In Part 1 of this two-part series on toxic workplaces, Catie Campbell and Whitney Siders unpack how toxic environments—not just toxic people—can silently erode physical health, mental clarity, and career fulfillment. From subtle microtoxicity and forced conformity to the “always on” pressure of modern work culture, this candid episode explores how even high-performing companies can foster dysfunction. The hosts share personal stories, coaching insights, and signs you might be caught in something unhealthy—plus what leaders can do to stop the cycle.

• Employees questioning their work environment or personal health
• HR and organizational leaders concerned about burnout
• Managers noticing rising attrition or low morale
• Coaches, consultants, and culture strategists
• Anyone feeling stuck, silenced, or sick at work

• How toxic environments manifest physically (insomnia, sickness, anxiety)
• The difference between “I love the work” and “I’m killing myself doing it”
• When systems—not individuals—drive dysfunction
• Warning signs: always-on culture, over-surveillance, loss of agency
• Root causes vs. symptoms in organizational culture
• How toxic practices get passed down as norms
• The power of fresh eyes and why new employees ask the best questions
• Simple questions leaders can ask to identify cultural drift
• When (and how) to reset your team’s operating rhythm

• MIT Sloan Study: Toxic Culture vs. Pay
• Mental Health America – Workplace Toolkit

“If your job is making you sick, it’s not just a you problem—it’s a system problem.” – Whitney Siders

“We betray ourselves to belong. That’s the first sign something’s off.” – Catie Campbell

“When someone new joins your team and says ‘wait, you do what?’—listen to them.” – Whitney Siders

“Toxic doesn’t always mean evil. Sometimes it just means inherited, outdated, or unchecked.” – Catie Campbell

“If everyone’s signaling when they take a bathroom break, we have a trust problem.” – Whitney Siders

In this episode of Corporate Baggage, hosts Catie Campbell and Whitney Siders, seasoned c-suite executive coaches, dive into the fragile nature of trust in leadership. They discuss how trust, once broken, is incredibly difficult to repair and can be eroded by even the smallest missteps in communication and decision-making.

Catie and Whitney analyze recent corporate events, from the Better.com Zoom layoffs to the controversial Oura Ring partnership with Palantir. They specifically dissect the Oura Ring CEO’s defensive and emotionally charged response to customer concerns, highlighting how a leader's tone can cause more damage than the event itself. The hosts emphasize the critical importance of a leader's emotional intelligence, vulnerability, and intentionality in communication.

This discussion isn't just for executives; it offers practical takeaways for any leader. Catie and Whitney provide actionable advice on how to be prepared for difficult conversations, understand your team's emotional state, and lead with purpose over profit to build and maintain trust both internally and with your customers.

• Trust is a leader’s most valuable asset and is easily lost. It takes a long time to build but can be destroyed in a single moment, often by a leader's poor response to a crisis.
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• Tone matters more than words. A leader’s defensive, gaslighting, or emotional tone can undermine their message and destroy credibility, even if the information they are sharing is factually correct.
• Prioritize people over profits. While business decisions are necessary, the most successful leaders consider the human impact and communicate with care, empathy, and transparency.
• Be prepared and intentional. Leaders must be intentional about how they show up every day, preparing for difficult conversations and understanding their own emotional state before communicating with their team.
• Vulnerability builds trust. A leader who is willing to be vulnerable, show sincerity, and admit when they don't have all the answers can foster a stronger sense of trust and security among their employees.

Benefits aren’t just checkboxes on an offer letter — they’re signals of how much a company actually values its people. In this episode of Corporate Baggage, Whitney and Catie dig into the real role of company benefits: Are they a meaningful retention tool, or just empty PR?

From progressive parental leave policies to “perks” that fall flat (looking at you, $5 catalog gifts), this conversation breaks down what makes a benefit worth it — and what sends employees packing. The hosts also reflect on the emotional currency of being seen, recognized, and celebrated at work, and why benefits only matter when you’re allowed to use them.

Whether you’re shaping benefits as an HR leader, navigating them as a team manager, or choosing between job offers as a candidate — this one’s for you.

What do your company benefits really say about you?

In Episode 15 of Corporate Baggage, we go beyond healthcare and 401(k) plans to unpack the benefits that actually make a difference — and the ones that just make people roll their eyes.

🎯 Who this is for:

HR pros designing or refreshing benefits packages

Leaders and managers responsible for team experience

Job seekers deciding between offers

Employees wondering what’s actually normal

💬 Topics We Cover:

The ROI of generous parental leave (hi, Patagonia)

When mental health benefits actually matter

Why unlimited PTO isn’t a benefit if no one takes it

What leaders get wrong about “back in my day…”

How to spot (and stop) bait-and-switch benefit culture

What to do when perks are promised but quietly pulled

🔗 Resources & Takeaways:

📘 Make Yourself Indispensable by Roger Campbell and Darren McKnight

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