TED Talks often get 100 or more comments — a mixed bag of kudos, critiques and questions. Looking back on the year, here are a few comments that wowed us.

Our speakers want to hear from you! If something in the talk was unclear or you’re wondering where the research will go next, don’t be shy – ask about it. Many speakers check their talk pages routinely, so it’s the perfect place to seek answers and updates.

Here, commenter Adel Alsuhaimion asks a question of Amy Cuddy about her talk “Your body language shapes who you are”:

“Well presented topic & very useful tools. Thank you.

You’re absolutely right, Amy, that body language can and will change the outcome of many situations where face-to-face contact is the case.

I wonder if the same conclusions can be generalized to present time visual/audio communications via laptops and or iPhones? Would body language effect still prevail or contract due to limited viewing through the 4″X6″ tiny screens?

Just curious!”

Read Cuddy’s response »

Commenter Karim Nasser addresses a question to Max Little about :A test for Parkinson’s with a phone call”:

“This is truly amazing, I don’t know much about PD and I wonder, does early detection help treat the disease?”

Read Little’s response »

Commenter Michael Bois on Margaret Heffernan’s talk “Dare to disagree “:

“I notice that some comments suggest it’s difficult to develop such an organisational culture. If you’re part of this school of thought it is possible that you are either the fearful employee or the unchallengeable leader. World class businesses – and people for that matter – are seekers of truth. We don’t mind if you ruffle our feathers provided your aim is to find the best solution.

That said, this can be dangerous ground for many organisations. If you hope to foster a culture of ‘disagreement’ it’s important to provide a structure for disagreements to be raised and managed. This will differ of course from one business to the next.

While the notion is undeniably beneficial, can anyone provide examples of its effective (or ineffective) implementation? How was the culture taught and to what demographic? What resources were required to facilitate disagreements? What happened if disagreements got out of hand? How were boundaries set to manage interpersonal relationships and boss vs employee expectations? If there are any texts or journals on this topic please post a link as a reply.”

Read Heffernan’s response »