Beringer Tame Blog


On the habits of unsuccessful people, part 2

Richard Branson Tweet

Richard Branson’s new year tweet pictured above has prompted me to return briefly to my uncharacteristically devilish musings on the habits of the unsuccessful.  If you have read part 1, you will know that over the summer I observed an entire publishing and training industry based on studying the habits of the most successful among us and I playfully wondered what we could learn if we were to instead study the un successful.

Continuing this theme, I want to consider how the unsuccessful approach risk.


Risk is an emotive word, definitions are subjective and the word ‘risk’ has different meanings to different people in different contexts.  For example, I fly a powered paraglider which my wife thinks is risky, but my wife events horses which I think is frankly mental.  

In business, risk is equally subjective - risk can be productive and bring reward but it can also be very destructive.  Whilst there can be no progress without risk, too much unmanaged risk will sink a business.  The ability to first measure and then take a risk is a habit all successful business leaders have in common but conversely, it follows that the inability to measure and take risks must be a habit of the unsuccessful.


Looking at the companies Beringer Tame recruit for, I see this played out on a monthly basis.  Hiring and maintaining a great team is tough, really tough and any process involving something as unpredictable as people is inherently risky. 


When it comes to recruitment, the most successful people I work with are; 

  • focussed primarily on talent in the people they hire - a combination of potential, desire and experience.

  • open minded in who they meet and accept an element of risk in their decisions.  

However, on the flip side, the managers unsuccessful in their recruiting efforts are those who;

  • attempt to remove all risk - to be able to point to the CV when things don’t work out and say “ see, it wasn’t my fault”.

  • who will do anything to avoid blame or being associated with failure - so will set very narrow criteria for new hires.

  • obsess over the brands appearing on a CV (the bigger then better) - and most likely only consider meeting a potential hire who has done the very same job for a competitor. 

  • do not see hiring as an opportunity to bring fresh thinking from a different vertical

  • do not give an-up-and-coming junior a chance to go in at the deep end 


My conclusion to part 2 - unsuccessful people don’t take risks when hiring


Other similar articles

Open letter to Pepsico from a Headhunter

Top ten benefits of using a specialist recruiter

Using a great recruiter

Back to News

Twitter @Beringer_Tame

20 May
Hopefully we are beginning to ask 'when' rather than 'if' as the economy begins to twitch back to life. Here is t… https://t.co/F9FNbdNg3g 

13 May
We are ever the optimists and as such it's time for another collection of good news. #ecommercenews  #ecommerce … https://t.co/6Gl6HW4czm 

7 May
We hope that we are beginning to see the light at the end of the tunnel. If you want to be in any sector at the mo… https://t.co/DOYQfGN76Y 

25 March
Here's our list of FREE resources to help you entertain the kids whilst you're working from home - both fun and edu… https://t.co/SP5ii9pWoI 

17 March
Seven digital marketing trends to look out for in 2020 https://t.co/YMmXwmNe3Z  via @thedrum 

Send us your CV

Your CV * Accepted Formats: *.doc,*.docx,*.pdf,*.odt

Browse File

Newsletter signup

Get news and gossip from the e-commerce & digital world

Call me!

Simply leave us a number and we'll call you back.


Cancel