Análise das características para a formação de líderes em uma gestão estratégica = Analysis of the characteristics for the formation of leaders in strategic management

A formação de líderes visa suprir a necessidade de pessoas capacitadas, integradas e fiéis ao planejamento e a visão propostas em uma gestão estratégica. O sucesso das organizações deve-se ao capital humano, o que requer investimentos e atenção nesse quesito. A identificação das características inerentes aos líderes foi realizada por meio de questionário online com 100 pessoas de maneira aleatória. Dividiu-se em perguntas específicas para líderes e liderados a fim de analisar os perfis existentes dos atuais líderes e, desejados pelos liderados. As opiniões separadas por gêneros também foram averiguadas. Evidenciou-se, com os resultados, a importância da formação de líderes internos, visto que é essencial o conhecimento e experiência na área que atuam. O desenvolvimento dos funcionários com potencial para futuros líderes atende a essa demanda, pois possuem a experiência na organização e através do investimento em cursos de aperfeiçoamento, aumentará o conhecimento. Salientou-se a conscientização dos líderes atuais para formarem esses novos líderes, principalmente analisando o perfil, direcionando-os e motivando-os. O fato de o líder ser firme e seguro em suas decisões destacou-se entre os liderados, dado que por meio dessa característica, a integridade, responsabilidade e confiabilidade são geradas, as quais foram as mais elencadas na pesquisa. As maiores diferenças entre gêneros foram as líderes mulheres se declararem mais atenciosas com seus liderados, responsáveis e íntegras, enquanto os líderes homens classificaram-se mais inovadores. As lideradas mulheres consideraram mais o líder responsável e que cuida da equipe enquanto os liderados homens valorizaram mais o fato do líder ser imparcial. = The leadership training is designed to fill the need for skilled people, integrated and faithful to the planning and the vision proposed in strategic management. The success of organizations is due to the human capital, which requires investment and attention in this regard. The identification of characteristics of the leaders was performed by online survey of 100 people randomly. Divided into specific questions for leaders and led to analyze the existing profiles of the current leaders and the led desired. Opinions separated by gender were also investigated. It was evident, with the results, the importance of training of internal leaders, as it is key knowledge and experience in acting. The development of employees with potential for future leaders meets this demand because they have the experience in the organization and by investing in training courses, increase knowledge. He stressed the awareness of the current leaders to form these new leaders, mainly analyzing the profile, directing them and motivating them. The fact that the leader be firm and secure in their decisions stood out among the team members, because through this feature, integrity, responsibility and reliability are generated, which were the most listed in the survey. The biggest differences between genders were women leaders declare more thoughtful with their subordinates, responsible and integrity, while men ranked leaders become more innovative. Led the women considered most responsible leader and that takes care team while the men led most appreciated the fact that the leader be impartial

Implementation of a Brazilian Cardioprotective Nutritional (BALANCE) Program for improvement on quality of diet and secondary prevention of cardiovascular events: A randomized, multicenter trial

Background: Appropriate dietary recommendations represent a key part of secondary prevention in cardiovascular disease (CVD). We evaluated the effectiveness of the implementation of a nutritional program on quality of diet, cardiovascular events, and death in patients with established CVD. Methods: In this open-label, multicenter trial conducted in 35 sites in Brazil, we randomly assigned (1:1) patients aged 45 years or older to receive either the BALANCE Program (experimental group) or conventional nutrition advice (control group). The BALANCE Program included a unique nutritional education strategy to implement recommendations from guidelines, adapted to the use of affordable and regional foods. Adherence to diet was evaluated by the modified Alternative Healthy Eating Index. The primary end point was a composite of all-cause mortality, cardiovascular death, cardiac arrest, myocardial infarction, stroke, myocardial revascularization, amputation, or hospitalization for unstable angina. Secondary end points included biochemical and anthropometric data, and blood pressure levels. Results: From March 5, 2013, to Abril 7, 2015, a total of 2534 eligible patients were randomly assigned to either the BALANCE Program group (n = 1,266) or the control group (n = 1,268) and were followed up for a median of 3.5 years. In total, 235 (9.3%) participants had been lost to follow-up. After 3 years of follow-up, mean modified Alternative Healthy Eating Index (scale 0-70) was only slightly higher in the BALANCE group versus the control group (26.2 ± 8.4 vs 24.7 ± 8.6, P <.01), mainly due to a 0.5-serving/d greater intake of fruits and of vegetables in the BALANCE group. Primary end point events occurred in 236 participants (18.8%) in the BALANCE group and in 207 participants (16.4%) in the control group (hazard ratio, 1.15; 95% CI 0.95-1.38; P =.15). Secondary end points did not differ between groups after follow-up. Conclusions: The BALANCE Program only slightly improved adherence to a healthy diet in patients with established CVD and had no significant effect on the incidence of cardiovascular events or death. © 2019 The Author