为了让自己在演讲的时候不会容易出现空白的状态，都会提前准备演讲稿的，每一篇演讲稿都是需要我们整理好自己的思绪的，将自己的见解表达出来，以下是品读360小编精心为您推荐的英语挑战演讲稿5篇，供大家参考。
英语挑战演讲稿篇1
this afternoon my school held an english-speaking contest in the multi-function classroom. the contest was named "challenging the future"i was present at the contest as an audience.
i learned a lot from their speech. they had different plans for the future. but as they challenged the future, they had something in common,that is, they all made full use of the present. the present is the base of the future.
after the contest, i knew i needed a plan for my future as well. i must grasp my present time to realize my plan. i won't idle away the valuable time any more. i'm determined to study hard and improve myself. i will prepare to challenge my future.
英语挑战演讲稿篇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 ch
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