What if the greatest mentor was not the one who gave the right answers but the one who helped us discover the right questions?
When Arjuna stood on the battlefield of Kurukshetra, he was not lacking knowledge. He was overwhelmed by it.
He knew his duty, the consequences, and what was at stake. Yet, when the moment demanded action, he was confused, emotionally disturbed and unable to move forward.
Krishna did not simply tell him what to do. He mentored him and that distinction has enormous relevance to the contemporary world.
Krishna as a Mentor
What makes Krishna’s mentoring of Arjuna fascinating is that it was not merely about transferring knowledge. It was about transforming the way Arjuna saw himself, his situation and his responsibility.
Lord Krishna listened, questioned, challenged assumptions, and offered different perspectives.
He allowed Arjuna to reflect, and ultimately, he left the decision with Arjuna.
This is very different from the traditional idea of mentoring, where the experienced person says, “I have been through this before. Do what I tell you.” Krishna’s approach was closer to:
“Let me help you see clearly. The decision must become yours.”
That is powerful mentoring.
From Bhagavad Gita to the Contemporary Workplace
Today’s learner does not necessarily need more information.
We already live in an information-rich world.
What people increasingly need is clarity, perspective, self-awareness and the ability to make meaningful decisions.
This is where Krishna’s contemplative approach becomes relevant to Learning & Development.
A good trainer transfers knowledge.
Perfect coach facilitates discovery.
A great mentor helps a person see differently.
The shift is from:
Information → Reflection Instruction → Inquiry Dependency → Ownership Performance → Purpose
What Can L&D Learn From Krishna?
Imagine a leadership programme where the facilitator does not immediately provide solutions to every workplace challenge.
Instead, participants are invited to ask:
What am I seeing? What is within my control? Am I avoiding any responsibilities? What is the right action—not merely the convenient action?
Suddenly, training becomes more than a programme. It becomes a space for inner learning.
This is where contemplative philosophy can enrich contemporary coaching and leadership development.
Reflection can precede action.
Awareness can precede performance.
Purpose can precede goals and responsibility can replace blame.
The Mentor’s Real Work
Perhaps Krishna’s greatest lesson for mentors, coaches and L&D professionals is this:
Your job is not to create followers who depend on your wisdom. Your job is to develop people who can access their own wisdom.
That requires patience & listening.
It requires asking better questions.
Sometimes, it requires the courage to step back and allow the learner to struggle with a question rather than rushing to provide an answer.
The Kurukshetra may have been ancient. But the inner conflict is not.
Every leader, professional, student and human being eventually faces a moment when knowledge alone is not enough.
At that moment, perhaps what we need is not another instructor.
We need a Krishna or Mentor.
Perhaps, in the contemporary world, the real challenge for every mentor is to learn how to become one.
“Close your eyes and let what you just read run through your mind.”
Rakesh Babu | Psychologist | www.shreshtaminds.com