Verse 7 from Bhagavad-Gita as It Is, written by Srila Prabhupada, speaks of the captains who are qualified to lead the military force of the Kauravas. There are a few points to be noted here, which can be further elaborated by the science of human psychology.

Firstly, the fact that there are certain individuals who are more qualified to lead a military force is highlighted in this verse. This point corresponds to the “trait theory of leadership”  in psychology, which states that some individuals possess inherent characteristics and qualities, that make them better leaders.

The trait theory of leadership is a psychological approach that focuses on identifying different personality traits and characteristics that are linked to successful leadership across a variety of situations. This approach views leadership solely from the perspective of the individual leader and assumes that traits produce patterns of behavior that are consistent across situations. Traits that may influence leadership include the leader’s susceptibility to stress, personality, locus of control and emotional intelligence.

Secondly, the mention of the best of the Brahmanas indicates that leadership is not restricted to a particular social class. This aligns with the idea of “distributed leadership”, which suggests that leadership is not limited to those in positions of formal authority but can emerge from any level of the organization or society.

Distributed leadership: is a concept in modern human psychology that suggests that leadership should be shared and spread among different individuals within a group or organization, rather than being held by a single person or a small group of people at the top. It recognizes that everyone in the group has unique skills, experiences, and perspectives, and that engaging these different strengths can greatly benefit the group as a whole. Distributed leadership allows for more flexible and adaptive decision-making processes, as individuals can step up and take charge on issues that align with their strengths and expertise. It also promotes a culture of collaboration and accountability, as everyone has a role to play in the success of the group. Ultimately, distributed leadership can lead to higher levels of engagement, creativity, and satisfaction among individuals within the group.  Background and origins:

“Distributed leadership emerged in the early 2000s from sociological, cognitive, psychological, and anthropological theories, most importantly distributed cognition and activity theory, though also influenced by Wenger’s communities of practice. It was conceived as a theoretical and analytical framework for studying school leadership, one that would explicitly focus attention on how leadership was enacted in schools, as an activity stretched across the “social and situational contexts.”

Leadership research up through the late 1990s focused on the specific traits, functions, or effects of individual leaders. Much of the work done in educational research focused exclusively on the principal and centered around defining the heroics of individuals. Descriptions were written of what was being done but not how, which limited transferability across contexts. From this research it was unclear how leaders responded to the complex environment in schools. Though some research on leadership has continued to focus on the role or function of the designated leader, such as instructional leadership or transformational leadership, there has also been a significant shift to understanding leadership as a shared effort by more than one person. The latter constructs look more broadly at various roles that provide forms of leadership throughout the school, including teacher leadership, democratic leadership, shared leadership, or collaborative leadership. Distributed leadership draws on these multi-agent perspectives to describe how actors work to establish the conditions for improving teaching and learning in schools. Distributed leadership is not an activity, rather a procedure.”

Thirdly, the Verse use of the word “qualified” suggests that there are certain criteria that individuals must meet to become leaders. This corresponds to the “competency theory of leadership”, which states that leadership skills can be developed through training and experience. 

Distributed leadership: refers to a leadership approach in which responsibility and decision-making authority are shared amongst members of a group or team, rather than being solely held by one individual. This approach recognizes that leadership can be distributed across different individuals within a group who possess unique skills and expertise. The concept of distributed leadership is based on the idea that a collaborative approach to leadership can lead to better decision-making, increased innovation, and improved outcomes. This approach also emphasizes the importance of shared accountability and trust among team members. In summary, distributed leadership means that leadership roles and responsibilities are shared among individuals within a group or team, rather than being concentrated in the hands of one person.

The theory also discusses components to explain why people follow their lead:

• Intellectual stimulation: refers to the process of engaging in activities or tasks that challenge and stimulate one’s cognitive abilities and mental faculties. This can take various forms, such as solving complex problems, engaging in critical thinking, learning about new subjects, exploring new ideas or perspectives, or engaging in debates or discussions. Intellectual stimulation is considered a key aspect of cognitive growth and development, as it helps to expand one’s knowledge, skills, and intellectual abilities. It has been found to contribute to a range of positive outcomes, such as improved academic performance, enhanced creativity and innovation, increased self-confidence, and better mental and emotional well-being. Overall, the pursuit of intellectual stimulation is considered a valuable and meaningful aspect of human psychology and a crucial aspect of personal growth and development. Individualized consideration is a term used in transformational leadership theory to describe the leader’s genuine concern for the needs and feelings of followers. It involves creating new learning opportunities and a supportive climate for each follower, as well as recognizing their individual differences in terms of needs and desires. It is one of the four elements of transformational leaders, along with idealized influence, inspirational motivation, and intellectual stimulation.
• Inspirational motivation: is a psychological concept that refers to the process of motivating oneself or others through positive reinforcement. It involves inspiring a person or a group of people to set and achieve goals that are challenging but also attainable. Inspirational motivation is often associated with leadership and is believed to be a crucial factor in creating a team of individuals who are highly motivated and committed to achieving a common goal. This approach to motivation emphasizes the importance of creating a vision that is compelling and meaningful, providing ongoing support and encouragement, and fostering a sense of accountability and responsibility. By using inspirational motivation, individuals can tap into the full potential of their skills and talents, and work collectively with a shared sense of purpose to achieve their objectives. “Idealized influence” is a component of transformational leadership. It refers to the leader’s ability to act as a role model, embody a shared vision, and earn respect and trust from the followers. Idealized influence is the charismatic element of transformational leadership, and leaders who exhibit idealized influence are admired, respected, and emulated by follower. “Idealized influence also requires integrity, ethical, and moral conduct from the leaders.

Idealized influence: is a concept in modern human psychology that describes the influence of a person on others through their charismatic and ethical leadership. It is considered to be one of the main components of transformational leadership, where the leader motivates and inspires their followers to achieve their best potential. Idealized influence happens when a leader is highly respected, admired, and trusted by their followers, who perceive them as role models. This influence is achieved through the leader’s display of high moral standards, commitment to shared goals and values, and their ability to embody the qualities they encourage in others. Such leaders inspire their followers to follow their lead and often lead by example. Idealized influence can have a positive impact on individual and organizational outcomes, as it fosters a sense of respect, loyalty, and commitment within the group.

Overall, this verse from Bhagavad-Gita provides insight into the concept of leadership and how it can be identified and developed. It emphasizes the importance of inherent traits, societal status, and competencies in determining who is best suited to lead a group or organization.