文章中提及的著名演講，可以線上聽以學習好榜樣，例如 Richard Turere、Bill Gates、Sir Ken Robinson、Jill Bolte Taylor、Amy Cuddy、Susan Cain、Ross Lovegrove、Reuben Margolin、Chris Anderson 等等。
十大錯誤值得參考，第一點的 『花太長的時間，去解釋你的演講主題』就常常看到。
(註 1) 原文 Chris Anderson, How to Give a Killer Presentation, Harvard Business Review, Jun 2013.
根據紐約時報的報導 (註 1)，當 Gild 的首席科學家 (chief scientist) Vivienne Ming 由男生變性成女生後，發現性別和種族會影響一個人的判斷和行為
As a woman, Dr. Ming started noticing that people treated her differently. There were small things that seemed innocuous, like men opening the door for her.
There were also troubling things, like the fact that her students asked her fewer questions about math then they had when she was a man, or that she was invited to fewer social events — a baseball game, for instance — by male colleagues and business connections.
Bias often takes forms that people may not recognize. One study that Dr. Ming cites, by researchers at Yale, found that faculty members at research universities described female applicants for a manager position as significantly less competent than male applicants with identical qualifications. Another study, published by the National Bureau of Economic Research, found that people who sent in résumés with “black-sounding” names had a considerably harder time getting called back from employers than did people who sent in résumés showing equal qualifications but with “white-sounding” names.
Everybody can pretty much agree that gender, or how people look, or the sound of a last name, shouldn’t influence hiring decisions. But Dr. Ming takes the idea of meritocracy further. She suggests that shortcuts accepted as a good proxy for talent — like where you went to school or previously worked — can also shortchange talented people and, ultimately, employers. “The traditional markers people use for hiring can be wrong, profoundly wrong,” she said.
