UdyamGita

Entrepreneurs should be impartial. Of course, people who align with him without friction or resistance are easier to adore. However, if someone does not align with him, keeps questioning him, or criticizes his methods, but still delivers results and performs beyond expectations, that person should be treated well and considered for benefits, perks, and recognition. When an entrepreneur starts focusing more on deliverables than on attitudes toward him, alignment with him, or personal behavior toward him, he gradually builds a culture of top performers.

As a result, people who were initially not aligning with the entrepreneur or did not believe in him often start changing on a positive note and become strong contributors. Treating all employees with respect and making performance the key criterion for recognition and rewards gradually builds a high performing team that aligns itself with the entrepreneur’s vision.

Krishna declares His absolute neutrality—He is equally disposed to all, without favoritism or bias. Yet there is a subtle truth: those who approach Him with sincerity naturally come closer, and a deeper bond forms.

He then makes a bold assurance. Even a person with a flawed past, if they choose unwavering commitment, must be seen as righteous—because the direction of resolve matters more than the history of mistakes. Such people transform quickly and attain lasting peace. Krishna ends with an emphatic guarantee: no sincere devotee is ever lost.

Business Insight

An entrepreneur must practice impartiality, not emotional preference.

It is natural to feel comfortable with people who align easily, agree readily, and create no friction. But leadership maturity is tested when dealing with those who question, challenge, or criticize.

If such individuals still deliver results—often beyond expectations—they must be recognized, rewarded, and respected. When outcomes become the primary metric instead of personal comfort, performance culture begins to take root.

Leadership Lesson

When recognition is driven by results rather than personal alignment, something powerful happens:

• High performers feel safe to be honest
• Skeptics slowly convert into believers
• Dissent turns into contribution

People who once doubted the entrepreneur start aligning—not out of fear or flattery, but because the system is fair. Respect becomes mutual, and commitment deepens organically.

A leader who treats everyone with dignity and evaluates them only on performance builds teams that are both highly capable and deeply loyal.

Key Takeaways

• True impartiality is judging outcomes, not attitudes.
• Past behavior matters less than present commitment and results.
• Challengers who deliver are assets, not threats.
• Fair recognition converts skeptics into top performers.
• A just system naturally aligns people to the leader’s vision.