UdyamGita

On one hand, Duryodhana says Bhishma is extremely powerful and that his army is unbeatable. In the very next moment, he asks the sena to protect Bhishma. However, he does not clearly mention what Bhishma needs to be protected from. In the earlier shlokas, Bhishma is projected as the greatest warrior, and now this sudden instruction creates confusion within the team.

Some people who are aware of Shikhandi may understand that Bhishma needs protection specifically from Shikhandi. But since this is not stated clearly, it leaves room for rumours. Those who do not have this context may interpret it in different ways, and rumours can quickly take multiple forms. This ambiguity can drain team spirit and momentum.

Imagine if Duryodhana had communicated this clearly and positively: “Bhishma is the bravest warrior. He alone can defeat the Pandavas, provided he is protected from facing Shikhandi.” Instead, he simply says “protect Bhishma,” without giving clarity or the larger picture to the sena. When soldiers hear this, some may feel they did not come all the way just to protect Bhishma, but to actively fight in the war. If Duryodhana had clearly explained the issue, it would have made them feel more inclusive, responsible for the outcome, and aligned toward a single purpose. It would also have eliminated confusion.

However, Duryodhana does one thing right. He simplifies the task and gives only one instruction at a time, which is easy to understand for people who blindly trust his leadership.

The business lessons are clear. Always communicate the “why” to get true team buy in. Do not hesitate to openly address shortcomings, because when the team knows the weakness, they will put in their full effort to resolve it. Do not give space for rumours, as rumours can drain the system. Share the big picture so the team knows how each task brings them closer to the organizational goal, which keeps them motivated and involved. Simplify tasks and give clear direction. Simply stating a problem and leaving it to the team without clarity can lead to confusion, half hearted solutions, and frustration. Always define goals that are specific, measurable, achievable, relevant, and time bound.

Duryodhana now issues a direct instruction to the Kaurava generals: they must all extend full support to Bhishma, while simultaneously holding their respective strategic positions.

At first glance, this appears decisive. But when viewed in sequence with the earlier verses, it introduces a contradiction. Moments ago, Bhishma was projected as invincible—the pillar of the Kaurava strength. Now, the army is told to protect him, without any explanation of why or from whom.

This sudden shift creates ambiguity at the very moment clarity is most needed.

Business Insight

Unclear instructions create room for speculation—and speculation quickly turns into rumor.

Duryodhana does not articulate what Bhishma needs protection from. Those who understand the deeper context—particularly the presence of Shikhandi—may infer the real risk. But many others will not. In the absence of clarity, the vacuum gets filled with assumptions, fear, and fragmented narratives.

In organizations, this is dangerous. When leaders issue directives without context, teams form their own interpretations. Rumors spread faster than facts, draining morale and momentum. Ambiguity doesn’t just confuse—it weakens execution.

Had Duryodhana framed the message clearly—acknowledging both Bhishma’s strength and his vulnerability—the army could have rallied around a shared responsibility rather than fragmented understanding.

Leadership Lesson

Leadership communication must balance confidence with transparency.

If a leader says, “Bhishma can win this war—provided he is shielded from a specific threat,” the team feels trusted, included, and accountable. They understand the why, not just the what. This turns execution into ownership.

Instead, by issuing a vague command—“Protect Bhishma”—Duryodhana risks alienation. Some warriors may wonder why they came to battle if their role is reduced to guarding another leader. Others may feel excluded from the larger purpose.

That said, Duryodhana does one thing right: he simplifies the task. For followers who blindly trust authority, a single, clear instruction is easy to execute. But simplicity without context works only when trust is absolute—which is rarely the case in complex organizations.

Great leaders combine clarity of task with clarity of purpose.

Key Takeaways

• Always explain the “why”: Context builds buy-in; commands alone build compliance.
• Address shortcomings openly: Known risks motivate teams to protect outcomes proactively.
• Eliminate rumor space: Ambiguity breeds narratives that leaders cannot control.
• Share the big picture: Teams stay motivated when they see how their actions move the goal closer.
• Give SMART direction: Clear, specific instructions prevent confusion and half-hearted execution.