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Every 2016 Prediction for HR Will Be Wrong

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Every year, around this time, people look back at what happened in the past year and ahead to the next. In human resources, it’s no different. Anybody who’s written for public consumption for a couple of years has done it.

This past year, I spent a lot of time listening. Way more time listening than I did writing, for this blog or anywhere else. And as I read through listicles about what 2016 looks like for HR, you should know one thing:

Not a single one of them will come true. 

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Three Quick Observations from HR Tech

This is it. The HR Technology Conference is off and running and, no surprise, I have a few observations about this year’s show so far.

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How To Change A Person’s Mind

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I’ve been thinking about my Facebook news feed lately. Like many of you, I have friends of various political and religious persuasions who make it their life’s work to make you aware of their views on issues.

Some of it is spice of life stuff. Something you might have found interesting, interspersed between pictures of adorable pets, or children, or feet on a beach in some desirable place. For others, it’s a calling and they spend their time either preaching to a handpicked, self-selected choir or trading comments with the chronically argumentative or bored.

These are good people, I think. They want to help educate the world. If that’s what you want to do with your free time, more power to you. But there’s some bad news that you should know before you spend too much time on this endeavor: People don’t want to change their minds.

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It’s Too Late For Us: Why the Fight for Parental Leave in the U.S. Should Continue

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I’m 33. Many people in my age group are having kids and are realizing just how bad family leave policies are in the United States.

Me? I’ve known it my entire professional career.

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Why I Travel for Work #WorkHuman

11393408_10101920296203083_7029247468777681599_oI travel for work. Not as much as some people but a lot more than most people. I’ll spend a month or two on the road per year.

  • I don’t have to travel as much as I do. I choose to travel most of the time.
  • I don’t have to do work that requires me to travel. I could choose to do work that I spend nearly 100 percent of my time at home.
  • I don’t have to speak. I don’t have to go to conferences. Most of the time, I don’t have to go meet clients in person.

So as I travel to Orlando this week to attend Globoforce’s WorkHuman, a neat conceptual HR conference that goes beyond what most user conferences try to achieve, I’m forced to examine why I chose the schedule I follow.

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