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Lesson #2: Desire to Make More of Yourself
“Although in skating you compete with other people, anyone who achieves a certain level of success is first and foremost competing against themselves,” says Wang. “And for me the idea that I could always do better, learn more, learn faster, is something that came from skating. But I carried that with me for the rest of my life.”

Jeff Skoll: Doing Good Business
Jeff Skoll achieved notoriety as the first president and second full-time employee of the internet auction company, eBay. He became a man with a mission after getting a wakeup call at the age of 14 when his father discovered he had cancer. His father's main regret was that he had not done everything he wanted to with his life.

Other global recognition Related Articles

You Can't Quit; You're Too Valuable
When employees do an outstanding job, the least they deserve is recognition. You wouldn’t expect a marriage to last very long without terms of endearment. Why should management think employees on the job function without respect and recognition?
Opportunity as Recognition
In Make Their Day! Employee Recognition That Works, Cindy Ventrice outlines the four elements of recognition. The least understood element is Opportunity. This article explains why opportunity is an important part of the recognition equation.
Leadership and Employee Recognition
Whether you are the head of a large organization or the leader of a small team, you have a critical role in employee recognition. If you were thinking that recognition was someone else's responsibility, you need to read this article.
Letters to the Editors: How to sell your expertise to magazine and newspaper editors
You're an expert, so get the recognition you deserve. Learn how to approach magazines to sell your articles. The recognition this kind of exposure can bring you is well worth the effort.
Why the Oil Roller Coaster is Over!
Oil in the global economy has become more of an indicator for the global economy’s health, where in the past rising oil prices was a bad thing, because it beat up the best consumer in the world. (U.S.A.) The correlation is evolving in the global economy and both stocks and oil may continue to rise together.

Leveraging the Power of Large, Well-known Companies to Grow Your Small Business
High-profile companies have the power of recognition and credibility. Discover the secrets (and benefits) of leveraging their recognition and credibility to grow your small business.
Global Citizenship in the 21st Century
A perspective from a young person about global citizenship and how it will affect leadership at a global level. Having in mind that many entrepreneurs are coming together locally to build global products/businesses, it's important to understand where the world is moving.

Pathways and Pitfalls to Giving Personal Recognition and Appreciation
Whether or not your team or organization develops a healthy recognition and appreciation culture depends to a large extent on the personal example you set. If you manage-by-exception or Gap-Zap people, most others will follow your lead. Energy and morale will be low. In this uncaring environment, recognition programs will be contrived and out of place. They won't work for long.

Personal Recognition and Appreciation is an Inside Job
Like improvement efforts, effective reward and recognition is an integrated process, not a bolt-on program. Since you can't make your team or organization into something different than you, it has to start with you. Whose needs are your recognition and reward systems designed to serve? What are the goals? Are they to manipulate, control, and "motivate?" Or do they build an atmosphere of helpfulness, appreciation, and high energy? How do you know? As with beauty, quality, or customer service, reward and recognition are in the eyes of the beholder.

Recognition Do's and Don'ts to Inspire and Energize
Like improvement efforts, effective reward and recognition is an integrated process, not a bolt-on program. Since you can't make your team or organization into something different than you, it has to start with you. Whose needs are your recognition and reward systems designed to serve? What are the goals? Are they to manipulate, control, and "motivate?" Or do they build an atmosphere of helpfulness, appreciation, and high energy? How do you know? As with beauty, quality, or customer service, reward and recognition are in the eyes of the beholder.

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