Building Trust and Managing Conflicts in Contemporary Life and Corporate Practices

The verse from the Viduraniti, part of the Mahabharata attributed to the wise counselor Vidura, is considered by many to be the most important part of the text for the mentoring of ethical communication. It suggests that we strike a balance between kindness and telling the truth, and that placing importance on both is tantamount, as we manage and navigate relationships with ourselves and others in the challenging, din and fast changing world we live in today. While in the present condition of society and corporate crises of trust, deteriorating communication and disputes, Vidura’s wisdom, and this verse in particular, shows us ways in which we can be thoughtful about communication and our actions in order to create peace, and positively resolve disputes with integrity.

Sanskrit Verse:

सत्यं ब्रूयात् प्रियं ब्रूयात् न ब्रूयात् सत्यमप्रियम्।

प्रियं च नानृतं ब्रूयात् एष धर्मः सनातनः॥

Transliteration:

Satyam brūyāt priyam brūyāt, na brūyāt satyam apriyam,

priyam ca nānṛtam brūyāt, eṣa dharmaḥ sanātanaḥ.

English Meaning:

Speak the truth pleasantly, do not speak truth that is unpleasant, and do not speak falsehood even if pleasant—this is the eternal principle of righteousness.

Trust is the foundation for the types of relationships that are important, whether in our personal lives or in the business world. Vidura’s instruction to “speak the truth, with pleasantness” encourages genuineness tempered with some empathy, which is a key to trust. In business settings, trust is the required ingredient for driving collaboration, innovation and organizational effectiveness. For example, when leaders are consistent in their direct communication but approach it tactfully, as a cultural norm, they create an environment where there is mutual respect. Think about a manager providing performance feedback—the manager needs to be honest about the employee’s areas of weakness, but to accomplish that constructively requires diplomacy. Harsh truths (i.e. satyam apriyam) can demoralize employees while insincere flattery (i.e. priyam nānṛtam) can undermine credibility. Vidura’s balanced approach can yield feedback that builds relationships instead of shattering them.

The principle of responding with kindly honesty In our personal lives is equally important. If you have a friend going through a hard time in their romantic or even platonic relationship, you will want to help them, and respond with honest guidance with some kindness to help them build trust with you. This Honesty, no matter how blunt, can alienate a relationship, or insincerity can erode the genuineness of a relationship. In today’s world of social media and rapidly evolving digital environments, Vidura’s advice is especially relevant. Misinformation, or a bitter exchange on the internet, can turn trust into doubt or distrust, quickly and decisively. If we remember to bring a little kindness to our understanding of satyam priyam, our social and friendships can be authentic connections to support us as we navigate this world, even in the digital space.

Corporate policies are beginning to embrace the ideas of Vidura. For example, companies like Google and Salesforce emphasize open and transparent communication to foster trust with employees and stakeholders. Companies are establishing training on emotional intelligence and active listening, which aligns with the understanding of priyam brūyāt, to incorporate collaboration into workplace interactions. Psychological safety, which refers employees being able to speak up and share ideas, has similar themes to Vidura’s advice related to refraining from sharing poisonous or harmful truths, and is enabling gatherings to foster creativity and trust. Studies have illustrated that psychological safety is the leading factor in high-performing teams, which is a contemporary learning that affirms the wisdom of Vidura.

Conflict is a fact of life in dynamic settings, whether that’s families or organizations. Vidura’s instruction to avoid saying unpleasant truths and falsehoods provides a pathway to resolving conflict constructively. In organizations, conflict often arises from competing priorities or limited resources and, in some cases, miscommunication. Vidura’s principle allows for open conversations to help solve the placement of resources, competing priorities, or communication patterns. For example, when an IT project falls behind schedule, the leader may feel pressure from the stakeholders and may be tempted to offer promises which they may not be able to keep or, conversely, deflect responsibility. Vidura’s principle suggests truthfully acknowledging the issue while also proposing solutions that respect the frustrations of each party. This resonates with modern alternative dispute resolution strategies like mediation, in which neutral parties facilitate parties as they mutually identify and negotiate solutions in a respectful manner.

In terms of personal life, Vidura’s wisdom captures the essence of conflict management when high-emotion situations arise. For example, imagine a family disagreement surrounding finance decisions. Typically, it is important to first acknowledge that there are differences in the understanding of costs/benefits, acknowledge their perspectives without making hurtful accusations. Thus, if a person can choose to refrain from satyam apriyam and nānṛtam, they can resolve the disagreement without impairing their connection in the family unit. This lines up with contemporary approaches of conflict management, specifically the ‘collaborating’ mode that concentrates on win-win approaches in open, empathetic dialogues. Organizations that incorporate these principles are likely to see higher employee satisfaction and productivity levels as employees work through conflicts without any residual disdain.

It can be difficult using Vidura’s principles in the contemporary world. In corporate situations, efficiency leads to a lack of promising communication, or a lack of factual communication (e.g., being rude or lying); social media offers anonymity, leading to a lack of ‘pleasantness’ and credibility; and cultural definitions of “pleasantness” can vary, complicating approaches to international marketing. Nonetheless, these examples show that Vidura’s balanced approach is needed, especially when developing a cohesive workplace culture that pays attention to all cultural aspects as well as change.

To work through these barriers, people and organizations can adopt certain practices, such as being mindful in communication, building systems of continuous feedback and accountability, and conflict resolution practices. Ultimately, leaders can model Vidura’s principles, and if they lead with transparency and empathy, they set the tone for the culture within the organization. In personal life, developing self-awareness and mindful listening helps people practice satyam priyam in daily life.

Vidura’s wisdom, enclosed in this one verse, serves as a universal guide for human interactions. In this time of division, distrust, and change, the directive to speak the truth nicely, not speak the truth if speaking the truth will cause harm, and to not speak falsehoods is a refreshing example of ethics. In both professional (like boardroom conversations) and everyday relational contexts, these three statements have the paramount positive outcomes: building trust, resolving conflict, and creating lasting relationships.

The principles of Viduraniti complement contemporary business practices specifically In the areas of authenticity, empathy, and collaboration. The principles of Viduraniti can help individuals in their personal lives develop relationships based on the principles of mutual respect. Amidst the difficulties of 21^st century lifestyles, Vidura’s advice will allow for a smooth relations and demonstrate integrity.

“Truth with kindness, harmony in conflict—Viduraniti: Your timeless guide to trust and success in life and work!”