嫉妒有益事业？

    由于成功通常都依赖竞争环境下人们的表现，马克曼说，这种思考方式不仅对运动员有价值，显然对企业界也管用。他说：“有两种运用方式。第一种，研究竞争对手公司的成功之处，有助于在公司内部形成激励，成就新目标。第二种，当公司员工关注自身职业生涯中尚未取得的成就时，也会推动他们在公司里往上走。”

    但并不是所有人都认同，运用运动员追求卓越的标准真的能给企业带来莫大好处。领导力和培训发展公司费而思（Fierce, Inc.）的总裁兼首席执行官哈利•布克就见过公司经理让团队成员相互竞争来提高公司利润时遭遇的失败。“它会损害员工关系，降低归属感，而且还会遏制创新。”

    固然，关于如何培训积极的思维方式、重新看待竞争落败这个问题还有很多话要讲，效果可能也取决于环境，但成功的关键在于一个人对（内部和外部）竞争对手作何反应。

    Since success is often dependent on how people work in competitive environments, Markman says that this sort of thinking has value beyond athletics and certainly in the business world. "There are two ways to apply it. First, looking at the successes of rival companies can help galvanize motivation within a company to achieve a new goal. Second, when individuals within a company focus on what they have not yet achieved in their careers, it spurs them to want to move upward through the organization," he says.

    Not everyone agrees that using an athlete's standard of excellence is really the best solution for companies, though. Halley Bock, president and CEO of Fierce, Inc., a leadership and training development company, has seen the failures when managers pit teams of employees against one another to improve the company's bottom line. "It harms employee relations, it lowers engagement, and it stifles innovation," she says.

    Still, there is something to be said for training the mind to rethink competitive losses, and although the results may vary based on the environment, success hinges on how a person responds to his or her rivals (the internal and external).