One of the most remarkable leaders is Carlos Ghosn, who has been known by motivating the

employees to follow his steps in fulfilling the company and their goals. Mr. Ghosn inspires the
employees to improve their performance and to help them create greater value.

In Mr. Ghosn case, he has the opposite approach; he encourages his initiative, and he is
interested in discussing their assistant’s ideas (Hellriegel, Slocum, & Jackson, 2008). Moreover,
there are several advantages associated with his leadership style, as it provides great motivation
for Ghosn to maximize the using of mental human resources for his subordinates that he has in
the both companies. These advantages rely on the fact that Ghosn in this case is able to make
effective decisions by discuss many ideas with other stakeholders. The participative leadership
style here is quite the opposite of the autocratic style. Consultation and participation of the
group is very important for democratic leaders such as Mr. Ghosn focus on cooperation of his
subordinates.

The CEO of Nissan and Renault is one of the most interesting leaders in the private sector. Carlos
Ghosn has made the proof of important characteristics as a leader. One of the most important
characteristics of Carlos Ghosn is represented by the ability to embrace cultural differences. His
personal background encourages and supports such an approach. He accepts cultural
differences and even includes them in the organizational culture.
“If you find things complicated, it means you haven’t understood them. Simplicity is the basis
of everything.”
― Carlos Ghosn, Shift: Inside Nissan's Historic Revival
“If you don’t perform, you’re not credible. And second, transparency. Even when you’re not
performing well, transparency can help you.”
― Carlos Ghosn, Shift: Inside Nissan's Historic Revival

“The only battles you are certain to lose are the ones you don’t fight.”
― Carlos Ghosn, Shift: Inside Nissan's Historic Revival

His leadership style is based on the following principles:

His time management skills allow him to make the time for mingling within the company and
listening to the teams affected by certain situations in order to be able to build a correct and
informed opinion (CNBC Magazine, 2007). This kind of characteristic from his leadership style is
represented by the fact that he encourages the innovation within his subordinates and
encourages them to take initiative by involving them in the decision making process. According
to a famous says by Mr. Ghosn “We will encourage our employees to make their decisions based
on an existing experience”. With this democratic environment approaches, Ghosn allows the
employees to take better decisions by frequently practicing this activity, and to make decisions
more rapidly, which increases their productivity and efficiency.

"Employees are your most valuable assets. They are the heart and guts of a company. This
doesn't mean that from time to time, you aren't going to do what is good for the company." ~
Carlos Ghosn
"When you want to turn around a company, you want to make sure that the solution is coming
from inside." ~ Carlos Ghosn

"Any job very well done that has been carried out by a person who is fully dedicated is always a
source of inspiration." ~ Carlos Ghosn

Transparency.

By transparency, Ghosn understands that the leader must focus on continuity in the things he
says or does. This is in order to encourage his subordinates to do the same. Through
transparency, every employee under Ghosn management is working to review their
performance by being critical to their achievement which makes them more able to solve their
own problems directly in a simple way. As a result, the activity within the company and the
relationship between departments can be improved.

Relationship between execution and strategy.

The implementation of the strategy is the most important aspect that must be taken into
consideration. Although it is extremely important to develop a suitable strategy for each
company that can be adapted to its departments and activities; if the strategy in case is not
properly applied, it is likely to experience several dysfunctions within the activity of the
company.

An important aspect that must be taken into consideration regarding the company’s strategy is
represented by the human resources involved in its implementation. If the personnel involved in
this activity does not understand the strategy or does not have the skills and abilities that
required, it is possible to lead to certain setbacks.

Communication.

His orientation towards communication aspects reveals the fact that his leadership style
is a participative and democratic one. 

Ghosn relies a great deal on his team, which also supports the assumption that he portrays a
participative leadership style.

"Commitment. This is my favorite word because in some way, people who are committed are
always much more interesting and much more reliable, and much more, I would say, deep than
people who are not." ~ Carlos Ghosn

Democratic :

-He empowered his team to choose the means to achieve targets

-Always welcomes suggestions from subordinates

- Made sure to walk around and listen to all the team members in order to form an overall
opinion.

Charismatic and transformational leadership

Charismatic and transformational leadership style cannot be learned by the leader (Avolio &
Gibbons, 1988). This means that Ghosn was born with the ability to embrace the characteristics
of this leadership style. This ensures that he is close to his subordinates and they feel that they
can easily approach him. With this kind atmosphere, Ghosn encourages a relaxed environment
within the company that favors communication. In other words, this leadership style inspires
employees to follow Ghosn’s example, and does not coerce them like in the case of the
autocratic leadership style.

Laissez- faire Leadership

Let his colleagues to get on with their work but monitored them closely

“You have to adapt your strategy to fit your circumstances “.

He is culturally sensitive and knows to adapt to different situations

He understood that he cannot apply the same business mentality and operation in Brazil as he
would in France.

Cross functional teams are a key to his method. “When you are in a company that does not work
cross functionally, everyone feels satisfied with his own performance and assumes that bad
results are someone else’s fault”

Leaders are not born, they are developed by other leaders

He believes that every CEO has a responsibility to create the leaders of tomorrow by identifying
potential competent individuals who are ambitious , and thus sending them to challenging
places where their work is difficult , risky but very promising.

He wants to shape the leader through letting him or her deal with adversity or challenges , to
take responsibility and not by “giving them books to read or by having them follow some
training courses”.

Carlos used 3 universal principles:

 1- Transparency: “ as a leader the things you say and do should be the same “.
2- Execution is 90% of the job, 10% is strategy
3- Communication is key

In conclusion, Carlos Ghosn is one of the most successful leaders not just in my opinion but also
worldwide. As a remarkable leader he combines between different styles of strategies, his way
in motivating the employees and encouraging them to follow his path has an enormous impact
for them and for the company. Although his strategies may not be suitable to all the companies,
still it can be applied along with the leader control to achieve the goals of the company. His
interesting approach to leadership and the results he obtained through his companies have
determined specialists in the field to analyze his behavior. He believed that a great leader must
make sure that the employees know how much they have achieved to the goals.

"The role of leadership is to transform the complex situation into small pieces and prioritize
them." ~ Carlos Ghosn