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Have you ever had a boss who was… kind of a buffoon? Not evil, not stupid—just unaware of how they land.
In this episode of the Northbound Podcast, Chris breaks down why leadership usually fails: not because of bad intentions, but because self-awareness is missing. You'll learn how blind spots hide behind confidence, how power quietly shuts down honesty, and how "that's just how they are" becomes a culture that protects the wrong things.
Chris introduces the idea of "buffoon busting"—practical leadership work focused on identifying blind spots, auditing your language, building feedback loops, and creating a culture where clarity replaces chaos. This isn't about shaming leaders. It's about removing what's in the way so you can lead boldly, humbly, and with real credibility.
What "buffoon" really means
Not malicious, not stupid—often confident and well-intentioned.
The problem is impact without awareness (power used casually, language used carelessly).
"I didn't mean it that way" doesn't erase harm.
How blind spots form
Blind spots don't announce themselves—they often look like confidence.
Power distorts feedback: the more power you have, the less truth you get.
Silence can become fake approval; laughter can replace honesty.
Culture can calcify bad behavior
"That's just how he is" / "She didn't mean it like that" protects dysfunction.
Sometimes the "dirt bag" truly doesn't know—because no one tells them.
Common blind spot categories
Language blind spots: "Relax, it was a joke," "You're too sensitive," "That's not what I meant" (invalidating/gaslighting).
Gender & identity blind spots: talking over, dismissing until repeated, mansplaining, commenting on tone/appearance instead of substance.
Emotional authority blind spots: using "intuition" to exclude; reframing dissent as ego/aggression; shutting down pushback.
Control confusion: mistaking leadership for control instead of creating belonging.
Leadership behaviors that reveal blind spots
"Open door" leaders who punish honesty.
Favoritism disguised as trust (rewarding yes-people).
Asking for feedback but immediately defending or demanding examples to dismiss.
If feedback feels threatening, the blind spot is already active.
The Northbound way forward
Being the buffoon isn't the failure—staying the buffoon is.
Replace certainty with curiosity:
"I missed that." "Tell me more." "What am I not seeing?"
Audit language, watch who goes quiet, notice who never challenges you.
Build structures: feedback loops, language/power audits, role play, coaching, "leadership mirror" sessions.
Course / next steps
"Buffoon busting" course includes checklists, feedback sheets, deeper videos, and optional 1:1 Zoom coaching.
Focus: build a culture where clarity replaces crisis and chaos.
Leadership breakdown is usually a self-awareness problem, not an intent problem.
Power reduces honesty—leaders must design feedback back into their world.
"That's just how they are" is a cultural excuse that protects dysfunction.
Dissent isn't disloyalty—shutting it down creates blind spots and resentment.
Credibility grows when leaders can say:
"I was wrong." "I'm sorry." "Help me understand."
If nobody challenges you, that's not peace—that's data.
