關(guān)于挑戰(zhàn)的英文演講稿
人生處處都充滿著挑戰(zhàn)，以下是有關(guān)挑戰(zhàn)的'英語(yǔ)演講稿，供大家參考！
關(guān)于挑戰(zhàn)的英文演講稿【1】
The tempo of modern civilization has been much quickened in the last twenty years. While witnessing the dramatic changes in the better-off society, people begin to reconsider the question of "survival". "Survival" in the old sense does not bother us anymore. Instead, we are more concerned about how to "survive" in the human world full of competition. Competition always carries abreast challenges and opportunities to everyone involved. It might appear in an entrance exam, in a regular class, or in a small public speech.
Those who fail to detect its real nature-whether an opportunity or a challenge a competition really is- will lose something more or less conducive to our growth. Of course, if we take the competition as an opportunity, we will favor it intentionally because they can help us outstand from the average; they will make us become the focus of public attention; they will grant us more chances and rights to succeed.
As a matter of fact, opportunities are supposed to be more perceptible and welcoming than challenges. The truth is, however, we will lose more opportunities when we choose to take the "opportunity" fork at the crossroads. The other fork, ignored by us and defined as "fearful challenges", offers much more chances for the walker in competition. We have such an inclination in life to overestimate ourselves and hold a thoughtless attitude towards the negative outlook of things.
We believe in the old saying, "Opportunity knocks but just once," so we always welcome it and devote all our spirit and efforts to it. The most devout believer of this saying are the graduates. Why? There are quite a number of them who pay full attention to positions in big cities and are willing to flood into developed areas under any circumstances, even though there will be too much uncertainty for their choices. Innumerable cases go straight to the same miserable end: God seems to refuse to help too many of His worshipers.
In conclusion, to define the quality of competition seems to be far from valuable sense, for no matter what a competition is, an opportunity or a challenge, it will create nutritious elements for our growth.
So take a positive look at everything around. Keep our face to the sunshine, and we will not see the shadows.
關(guān)于挑戰(zhàn)的英文演講稿【2】
The two things that you focus on are maintaining what you have now, that's good and growing, all right? What we have now is a pretty good utility. And then, going back to the first question that you ask me, what's the thing that I measure the most? It's that 70% of the people come back to the site everyday and making sure that that remains, not just because we're doing some gimmicky things.
But I mean, if you launch a feature, obviously retention is going to go up. All right, so i mean, retention has been up recently because of the photos. But focusing on things that are sustainable and scalable, so that when we launch more schools or go into the next market or whatever we do, we're going to set ourselves up to have the same success that we've had without hurting our self in the current position. Mark is incredibly good at keeping the bar very high on new hires. When you're quadrupling in size in terms of people, there's always a tendency.
You see it again and again and I know Tom Byers and many of you in the audience always talk about quality of people and maintaining the bar. But in practice, it's really easy to say this person doesn't match up in there, but does match up along so many dimensions. It would take six months to find the right person. And Mark has been extraordinary, as a leader in maintaining a very high bar and at time walking away from people who are receiving outstanding recommendations, but either don't fit from a cultural stand point, or they're not going to scale and they'd the wrong person a year or two from now.
And that is certainly, as an investor and board member an ongoing challenge. How do you deal with that trade-off where you absolutely need an ad sales force, but at the same time, it's one person at a time. You just can't say let's go out and hire five good engineers or five good ad sales people and not have them be great. Because the B+ or A- people, you know it, they'll hire B's and B minuses. And this is a time in the company where you just have to aspire with each hire to get an A or A+ person. And it's easier said than done. I think that is one of the fundamental ongoing challenges.
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