Control often looks like good leadership. Until it doesn't.

Drawing on lessons from Irish Brehon Law, this episode explores the difference between control and clarity, why organisations keep adding rules to people problems, and what happens when leaders expect processes to have conversations that only people can have.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

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We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

Most people problems weren't caused today.

From a settlement five thousand years ago to a modern workplace, the same questions keep appearing: Who can be trusted? Who carries the load? What happens when difficult conversations never happen?

This episode explores why leaders often reach for process when the real issue is behaviour—and why history reminds us that human nature rarely follows a workflow.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

When pressure rises, trust isn’t built by big speeches — it’s built by consistent delivery.

In this episode, tech‑transformation leader Scott Bewley shares a grounded playbook for leaders and owners: set people up to succeed, show up, and follow up.

We talk about removing friction (clear asks, proper tools, sensible check‑ins), what to do when trust wobbles (over‑communicate and show evidence), and why AI is just a toolbox — useful only when you pick the right tool for the job.

We also get into gut calls in hiring, handling the drag of one unreliable person, and Scott’s quick clarity habits (hello mind‑mapping and a whiteboard). It’s calm, practical leadership you can use this week.

One Step at a Time: The Actionable Tip

What We Cover

Guest

Episode keywords: leadership, trust at work, consistent delivery, useful AI, adoption, training, hiring judgement, over‑communication, mind‑mapping, clarity, reliability, SMEs, Northern Ireland business, EU AI Act

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

When a hire goes wrong or a PMT (Predatory, Manipulative, Toxic) employee rattles the place, the first casualty is often your trust in yourself.

In this episode, breakup and divorce mentor Amanda Barr shares a practical way back: stop chasing perfect clarity and start stacking small proof points — because confidence loves evidence.

We explore how to cut through decision fatigue and the well‑meaning noise of other people’s opinions, how to use a “no back doors” approach to show up as you are, and how to trust your gut again — including in interviews, when logic says “Yes” but your instincts whisper “No”. We also look at what to do when trust feels fragile: return to values, take the best next step, and let curiosity lead.

One Step at a Time: The Actionable Tip

Build your Evidence Stack. This week, take one small, positive risk you can complete within 48 hours (a clear hiring boundary, a firm “No”, or a time‑boxed decision). Log the outcome. Repeat. Evidence accumulates, and self‑trust follows.

What We Cover

• From chaos to curiosity: why waiting for certainty keeps you stuck — and what to do instead.
• Confidence loves evidence: using small wins to rebuild decision‑making confidence.
• Trusting your gut with new hires: when a perfect CV masks a poor fit.
• No back doors: a straight‑up way to build trust — with yourself and others.
• When trust wobbles: return to values, reduce the noise, and take the best next step.

Guest
Amanda Barr — breakup & divorce mentor helping people through overwhelm and decision fatigue into steadier, braver choices. Find Amanda’s work at amandabarr.net.

Episode keywords: self‑trust, decision fatigue, leadership, hiring, gut instinct, PMT employees, confidence, curiosity, overwhelm, values, integrity.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

Benny McClure specialises in the cases that don't fit neatly into a box. While many in the financial industry look for the "easy wins" and quick commissions, Benny has built his reputation on the "square pegs"—the self-employed, the movers with missing paperwork, and the complex applications that make algorithms say "No."

In this episode of Weaving Trust, we explore how to build trust when you are dealing with people's biggest asset (their home) and their biggest stressor (their money). Benny shares his "stone unturned" philosophy, how he navigates the "cowboys" in the industry, and why he is willing to take the long, meandering route if it gets the right result for the client.

Why "Computer Says No" Isn't the End: Navigating Financial Complexity with Benny McClure

We discuss the reality of the mortgage market—where "computer says no" is often just the starting point for a good advisor. Benny also reveals his past life as an almost-accountant, his failed ambitions in joinery (avoiding electrocution along the way), and uses the perfect metaphor for complex financial advice: it’s a jigsaw puzzle where you have to dump all the pieces out to find the missing corner.

One Step at a Time: The Actionable Tip

The P60 Hack. One of the most common roadblocks in mortgage applications is missing paperwork from previous employers who can't be bothered to help. Benny shares a specific workaround: if you can't get a P60 from an old employer, log into your Government Gateway account. You can often find and print a tax summary that should act as a valid substitute, proving your income without needing to chase a ghost HR department.

What We Cover:

• Square Pegs: How to handle applications that don't fit standard banking criteria.
• The "Cowboy" Factor: Navigating trust in an industry that has a mixed reputation.
• The Jigsaw Method: Why you need to put everything on the table—good, bad, and indifferent—so your advisor can build the full picture.
• Relationship Building: Why Benny prefers long-term client relationships over transactional "quick wins".
• The "Accidental" Advisor: Moving from accountancy to advice, and why he avoided the trade life.

Trust isn't about having a perfect financial history; it's about being willing to put all the pieces on the table.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

Martin Gilchrist is famously "everywhere" in the Northern Ireland business scene. But behind the networking energy is a deep philosophy on trust, grounded in a lesson from his grandmother: Responsibility.

In this episode of Weaving Trust, we strip away the technical side of accountancy to focus on the human side of business. Martin shares why credibility isn't just about qualifications—it's about "what people say about you when you're not there". He also opens up about his own moments of failure, including the time he was the "rude guy" in a reception area, and how he fixes trust when it fray.

We explore the "Grandmother Principle" of taking responsibility not just for your own actions, but for the people around you. Martin also breaks down the "Mirror Neuron" effect—why the world is simply a reflection of the energy you put out, and how you can use that to turn a cold room warm.

One Step at a Time: The Actionable Tip

Hack the Mirror Neurons. Martin shares a fascinating psychological tool: if you want warmth from others, you have to project it first. Before you engage with someone—especially if they look grumpy—smile internally. "Imagine that in your head, you're smiling at this person and they will smile back to you". It sounds simple, but it physically changes the dynamic of the room before a word is spoken. Be the first to show trust, and you will likely receive it.

What We Cover:

• The Grandmother Principle: Why the most important word in business is Responsibility—owning the outcome even when it isn't strictly your fault.
• Respond, Don't React: How Martin handled an angry late-night client email by waiting, drafting a careful explanation, and turning a potential conflict into a "thank you".
• The "First Question" Strategy: Why Martin always puts his hand up first at events—it’s not just ego, it’s a strategic credibility builder that lets the whole room know who you are.
• Owning Your Bad Days: A candid look at when Martin let frustration get the better of him at Ulster Bank, and why admitting you aren't perfect is key to authenticity.
• The Legacy Check: Martin’s goal isn't to be known as a great accountancy practice manager, but simply as a "good guy" who people miss when he's gone.

Trust isn't a passive state; it is an active choice to take responsibility for the energy you bring into the room.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

Stuart describes himself as a "solid bag of crazy," but when you strip away the humour, you find a leader with one non-negotiable rule: DWYSYWD (Do What You Say You Will Do).

In this episode of Weaving Trust, we move past the polished corporate PR to the messy reality of business relationships. Stuart shares the scars of a director-level betrayal, the "spidey sense" he wishes he had listened to, and why he believes "Pizza Fridays" are a waste of time compared to genuine, direct honesty.

"Do What You Say You Will Do": No-BS Leadership with Stuart Lunn

We explore the clash between the "Northern Irish waffle" (where we take ten minutes to say hello) and the directness of his Eastern European partners—and why that directness often builds trust faster than politeness. Stuart also opens up about the "Director Betrayal" that nearly broke his business and the specific legal protections (like vesting schedules) every founder needs to have in place.

One Step at a Time: The Actionable Tip

Take the conflict for a walk. Stuart believes that "nobody can get angry with someone while you're walking beside them". If you have a team members who are clashing, or you need to have a difficult conversation, take it out of the fluorescent-lit meeting room. Walking side-by-side removes the confrontational "face-off" body language and allows for a level of honesty that rarely happens across a desk.

What We Cover:

• The Golden Rule: Why trust is built and destroyed entirely on the principle of Do What You Say You Will Do.
• The "Spidey Sense": Why your subconscious picks up on "bad actors" long before your logical brain does—and why you need to listen to it during hiring.
• Directness vs. Rudeness: How to stop mistaking brevity for aggression (and why dancing around a problem never fixes it).
• The "One Minute Past Five" Rule: How to maintain friendships with colleagues by having strict boundaries between "work mode" and "pub mode".
• Resilience: How to keep building new relationships even after you have been burned by a bad business partner.

Trust isn't about being nice; it's about being consistent.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

Medusa wasn't born a monster. She was made one.

In Ovid’s version of the myth, Medusa was a priestess punished for being the victim of a powerful god, Poseidon. Athena, the ultimate "company woman" chose to protect the high-performing rainmaker rather than the woman he harmed.

In this episode, we explore the darkest of workplace dynamics: Institutional Betrayal. We look at how organisations take women who speak up about risks or bullying and label them as "aggressive" "divas" or "hard to work with"—turning them into monsters so nobody has to look at the mess they are pointing to.

One Step at a Time: The Actionable Tip

The Poseidon Audit. Look at your highest performer—the one bringing in the most sales or the biggest clients. Now ask yourself this dangerous question: "What behaviour am I tolerating from this person simply because they are profitable?" If you are trading your team's psychological safety for one person's sales figures, you aren't a leader; you are just an accomplice.

What We Cover:

• The Origin Story: Why the Medusa myth is actually the oldest recorded example of a system protecting a powerful man (Poseidon) by blaming the victim.
• Tone Policing: Ignoring what she is saying because you don't like how she is saying it ("She's too emotional").
• The Poseidon Protection Racket: Telling staff to "develop a thicker skin" because the bully pays the rent.
• Petrification via Defensiveness: Why leaders "turn to stone" (freeze/wall of silence) when a whistleblower holds up a mirror to their leadership.
• The Mirror Check: Asking yourself: "Am I freezing because she is wrong? Or am I freezing because she is right and I am uncomfortable?"

Stop asking women to smile more or be softer. Start asking who is making them scream.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

History calls him a genius strategist. I call him a Chaos Magnet.

We all love the leader who can put out a fire, but we rarely ask the most important question: Did they light the match?

In this episode, we take a hard look at the leadership style of Odysseus. He is often celebrated for his twists and turns, but in reality, his "agile" leadership got his entire crew killed while he was the only one to make it home.

For the small business owner, the "Odysseus Trap" is the addiction to the "pivot." You might think that having a new idea every Tuesday makes you dynamic, but to your team, it just makes you exhausting. We explore the difference between true strategy and simply being addicted to the adrenaline of the save.

One Step at a Time: The Actionable Tip

Use the "Why Now?" Anchor. Before you introduce your next "great idea" or change in strategy, force yourself to pause and write down two things:

1. Why does this have to happen now?
2. What are we going to stop to make room for this?

If you cannot answer what you are stopping, you aren't leading; you are just adding weight to a sinking ship.

What We Cover:

• The Hero vs. The Hazard: Why Odysseus poking the Cyclops wasn't bravery, but pure ego that endangered his team.
• The "Seagull Manager": The leader who flies in, makes a lot of noise, dumps a load of tasks, and flies away, leaving the team to clean up the mess.
• The Gender Bias of Chaos: Why a male leader changing plans is often called "visionary," while a female leader doing the exact same thing is labelled "flaky" or "indecisive".
• The Stabiliser Penalty: Recognising the invisible labour (often done by women) required to clean up the mess every time a "visionary" leader decides to pivot.
• Hoarding the Map: Why keeping secrets from your team doesn't protect them—it just ensures they can't help you navigate the storm.
• The Predictability Audit: A courageous question to ask your team to find out if you are actually the source of their stress.

Your job isn't to have the wildest adventures; it is to get your people to the destination safely. Don't mistake motion for progress.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.

We are moving into the realm of mythology with this one, but with a very practical business application. The story of Icarus is often used to warn against ambition ("don't fly too close to the sun"), but that is a misreading. The real failure was a lack of balance—and ignoring the people holding the ladder.

When a leader flies too high, they lose touch with the reality of the ground; when they fly too low, they get swamped by the waves of micromanagement. In this episode, we explore the Icarus Dynamic—where leaders protect their own power while treating their team as disposable. We also look at the "blame cycle," a culture killer that ensures your team will hide their mistakes rather than fix them.

One Step at a Time: The Actionable Tip

The "No Blame" Debrief. When things go wrong (and they will), your first question sets the trajectory for the entire team. Instead of asking "Who messed up?", ask: "What conditions made this possible?". This simple shift moves the focus from hunting for a scapegoat to hunting for a solution. It lowers defences and allows you to fix the broken system or process, rather than just blaming a person who was likely trying their best in a flawed environment.

What We Cover:

• The Full Myth: Why Daedalus’ warning was actually about balance, not suppressing ambition.
• The Naucrate Bias: How we often erase the "invisible contributors" (like Icarus’ mother) who provide the stability that allows leaders to soar.
• Gendered Blame: Why a man’s mistake is often framed as "bold risk-taking," while a woman’s is seen as "irresponsible".
• The Expectation Replay: A tool to catch misalignment early by asking staff to replay their understanding of success back to you.
• The Feedback Opener: Asking the brave question: "What is one thing I am doing that is getting in your way?".

If you want a culture of ownership, you have to stop weaving a culture of blame. This episode gives you the tools to ensure your team feels safe enough to tell you the truth—even when the wax is starting to melt.

Enjoyed the episode?

Most people problems weren't caused today.

They've usually been building quietly through decisions, assumptions, overlooked signals, and behaviours that seemed easier to ignore than address.

If this episode gave you something to think about, here are a few ways to continue the conversation:

Visit thepeoplenavigator.com

Book a 1:1 conversation

One Step at a Time

Programmes and resources

We Are Legacy Weavers

I'm Cathy Doherty, The People Navigator®, based in Northern Ireland.

I help leaders avoid hiring and holding on to horrible people so they can build workplaces people genuinely want to be part of.

Connect with me on LinkedIn and YouTube.

This podcast is for educational purposes only and does not constitute legal, HR, or professional advice. Always seek advice appropriate to your circumstances and jurisdiction.