- Helping C-Suite and Senior Leaders Become Inclusive Leaders -

The DEI Executive Coaching program is tailored to each leader’s unique needs and will:

• Establish a baseline/benchmark to “meet leaders where they’re at” on the DEI (Diversity, Equity, & Inclusion) continuum and identify a learning path forward for coaching.

• Acknowledge and complement any DEI training leaders may have completed in the past.

• Help leaders understand “how we got here” (historical and industry-relevant knowledge base regarding DEI) and “what is different this time” (what is driving the focus and urgency on DEI today).

• Ground leaders in relevant vocabulary, concepts, and terms essential to DEI success.

• Identify and address any conscious or unconscious biases, stereotypes, or limiting beliefs regarding diverse populations leaders serve.

• Seek to identify an emotional connection for each leader to invest time in a personal commitment to improve DEI/racial equity self-awareness, to take proactive action, and to authentically model change in the organization’s culture.

• Be comprehensive in its discussion of under-represented groups (women, Black, Hispanic, Asian, LGBT, disabled, etc. as well as sub-groups within each of those entities and dynamics between these groups.)

• Create an invaluable private forum and “brave space” for leaders to ask questions, challenge assumptions, share personal experiences, confront resistance, and address any dissonance with embarking on a long-term DEI commitment and culture change.

• Provide accountability and support in real-life, real-time scenarios as leaders integrate DEI skills and practices and/or as they lead/execute their organization’s formal DEI Plan.

• Establish specific DEI coaching goals and detailed “Desired Behavioral Outcomes” to share with the organization and against which to measure success.

• Provide suggested reading lists (books, articles), videos, and other materials that will complement and accelerate each leader’s unique learning/coaching plan.

• Share relevant best practices and “next practices” from leaders and companies who are successfully navigating the DEI landscape. andscape.

Dan Nance tailors his “White Man Whisperer” story to your leaders’, organization’s, or event’s specific needs, goals, and outcomes:

 The most common organizational objective is to help senior white leaders (male and female) to better understand, respect, connect with, and advocate for Black and other marginalized identities in their workplace and beyond.

 This typically includes helping white leaders understand how they’ve been educated or socialized with cultural blind spots (ignorance of the experiences outside of the majority/white culture in the U.S.).

 Dan uses his unique personal story at the intersection of race, culture, business, and leadership to help leaders better understand how to navigate and close this gap to create more inclusive and equitable workplaces.

 He has deep lived experience, education, and professional expertise (as corporate CEO and as a leader of majority/minority companies) that bridges Black, Hispanic, Asian, foreign immigrant, women, LGBT, disabled, neurodiverse, and other marginalized identities in the workplace.

 Dan believes in “calling people in” to conversations about race and equity vs. “calling people out”. He de-stigmatizes these conversations and invites leaders in with candor, vulnerability and even a healthy dose of humor along the learning journey.

As a past CEO of top advertising firms, Dan loves to flex his creative muscles to create unique, custom DEI experiences that engage and change your leaders.

No doubt that eyes often roll when senior leaders are invited to “DEI trainings” – so let’s create a more vibrant, personal, interactive, and ideally fun experience where your leaders can learn, challenge themselves, confront challenging topics, and walk away engaged to continue learning on their own.

The creative options are open and endless. We’ll meet your leaders wherever they are on the DEI continuum and design an experience to move them forward.

Attending DEI conferences for well over a decade, Dan noticed that the people who most needed to be in those rooms (senior white leaders) were frequently completely absent or sparsely represented.

Dan uses his DEI keynotes and his extensive insights to bring senior white leaders into the room and to bring their beliefs and mindsets to the fore.

He speaks directly to the spoken and unspoken reasons why white leaders do not actively engage in DEI efforts and gives specific, practical insights and strategies on how to maximize their participation and activate their ongoing sponsorship and allyship.

His 20-year career successfully guiding Fortune 500 leaders to prioritize and invest in diverse markets and his insights from years of “backroom conversations” about race and diversity in the corporate arena will provide your audience with insights on how to effectively engage senior leadership and activate them into allyship and action.

Dan’s “sweet spot” in DEI is C-Suite Consulting to help leaders gain traction on new or stalled DEI efforts.

This may include helping senior teams to initiate their first-ever DEI initiative or may require jumping in to accelerate traction and forward motion on efforts that have lagged, stalled, or lost focus or momentum.

Dan digs in to help leaders to identify and address SYSTEMIC ISSUES that impact equity and to create metrics and accountability and transparency as guardrails to ensure that it continually improves.

Smart organizations have moved well beyond racial equity support statements and beyond traditional “diversity training” and they must now show substantive and meaningful progress and change and momentum.

Dan’s extensive CEO experience combined with his lifelong DEI experience helps organizations close the gap between DEI and the C-Suite.

Chief Diversity Officers and Diversity teams have a most challenging and precarious role in creating systemic change to create more equitable cultures.

Despite their best, most intense and effective efforts, DEI support can lag or stall in the C-Suite. And the C-Suite can sometimes discount or deprioritize the urgency of DEI.

Dan utilizes his insights, tools, and experience from his 20+ year career (advising Fortune 500 leaders to prioritize and invest in diverse populations) to complement and amplify the efforts of DEI teams and to bridge this gap to get the C-Suite “unstuck” and moving forward in meaningful action.

His expertise on the spoken and unspoken reasons why senior white leaders fail to embrace DEI helps DEI teams close the gap that often stalls or derails their efforts.