喵咪天才
现任TED掌门人克里斯·安德森说：“一次演讲令人惊奇的地方在于，你可以用几分钟的时间启发人们的思想。这几分钟能把人从观众转变为参与者。关键词是‘灵感’，它更像火花、催化剂，让你参与到比自己更伟大的事情中去。”下面我为大家整理TED最受欢迎的演讲稿， 希望能帮到你。
10个TED最受欢迎的的演讲稿
N0.1 我和丹尼有个约定
还记得之前调戏网络骗子的小哥儿吗?这次他又和一封让普通人头疼到不行的网络营销邮件干上了。不得不说，大写的服!
这个结果发出来后，大家留言说难以置信，其实也很好理解：1.老外喜欢玩儿，这个演讲可以算作TED舞台上最有趣的演讲了;2.这个演讲给了很多人一种在平淡、无聊甚至困难中寻找生活乐趣的鼓舞。然而对于我们中国人来说，这不就是所谓的“革命乐观主义精神”么，早习惯了……
N0.2拖延症的爱与罚
你中枪了吗?拖延症有两种：有截止日期的工作任务和没截止日期的决策与梦想，对于前者也许可以通过临时抱佛脚及时完成，而后者，不提早拼尽全力去追求就不会有任何进展。
及时行乐?还是先做重要的事吧。
N0.3 如何成为一个好的交谈者
十个要点使你成为好的交谈者：
1.一心一意; 2.放下己见 ;3.开放式问题 ;4.让观念流动; 5.谨言;6.别拿自己和别人比较; 7不要重复自己;8.忘掉细节;9.为理解倾听;10.对他人保持兴趣，always be prepared to be amazed !
N0.4 坏习惯是不能“戒”的
不论是肥胖还是烟瘾，都是通过触发、行为、奖励这个简单学习过程养成的习惯。
想要改掉坏习惯，最好的方式就是变得好奇——每次吸烟、暴食的时候稍稍停下思考一下这些行为给自己带来的变化，意义在哪儿，渐渐学会体验放下它的快乐。
N0.5 适度拖延能激发创新
拖延症和创新性之间的联系是什么?作为一个“提前拖延症”患者，讲者通过自身经历和研究发现拖延能经常带来创新，有时耐心钻研和质疑现状比快速成为第一名更重要。
N0.6 你能看出孩子说谎吗
你小时候撒过谎吗?这可能是一道送分题，但你可能不知道，撒谎是一个人成长过程中的典型阶段，能帮助培养一个孩子未来的社交能力。而且研究表明，基本上没有人能轻易看出孩子是否在撒谎。
N0.7 女孩 我希望你更有勇气
这个社会对女孩儿的教育是追求完美，这种教育让她们背负了沉重的心理压力，让她们不敢尝试、太过害怕失败。
现在是时候，告诉你身边的每个女孩儿：你不必完美，也请习惯不完美。这个世界会因此不同!
N0.8 你究竟是谁
我们每个人都和其他人一样，有和任何人都不一样。
人格心理学中最有影响力的方法叫做特质理论，它用5个正态分布的维度判定你，这5个维度描述了被广泛认同的人与人之间不同的5个方面。你是哪一种人呢?
N0.9 为什么你总觉得自己是对的
我们坚信自己眼中的世界，已经是它的真实面目。
对于我们读过或看过的东西，别人也会自然而然地以相同的方式理解它……我们只会如此这般觉得自己“对”——然而，渐渐远离世界本来的样子。那么，你真正渴望什么?
N0.10 请对自己说 我可以
“北大四成新生认为活着没有意义”、“30%北大学生厌学，只因得了空心病”……关于现代年轻人虚无主义的文章流传甚广。
人生到了一个阶段，有时我们会感觉生活很迷茫、无聊……可是总会有一天我们能看清生活的样子，了解自己想要的，抓住能抓住的，释然错过了的。带着“我可以”的心态去听珊达·瑞姆斯的演讲，让生活变得充实吧!
尘世任我行
TED英语演讲稿优秀范文五篇
演讲稿具有逻辑严密，态度明确，观点鲜明的.特点。在不断进步的社会中，接触并使用演讲稿的人越来越多，大家知道演讲稿的格式吗？以下是我为大家收集的TED英语演讲稿优秀范文五篇，希望对大家有所帮助。
In 20x — not so long ago — a professor who was then at Columbia University took that case and made it [Howard] Roizen. And he gave the case out, both of them, to two groups of students. He changed exactly one word: "Heidi" to "Howard." But that one word made a really big difference. He then surveyed the students, and the good news was the students, both men and women, thought Heidi and Howard were equally competent, and that's good.The bad news was that everyone liked Howard. He's a great guy. You want to work for him. You want to spend the day fishing with him. But Heidi? Not so sure. She's a little out for herself. She's a little political.You're not sure you'd want to work for her. This is the complication. We have to tell our daughters and our colleagues, we have to tell ourselves to believe we got the A, to reach for the promotion, to sit at the table, and we have to do it in a world where, for them, there are sacrifices they will make for that, even though for their brothers, there are not. The saddest thing about all of this is that it's really hard to remember this. And I'm about to tell a story which is truly embarrassing for me, but I think important.
Why does this matter? Boy, it matters a lot. Because no one gets to the corner office by sitting on the side, not at the table, and no one gets the promotion if they don't think they deserve their success, or they don't even understand their own success.I wish the answer were easy. I wish I could go tell all the young women I work for, these fabulous women,"Believe in yourself and negotiate for yourself. Own your own success." I wish I could tell that to my daughter. But it's not that simple. Because what the data shows, above all else, is one thing, which is that success and likeability are positively correlated for men and negatively correlated for women. And everyone's nodding, because we all know this to be true.There's a really good study that shows this really well. There's a famous Harvard Business School studyon a woman named Heidi Roizen. And she's an operator in a company in Silicon Valley, and she uses her contacts to become a very successful venture capitalist.
I gave this talk at Facebook not so long ago to about 100 employees, and a couple hours later, there was a young woman who works there sitting outside my little desk, and she wanted to talk to me. I said, okay, and she sat down, and we talked. And she said, "I learned something today. I learned that I need to keep my hand up." "What do you mean?"She said, "You're giving this talk, and you said you would take two more questions. I had my hand up with many other people, and you took two more questions. I put my hand down, and I noticed all the women did the same, and then you took more questions, only from the men." And I thought to myself,"Wow, if it's me — who cares about this, obviously — giving this talk — and during this talk.
I can't even notice that the men's hands are still raised, and the women's hands are still raised, how good are we as managers of our companies and our organizations at seeing that the men are reaching for opportunitiesmore than women?" We've got to get women to sit at the table.Message number two: Make your partner a real partner. I've become convinced that we've made more progress in the workforce than we have in the home. The data shows this very clearly. If a woman and a man work full-time and have a child, the woman does twice the amount of housework the man does, and the woman does three times the amount of childcare the man does. So she's got three jobs or two jobs, and he's got one. Who do you think drops out when someone needs to be home more? The causes of this are really complicated, and I don't have time to go into them. And I don't think Sunday football-watching and general laziness is the cause.
The problem with these stories is that they show what the data shows: women systematically underestimate their own abilities. If you test men and women, and you ask them questions on totally objective criteria like GPAs, men get it wrong slightly high, and women get it wrong slightly low. Women do not negotiate for themselves in the workforce. A study in the last two years of people entering the workforce out of college showed that 57 percent of boys entering, or men, I guess, are negotiating their first salary, and only seven percent of women. And most importantly, men attribute their success to themselves, and women attribute it to other external factors. If you ask men why they did a good job,they'll say, "I'm awesome. Obviously. Why are you even asking?" If you ask women why they did a good job, what they'll say is someone helped them, they got lucky, they worked really hard.
