Coaching and Consulting

Real change rarely happens without conflict, ambiguity, roadblocks and confusion. Yet there are times of clarity and progress that motivate and sustain the work. We support your organization in key ways:

Leadership Coaching. The change process for diversity and inclusion is similar to how a manufacturing company thinks about safety. It needs constant attention and integration into daily thought processes, leadership behavior and action, and organizational practices and policies. In support of these efforts, our coaching services can take many different forms:

  • Individual Executive Coaching. Leaders can rely on our experience and ad-hoc coaching when their efforts to change ingrained cultural behaviors are greeted with skepticism, cynicism or even fear.
  • Team Coaching. We coach executive teams, work groups, diversity councils and employee resource groups using groundbreaking strategies and actions. It can happen face-to-face, over the phone or via web conferencing.
  • Peer Coaching. We can establish peer-coaching networks in which leaders and team members learn to coach one another and support the application of new skills and behaviors.

Best Practices Consultation. We can set up web-supported alliances of leaders from different companies. With the assistance of an experienced consultant, members share successes, obstacles and challenges – an invaluable antidote to leaders' feelings of isolation and non-support.

Strategic Consultation. We design and facilitate strategy meetings for change teams, diversity councils and executive groups. These sessions can help define and implement planning strategies or overcome longstanding roadblocks and may include:

  • Executive team culture-change consultation
  • Development of communication plans and strategies
  • Leadership team strategy and action-step sessions

Leadership Development. White Men as Full Diversity Partners can deliver customized, interactive, experiential learning sessions built around your needs. Aimed at developing leadership, managerial and supervisory skills, these sessions can run from a few hours to several days. Session topics include:

  • Initiating and sustaining difficult conversations
  • Resolving cross-cultural work conflicts
  • Building cultural competence as leaders
  • Providing constructive feedback across difference
  • Men and women working together as colleagues
  • Managing paradox effectively
  • Managing difficult diversity and inclusion work scenarios

View company founders as they offer insight into leadership challenges and successes. 

  • Call 503-281-5585 to explore the solutions you need.
  • Or fill out the Contact form.
Inspiring Courageous Leaders

This work helped us at Shell get enough critical mass among white males who are willing to be active and visible change agents on diversity matters. I would heartily recommend it.

Executive

Shell Oil

What's New
  • Save the Date: Women of Different Tribes Caucus

    We've set the date for the 2012 offering of the Women of Different Tribe's Caucus. At the Caucus, you will gain new awareness, build skills to forge meaningful cross-cultural partnership and create a Leader's Action Plan to help apply learning. Mark your calendars for September 24-27, 2012. More information will follow. Download a Caucus flyer.

  • Bill Proudman to present at DRI's Diversity for Success Seminar

    Advancing Diversity: The Critical Role of Non-Diverse, White Male Partners
    Bill Proudman, cofounder of White Men as Full Diversity Partnerswill discuss the importance of diversity, the reasons why non-diverse attorneys need to be onboard and engaged in diversity initiatives, and how these joint efforts not only promote diversity but also the bottom line. Learn more about this seminar sponsored by DRI: The Voice of the Defense Bar.

  • A Leader's Investment

    "It's never easy to give up the better part of a work week, but this event is well worth it. More than any other training or discussions I have previously participated in, I left this event with a deeper personal understanding of diversity and inclusion issues on both an intellectual and emotional level. More importantly, I left with an improved understanding of how I can be a better leader in a diverse environment. I recommend this for all senior leaders. If you choose to attend, bring an open mind and a willingness to fully participate."

    Ted D. Crandall, Senior Vice President & CFO for Rockwell Automation

  • Diversity Matters: You Are Kidding Right?

    This article was published in the March 2009 Linkage Leader eNewsletter - a free, monthly eNewsletter that offers industry leaders' viewpoints, best practices, and relevant information. "The response to the suggestion to create a white men's affinity group is often some laughter, a rolling of the eyes accompanied by a statement like, "What the heck do the white guys need a network for, when everyday at work is already a white men's group?..." Read full article

  • Questions for Leaders

    Michael Welp: How does the lens of white male culture affect recruitment?

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    WMFDP founders on the bottom-line benefits of full diversity partnerships.