UdyamGita

When Duryodhana speaks about the Pandava team, he adds a clear adjective to each warrior, highlighting their distinct strengths. However, when it comes to his own team, he merely names a few warriors without emphasizing their abilities or achievements. This is surprising, because the fighters on his side are also world-class warriors.

The lesson here is powerful. When you have strong leaders and capable people in your team, you cannot afford to downplay their achievements by introducing them only by name. Leaders need to be recognized individually for their core skills and for what they bring to the table.

By following this approach for the Pandavas but not for his own team, Duryodhana creates an unintended negative impact. His leaders may feel unrecognized, demotivated, or even humiliated. At the same time, the larger team may start believing that their leaders are not as capable as their opponents.

In everyday business, this translates to a simple but critical practice: consistently and explicitly highlight the strengths of your people. Recognition builds confidence, and confident teams are far more willing and motivated to contribute wholeheartedly to the goals you set.

Duryodhana now lists the stalwarts on his own side—Bhishma, Karna, Kripa, Ashwatthama, Vikarna, and Bhurishrava—warriors renowned across the land for their valor and battlefield success. These are not ordinary names; they represent experience, legacy, and proven capability.

Yet, something subtle—and critical—is missing. Unlike his detailed and adjective-rich description of the Pandava warriors, Duryodhana merely names his own leaders. Their individual strengths, distinctions, and unique contributions are left unspoken.

Business Insight

This contrast is telling. When speaking of competitors, Duryodhana highlights strengths vividly. When speaking of his own team, he assumes greatness needs no articulation.

In business, this is a common but dangerous oversight. Leaders often believe that capable people already know their worth and therefore don’t need recognition. But unspoken appreciation is rarely felt appreciation.

Great leaders must be introduced, acknowledged, and positioned clearly—not just externally, but internally. Recognition builds confidence. Clarity builds trust. When achievements go unnamed, even world-class performers begin to feel undervalued.

Leadership Lesson

The impact of this omission goes beyond individual morale—it affects the entire system.

When leaders are not explicitly recognized:

• They may feel overlooked or diminished.
• Teams may subconsciously believe their leadership is weaker than the opposition.
• Collective confidence erodes, even before the battle begins.

Ironically, Duryodhana does exactly what he should have done—for the other side. By praising the Pandavas in detail and underplaying his own leaders, he unintentionally strengthens the enemy’s psychological position.

In organizations, leaders must publicly and consistently highlight the unique strengths of their people. This is not flattery—it is strategic reinforcement. Confidence, once seeded, multiplies effort.



Key Takeaways

• Recognition fuels confidence: Capability alone is not enough; it must be acknowledged.
• Name the strengths of your leaders: Introductions should communicate value, not just identity.
• Silence can demotivate: What leaders leave unsaid is often felt most strongly.
• Internal perception matters: Teams perform in line with how strong they believe their leadership is.
• Praise your team as clearly as you assess competitors: Balance is essential for morale and momentum.