The Accountability Paradox

●       Retain the services of an outside PR and digital marketing agency

●       Promote the book through Blue Beyond Consulting’s Out of the Blue bimonthly newsletter to clients, friends of the firm and opt-in subscribers

●       Amplify our efforts through consistent and helpful social promotion on LinkedIn

●       Pitch and secure an exclusive interview with a business publication to formally announce the book before it is released to the public

●       Seek inclusion of the book among local and national book listicles

●       Leverage social and digital ads to promote the book across all mediums, sending people directly to where they can purchase the book

●       Build a digital presence for the book (website, dedicated e-blast, etc.)

●       Identify and secure opportunities with podcasts in the HR, business, culture and entrepreneurship verticals

●       Embark on a nationwide book tour with signings at local bookstores and other locations

●       Host webinars and online book study groups with Cheryl

●       Create a book marketing team of friends, work colleagues and other supporters who are active on social media and want to help evangelize the book on social and digital platforms

●       Embark on influencer/affiliate program and Amazon advertising campaign

●       Potentially promote the book at the transformative CEO summit in March

●       As a centerpiece of our consulting approach, we will promote Deep Trust and High Expectations along with the book throughout our client touchpoints, including leadership and management development, culture transformation, employee surveys, employee communications, high-performance team building, etc.

●       Build bulk sales of book into our consulting work ty from Anderson University and completed her PhD coursework in Philosophy and Religion at Claremont Graduate School. reveals how to build a Deep Trust and High Expectations culture that will foster authentic accountability and intrinsic motivation at every level of the organization, simultaneously strengthening employee engagement and business performance. 

Leaders often say they need more accountability in their organizations. The challenge is how to develop accountability at scale while simultaneously addressing the many needs of your workforce – especially in a VUCA world of rollercoaster markets, talent wars, and new norms about where and how people work.  

In The Accountability Paradox, workplace culture expert Cheryl Fields Tyler demonstrates that cultivating Deep Trust and High Expectations is the key to sustainably unleash potential, agility, and business results — in a way that is intrinsically motivating and deeply fulfilling for its people.

In this must-read book for any CEO, senior leader, people manager, or aspiring leader striving to build, strengthen and sustain a high-performing organization, you will learn:

• What we mean by the Deep Trust and High Expectations™ approach and why it’s so important to have both “deep trust” and “high expectations” working together
• What it takes to build a Deep Trust and High Expectations culture, including how to:

1. Ensure you have a truly unifying purpose and actionable values for your organization
2. Assess your current culture and define what you need to change
3. Ensure your desired culture aims are woven throughout the employee experience
4. Equip leaders and managers to build an inclusive culture that unleashes the potential of your business and your people

Filled with practical recommendations and “show-me-how” examples, The Accountability Paradox reveals how to build a Deep Trust and High Expectations culture that will foster authentic accountability and intrinsic motivation at every level of the organization, simultaneously strengthening employee engagement and business performance.