ridiculous HR rating systems

25:02 - Overcomplicating performance management

28:20 - What good performance management should be

31:15 - The 5 components of a win-win agreement

35:01 - Performance feedback should be like a football game

37:12 - End-of-year reviews should be a formality

40:14 - Why companies hate reviews—and what that causes

42:16 - Final advice for employees and managers

Legal Disclaimer:

The content provided in this podcast is for informational purposes only and reflects the opinions and experiences of the host and guests. It is not intended to serve as professional advice, including but not limited to legal, financial, or psychological guidance. Listeners should consult their own advisors or seek professional assistance tailored to their specific circumstances. The host and podcast team disclaim any liability for decisions made based on the information discussed in this episode.