सञ्जय उवाच |
एवमुक्त्वार्जुन: सङ्ख्ये रथोपस्थ उपाविशत् |
विसृज्य सशरं चापं शोकसंविग्नमानस: || 47||

Mentorship and ROI 

We have come to the end of our first chapter of the Bhagavad Gita. We have seen many arguments from Arjun in this chapter about why he doesn’t want to fight.

After all the arguments, Arjun cast aside his bow and arrow, and his mind was in complete distress and overwhelmed with grief.

In our professional life, we face this Problem many times, where we feel of living in a particular organization or a place for some reason. We have many justified arguments with us as Arjun had.

I have seen many freshers living a job in the initial six months because they were not able to adapt themselves, and due to this, they face a lot of problems in their future.

And when we see this Problem from an organizational perspective, it leads to colossal hiring and training costs, and attrition rates directly negatively impact EBITA.

Now let us see the entire situation and try to identify who Arjun was?

Arjun’s celestial father was Indra. In the past life, Arjun was Nar, part of the twin descensions of the Nar-Narayan. A student of Guru Dhronachrya.

How can we do if a person like Arjun can drop his weapon in the war and can’t understand the importance of his duty for future generations?

This is where the importance of a mentor lies. A mentor helps an individual in the most challenging times of his life. He helps us to identify and implement our skills, like the way Shri Krishna helps Arjun.

An organization needs to come up with programs like mentorship in the incoming future to increase employee efficiency.

This will not only help with efficiency but will also help in reducing the attrition rates. 

Mentoring Concept. The meeting at the white office table

We have completed our first chapter, where we have seen the different problem statements and their justifications. Now from the following chapters, we will see the solutions for each of the Problems.


अहो बत महत्पापं कर्तुं व्यवसिता वयम् |
यद्राज्यसुखलोभेन हन्तुं स्वजनमुद्यता: || 45||

यदि मामप्रतीकारमशस्त्रं शस्त्रपाणय: |
धार्तराष्ट्रा रणे हन्युस्तन्मे क्षेमतरं भवेत् || 46||

Immediate Gratification vs Delayed Gratification

As we are moving towards the end of the first chapter, we will see the delusion of Arjun concerning war increasing. 

He sees all the negative aspects of the war, ignoring that if the wrongdoers were not punished, it would cause more significant damage to society.

In our Professional life, we always come across this situation, where it becomes difficult for us to see the long-term impact of our actions. We try to select those actions that give us immediate gratification.

We can see this problem from different angles, but I will give a fresher joining a company.

Example – When a fresher joins the organization, he witnesses a cultural shift; he needs to sacrifice many things in his personal life to perform and sustain the job. After a certain period, he becomes reluctant to do his job and finally leaves the job. He doesn’t think about the impact of his action on his career as a whole.

This is the biggest problem which fresher, companies and B-schools faces.

The delusion of Arjun has come to a point where he is willing to drop his weapon and allow his enemy to kill him. 

He could not understand that his sentiments were materialistic, and due to those sentiments, he could not see the damage that could be done to society.

Organizational silos are the biggest problem a corporate house faces. The different functional units give separate reports to the top management, and those reports are generally skewed towards their benefit, and based on those reports, future plans are made.

The managers forget while making those reports that the plan made on biased reports can harm the entire organization. And it will impact their career as well.

Leaders must focus on breaking up these silos and build a more collaborative approach in their organization.

In Bhagavad Gita, Lord Krishna has focused a lot on this particular problem. I would rather say the entire Bhagavad Gita revolves around this specific Problem statement and its Solution.

We will be discussing all the solutions in our upcoming blogs. 


सङ्करो नरकायैव कुलघ्नानां कुलस्य |
पतन्ति पितरो ह्येषां लुप्तपिण्डोदकक्रिया: || 42||

दोषैरेतै: कुलघ्नानां वर्णसङ्करकारकै: |
उत्साद्यन्ते जातिधर्मा: कुलधर्माश्च शाश्वता: || 43||

उत्सन्नकुलधर्माणां मनुष्याणां जनार्दन |
नरकेऽनियतं वासो भवतीत्यनुशुश्रुम || 44||

Organizational Culture the Differentiating Factor  

We always heard a lot about organizational Culture and how it impacts the entire business. 

In this shloka, Arjun started talking about the importance of Culture and how it impacts the organization.

Arjun said that if traditions and Culture are not preserved, it can lead to the fall of the entire organization.

Organisational Culture is transferred in a top-down approach. 

 Leaders should ensure that the decisions that managers take should be aligned with the core values and principles of the organization.

 These decisions shouldn’t impact the entire organizational Culture negatively.

The classic example of this is the case between Ratan Tata and Cyrus Mistry.

Culture is made and preserved by the organization’s people; it becomes essential for the Human Resources department to foresee whether the person joining the organization can understand and preserve the Culture.

In this time, where the tech industry is seeing the highest attrition, organizations are not finding the right talent who can work with them; Google is the organization that has the lowest attrition rate.

 Google is known for its Culture. People want to work there because they have heard that Google has a great work culture.

As the rate of change increases in the business world, it becomes essential to build a culture that empowers the employee and encourages innovation.

Lord Krishna has talked a lot about Culture and how it can be preserved and transferred. In the coming shlokas, we will find ways to build an excellent organizational culture.

Madhav the Manager


We have learned so many theories in Management books on how to become a good manager. But after seeing Mahabharat, I certainly feel that a person can become a good manager if they can implement the qualities that Lord Krishna has shown in Mahabharat.

I start with compostion of Bhagvad Gita- Arjuna has said 57 sholkhas in Bhagvad gita. Before giving him a solution, Krishna allowed Arjuna to define his problem clearly.

In our professional life, we often start giving suggestions without completely understanding the problem, which ultimately increases the gap between managers and subordinates.

Lord Krishna was involved in the strategic decision-making in Mahabharat. Still, in the most challenging time, Shree Krishna has taken tactical decisions for Pandavas and ensured its implementation, which ultimately resulted in the victory ( vadh of Dhronacharya, Bheeshma Pitamah, etc.)

He stood for his team and his Decision, no matter who was criticizing him. The conversation between Balram and Madhav at the time of Duryodhana vadh is a classic example of it.

Lord Krishna as a leader, always emphasized reskilling and upskilling. He asked all the Pandavas to gain skills that will help them to win the battle of Mahabharat.

Shree Krishna used authority wherever it was required. In Bhagavad Gita, he not only motivated Arjuna but also ordered him.

Shree Krishna taught us that we could overcome the impact of Scarcity of resources only through Managerial capabilities.

These are a few of the traits that every manager should try to inculcate in his/her behavior.


Economic Value of Women

अधर्माभिभवात्कृष्ण प्रदुष्यन्ति कुलस्त्रिय: |
स्त्रीषु दुष्टासु वार्ष्णेय जायते वर्णसङ्कर: || 41||

Women occupied a very high status in Vedic society. It has been said that “It is essential for any community to worship and give women equal rights to become prosperous. 

Arjun also emphasizes the vision and Leadership, which helps in the transformation of the entire society and highlights the negative impact if strong Leadership is missing.

In recent times, companies have started realizing the economic value of women in the workforce and giving importance to diversity and Inclusion.

After the Covid-19 pandemic, it is becoming challenging for companies to maintain the diversity of the workforce. According to an article by cogent infotech, 2.3 million women left their jobs in the US in the pandemic.

In times when the EBITA of companies is shrinking, it becomes far more critical for leaders to take the initiative, which can increase the contribution of women in the workforce. 

Several pieces of research have shown that the rate of participation of women in the workforce is directly proportional to the Profitability of the company. 

Arjun becomes concerned and started to comprehend the negative impact on women in the absence of solid vision and Leadership.

Arjun pointed out that in the absence of solid Leadership, the welfare of society will be at stake.

It becomes essential for the business owner to keep the check on diversity and Inclusion. Because Profitability is a product of various elements in which diversity and women participation plays a significant role.


यद्यप्येते न पश्यन्ति लोभोपहतचेतस: |
कुलक्षयकृतं दोषं मित्रद्रोहे च पातकम् || 38||
कथं न ज्ञेयमस्माभि: पापादस्मान्निवर्तितुम् |
कुलक्षयकृतं दोषं प्रपश्यद्भिर्जनार्दन || 39||

कुलक्षये प्रणश्यन्ति कुलधर्मा: सनातना: |
धर्मे नष्टे कुलं कृत्स्नमधर्मोऽभिभवत्युत || 40||

Aligning with Vision

As we are coming to the end of the first chapter, Arjun continued telling his point of view to Lord Krishna.

Arjun was trying to avoid violence in any condition. He said that why should we kill anybody if we know that Killing is a Sin.

Arjun says if elders die in the family, their knowledge goes with them. It becomes difficult to transfer the value system to the younger generation, which ultimately destroys the family.

In the Corporate organization, this is the fundamental challenge that every manager has to face. Especially in the difficult time when the company plans to downsize, management always finds it difficult to decide whether they need to keep the experienced person or keep the new employee.

Experienced employees know the value culture of the organization, which they can transfer to the new employee but finding out whether he is still aligned with the company vision is a difficult question to answer for any board member.

If we see Mahabharata as an organization and Lord Krishna as a founder of the organization, Lord Krishna’s vision is to increase the righteousness in the world. But the action of few elders was not aligned with the vision, ultimately affecting the vision statement.

So it becomes essential for any board member to see which employee doesn’t align with the overall vision and then decide.

  • From chapter-2, Lord Krishna will start answering all the questions we encounter in our Professional life.

Rating: 1 out of 5.


आचार्या: पितर: पुत्रास्तथैव पितामहा: |
मातुला: श्वशुरा: पौत्रा: श्याला: सम्बन्धिनस्तथा || 34||
एतान्न हन्तुमिच्छामि घ्नतोऽपि मधुसूदन |
अपि त्रैलोक्यराज्यस्य हेतो: किं नु महीकृते || 35||

निहत्य धार्तराष्ट्रान्न: का प्रीति: स्याज्जनार्दन |
पापमेवाश्रयेदस्मान्हत्वैतानाततायिन: || 36 ||
तस्मान्नार्हा वयं हन्तुं धार्तराष्ट्रान्स्वबान्धवान् |
स्वजनं हि कथं हत्वा सुखिन: स्याम माधव || 37||


In this shloka, Arjun talks about one of the significant problems an individual faces in his professional life once we become managers.

Arjun asks lord Krishna that what pleasure he will get after killing his relatives.

Arjun says killing is the biggest sin. He asks Shri Krishna that how we can hope to become happy after killing our cousins.

In professional life, terminating an employee consider the biggest sin.

In our professional life, we have to decide regarding the people we want to keep in our team and the people we want to remove.

Most of the time, our decision is biased towards the relation we possessed with a specific individual. We give less weightage to his professional work and future capabilities. 

In the Age of artificial intelligence, this decision will play a very vital role; organizations are downsizing the workforce and moving towards automation. Future managers will have to make sure that their decision should be rational, keeping the organizational vision at the focal point, not their relationship.

Arjun was seeing the immediate gratification and was not able to visualize the consequence of that gratification.

In Bhagavad Gita, Shri Krishna gives the solution to this significant problem. He talks about how one should keep personal relations and professional relations. 

Lord Krishna emphasizes how one should strive towards the vision, keeping personal relations aside.


न काङ्क्षे विजयं कृष्ण न च राज्यं सुखानि च |
किं नो राज्येन गोविन्द किं भोगैर्जीवितेन वा || 32||
येषामर्थे काङ्क्षितं नो राज्यं भोगा: सुखानि च |
त इमेऽवस्थिता युद्धे प्राणांस्त्यक्त्वा धनानि च || 33||

Cost-Benefit Analysis

Arjun was in a great dilemma, his motivation to do his duty was reducing every second. Arjun has started doing a cost-benefit analysis that what he will get after killing his relatives.

We almost do this cost-benefit analysis in our entire life. We always see what we will get after doing a particular task and while performing that task what are the things we are going to lose.

In our initial career when we get our first job, we always make a choice model where we make certain parameters and try to find things that fulfill each of them. But in reality, we can’t fulfill each of the parameters.

The amount of weightage we give to a certain parameter decides whether we are going to achieve our dream or not.

A person needs to make scarifies to reach his target. Scarifies and the intensity of scarifies differ from person to person.

In the case of Arjun, it was his relatives and in our case, it might be something else. 

For Example- You miss a certain party with friends to upskill yourself in your free time.

The aggregation of these scarifies in your journey helps you achieve your dreams.

Lord Krishna in Bhagavad Gita talks about this cost-benefit analysis a lot and in the coming shlokas, you will see how a person should do this and what parameters need to be weighted higher than others. 


वेपथुश्च शरीरे मे रोमहर्षश्च जायते || 29||
गाण्डीवं स्रंसते हस्तात्त्वक्चै व परिदह्यते |
न च शक्नोम्यवस्थातुं भ्रमतीव च मे मन: || 30||
निमित्तानि च पश्यामि विपरीतानि केशव |
न च श्रेयोऽनुपश्यामि हत्वा स्वजनमाहवे || 31|

Science of Decision making

In this shloka Arjun continued describing his mental condition, to lord Krishna.

Arjun was unable to even hold his magnificent bow Gāṇḍīv, which could emit sounds that petrified even the most powerful enemies. Arjun had become so disillusioned that superstition started gripping him. He could only see bad omens indicating severe devastation.

We encounter this situation many a times in our professional life. We feel like whatever we are doing is not worthwhile and we are losing many things in our personal life due to our professional life.

If we see neuro science it talks about two modes in which our brain take decision –

  1. Manual Mode
  2. Automatic mode ( Impulse Behaviour)

Emotion increase the chances of entering into the Automatic mode where we always give preference to immediate gratification. Without considering the long term benefit which we can get if we suppress the desire of immediate Gratification.

Less amount of Cognitive control is the main reason behind new graduates leave their job in within few days of joining.

Arjun was also losing the control and his emotion was suppressing his rational decision making.

In the coming shloka Lord Krishna will talk about how to reduce this impulsiveness and how to become more rational in decision making.  

Bhagvad Gita always talks about suppressing this impulse behaviour. And suggested to see things in a holistic manner rather than seeing things in isolation.


तान्समीक्ष्य स कौन्तेय: सर्वान्बन्धूनवस्थितान् || 27||
कृपया परयाविष्टो विषीदन्निदमब्रवीत् |

अर्जुन उवाच |
दृष्ट्वेमं स्वजनं कृष्ण युयुत्सुं समुपस्थितम् || 28||
सीदन्ति मम गात्राणि मुखं च परिशुष्यति |

Relationship of Words with ROI

In the mentioned shlokh we can see how Shri Krishna creates delusion in Arjun’s mind by using the word “Kuru’’.

With this shlokh we can see the impact of the words we choose, Arjun’s heart sank just by seeing the difference between the two armies The greatest warrior who was read to punish the Kauravas for all their wickedness a few moments back suddenly becomes dreadful

As a leader we work with different individuals in our Professional life, and due to our Professional commitment and work pressure we often use words in our conversation which changes the complete motivation and sometimes the entire professional path of that particular individual.

As leader it becomes our duty to choose words wisely and also try to estimate the outcome of those words to someone life. This is the most fundamental skill which a leader should always work upon.

if a warrior like Arjun can get confused and depressed by a single word, then just try to think the impact your words can make on the person working under you.

If we see this issue with reference to ROI of a business, then impact of attrition on a business can be detrimental to both the bottom line and morale.

Rate of attrition of employees are closely monitor by organization for the leaders and priority is given to those in terms of career progression who has reduced it

A leader must try to incorporate the habit of choosing his words wisely which helps in building good relations, employees feels more comfortable and confident that eventually leads to decreasing attrition rate.

So put your trust not in the right arguments but in right words.

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