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30, Dec 2020
How to Buy The Most Ergonomic Office Chair

Working in an office typically involves spending a significant amount of time sitting in an office chair – a position which adds stress to the structures in the spine. Therefore,to avoid developing or compounding back problems,it is important to get an office chair that is ergonomic and that supports the lower back and promotes good posture.

What Type of Ergonomic Office Chair is Best?

custom desk chair

There are various kinds of ergonomic chairs available for use at the office. Nobody kind of office chair is necessarily the best,but there are some things which are extremely important to look for in a good ergonomic office chair. These things will permit the individual user to create the seat work well for his or her precise needs.

This guide will examine the traditional office chair,in addition to alternatives which can be used as an office chair which could be preferable for some people with back problems.

What Features Should a Excellent Ergonomic Office Chair Possess?

In first thinking about the”traditional” style of office chair,there are a number of things an ergonomic chair should possess,including:

Seat Height

Office chair seat height should be easily adjustable. A pneumatic adjustment lever is the easiest way to do this. A seat height which ranges from about 16 to 21 inches off the ground should work for most people. This allows the user to have his or her feet flat on the ground,with thighs horizontal and arms with the height of the desk.

All ofthe chairs at Label 180 have adjustable seat heights,making them a perfect choice for men and women that want a striking workspace which protects their spine and back in the long run.

custom office chairs

Seat Width and Depth

The seat should have enough width and thickness to support any user . Usually 17-20 inches wide is your standard. The thickness (from front to back of the chair) needs to be enough so thatthe user can sit with his or her back against the backrest of the ergonomic office chair while leaving approximately 2 to 4 inches between the back of the knees and the seat of the chair. The forward or backward tilt of the chair should be adjustable.

Lumbar Support

Lower back support in an ergonomic chair is quite important. The lumbar spine has an inward curve,and sitting for extended periods without support for this curve tends to result in slouching (which flattens the natural curve) and strains the structures at the lower spine. An ergonomic chair should have a lumbar adjustment (both height and depth) so each user can get the proper fit to encourage the inward curve of the lower spine.

Backrest

The backrest of an ergonomic office chair should be 12 to 19 inches wide. If the backrest is distinct from the chair,it should be adjustable in height and angle. It should be in a position to support the natural curve of the spine,again with particular attention paid to appropriate support of the thoracic area. If the office chair has the seat and backrest together as a single piece,the backrest should be adjustable in forward and rear angles,with a locking mechanism to secure it from moving too far backward once the consumer has determined the appropriate angle.

Seat Material

The material on the office chair seat and rear should have enough padding to be comfortable to sit for extended periods of time. Having a fabric fabric that breathes is preferable to a harder surface.

The Finest Office Chairs For Your Health

custom desk chair

Executive Office Chairs

Premium,tall backed executive chairs are great for men and women that work long hours because they provide full body support. If you decide on an executive chair,make sure it’s fully adjustable to your height.

Task Chairs

Tasks chairs are a terrific ergonomic choice for a desk chair. As a perk,they have a low profile and nice layout. These chairs were created to helpkeep the spine straight and the weight off the shoulders,so that typing speed improved. Contemporary task chairs coax the body into a similar upright posture to reap the same benefits and minimize stress on joints and muscles.

11, Dec 2020
Answer These Three Questions to Determine Your Quality As A Leader

Ever worked for a leader that was so inspirational and gifted,your memories of how he or she took care of the team stay vivid to this day?

Chances are,the reason you still talk about this pioneer from years ago is because of how he or she made you feel.

Renowned poet and civil rights activist Maya Angelou famously quipped,”People will forget what you said,people will forget what you did,but people will never forget how you made them feel.”

3 Questions John Wurzburger Asks To Assess Leadership Skills

Leadership is a matter of the mind and the heart–it’s about relationships and results. So,if you are in a leadership role now or aspiring to one,the journey toward leadership greatness never ends. But it does have a beginning point.

And sometimes the start of the journey requires some tough questions you need to ask yourself to raise your own bar. Can you answer yes to any — and hopefullyall — of these?

1. Are you approachable?

Before you assume you are fit to lead,this is an important question to ask. Because if you are going to lead,you need to be approachable. If you are not,it could hurt your leadership in several ways:

  • Your employees may be less willing to share information for fear of disapproval;
  • your staff members may be disconnected from you; and
  • your staff members will fear taking ownership of their job,and will only look to you for answers.

To be approachable means promoting a culture where feelings of devotion and a sense of purpose are felt among staff.

How to become more approachable:

  • Maintain an open-door coverage;
  • share information;
  • spark upnon-work related conversations;
  • be human and show your sense of humor;
  • participate in volunteer or professional development activities with your employees;
  • be an advocate for your employees when they face challenges–personal or professional.

2. Do you foster an environment where individuals are emotionally secure?

Research on freedom and psychological safety by Amy Edmondson of Harvard suggests that when encouraging leaders foster a culture of safety — meaning employees are free to speak up,experimentation,give feedback,and request help — it leads to better understanding and performance outcomes.

When psychological safety is absent,fear is present. And fear is detrimental to achieving a provider’s full potential. We just can’t be engaged or innovative when we’re afraid. Some subscribe to the notion that fear is a motivator,but what fear does is kill trust — the supreme demotivator.

How to make more psychological safety:

  • Create a bond with employees,and remind them of their value;
  • praise them for their functionality with specific examples for positive reinforcement;
  • keep your people in the loop regarding forthcoming plans and projects,deadlines,and any changes taking place,good or bad;
  • give your employees a sense of security by ensuring that their work and status as employees are on solid ground.

When tough problems arise,address the problem right away by meeting with the staff in person (if physically possible),or send an email to set people’s expectations. Always pull on the side of hope,strength,perseverance,and compassion. Your job as a leader is to do whatever it takes to meet the needs of your people–showing that you value them not only as workers but also as human beings. Lastly,do not leave anybody hanging by heading radio silent.

3. Are you leading with integrity?

John Wurzburger leadership

Let me give it to you straight: Your employees are watching your every move as a leader. If you are acting unprofessional or unethical,they understand. And if they know,you have already lost the battle for respect.

Psychologist and best-selling writer Henry Cloud wrote the book on why ethics matters and sheds great light on the topic. In Integrity: The Courage to Meet the Demands of Reality,Cloud says,”Who a man is will ultimately determine if their brains,abilities,competencies,energy,effort,deal-making skills,and opportunities will succeed.”

So,who are you,really? As you learn and adapt to all aspects of your integrity,you will eventually arrive at a point where it becomes easier to develop confidence,repair a connection following a conflict,listen with empathy,and give critical feedback to build someone up.

How to lead with more ethics:

  • Lead by example,be reliable,be plausible,talk with truth;
  • raise the bar and hold yourself accountable to a higher standard — one in which your followers will want to emulate;
  • follow through on your promises or commitments;
  • do the right thing;
  • be true to yourself rather than be someone you aren’t. By being who you reallyare,you not only trust the judgments and decisions that you make,but others trust you as well. They’ll respect you for standing by your values and beliefs.