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                                                                    EXHIBIT 10.6


                               DEAN FOODS COMPANY
                      EXECUTIVE INCENTIVE COMPENSATION PLAN

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PURPOSE:                 To (i) align executive compensation with the long-term
                         interests of our shareholders, (ii) motivate executive
                         management to create sustained shareholder value, and
                         (iii) ensure retention of key executive personnel by
                         ensuring that compensation remains competitive.

PARTICIPANTS:            The executive officers of Dean Foods Company, including
                         the Chief Executive Officer ("CEO"), the Chief
                         Financial Officer, the Chief Administrative Officer and
                         General Counsel and the Senior Vice President -
                         Corporate Development of Dean Foods Company ("Dean
                         Foods"), the President of the Dean Dairy Group, and the
                         President of WhiteWave Foods (the "Participants").

TARGET BONUS:            Each Participant will have a target bonus equal to a
                         specified percentage of his or her base salary that
                         could range from approximately 50% to 150% of his or
                         her base salary, as determined by the Compensation
                         Committee of the Board of Directors of Dean Foods (the
                         "Committee") in its sole discretion (the "Target
                         Bonus"). The amount of the Target Bonus to be paid will
                         range from 0% to 200% of the Target Bonus, depending on
                         the level of achievement of the performance criteria
                         established by the Committee.

CORPORATE PARTICIPANT    Each executive officer of Dean Foods who is a
BONUS CRITERIA:          Participant in the Plan, other than the Presidents of
                         Dean Dairy Group and WhiteWave Foods, (the "Corporate
                         Participants") will be eligible to receive incentive
                         compensation based on Dean Foods' achievement of its
                         (i) adjusted earnings per share target for each
                         calendar year and (ii) targeted growth in adjusted
                         earnings per share over the prior year, in each case as
                         determined each year and as may be modified from time
                         to time by the Committee.

                         EPS TARGET COMPONENT. 40%(1) of a Corporate
                         Participant's Target Bonus will be determined based
                         upon the percentage that Dean Foods' fully diluted
                         earnings per share for the year, before non-recurring
                         items and restructuring charges ("Adjusted EPS") bears
                         to the Adjusted EPS target (the "EPS Target Component")
                         and the payout percentages determined by the Committee.
                         No bonuses will be paid based on the EPS Target
                         Component unless Adjusted EPS exceeds a specified
                         minimum percentage of the Adjusted EPS target,
                         which percentage shall be determined annually
                         by the Committee.

                         EPS GROWTH COMPONENT. 40%(1) of a Corporate
                         Participant's Target Bonus will be determined based on
                         growth in Adjusted EPS over the prior year's Adjusted
                         EPS (the "EPS Component") and the payout percentages
                         determined by the Committee. No bonuses will be paid
                         based on the EPS Growth Component unless the growth in
                         Adjusted EPS equals or exceeds the growth target
                         established by the Committee.
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(1) 50% for CEO


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                         INDIVIDUAL COMPONENT. The remaining 20% of the Target
                         Bonus for each Corporate Participant (other than the
                         CEO) will be determined based on the Individual
                         Component described below.

WHITEWAVE FOODS          80% of the Target Bonus for the President of WhiteWave
CRITERIA:                Foods will be based on the business unit achieving
                         specified targets for (i) net sales, (ii) operating
                         margin and (iii) operating income (before management
                         fees) for the year, as determined annually by the
                         Committee.

                         Performance against the specified targets will be
                         determined by calculating the percentage that actual
                         performance in each category bears to the applicable
                         target and averaging the three percentages (the
                         "Average Performance Percentage") and applying the
                         payout percentages determined by the Committee.

                         The remaining 20% of the Target Bonus for each
                         WhiteWave Participant will be based on the Individual
                         Component described below.

DAIRY GROUP CRITERIA:    40% of the Target Bonus for the President of the Dairy
                         Group (the "Growth Component") will be based on the
                         growth in operating income for the Dairy Group for the
                         year over operating income for the preceding year, as
                         the same may be adjusted by the Compensation Committee
                         (the "Baseline Operating Income"), (i) 40% of his
                         Target Bonus (the "Operating Income Component") will be
                         based on the Dairy Group achieving its annual operating
                         income target as determined annually by the Committee
                         (the "Operating Income Target") and (ii) the remaining
                         20% of his Target Bonus will be based on the Individual
                         Component described below. No portion of the Growth
                         Component of the Target Bonus will be paid unless
                         actual operating income exceeds minimum specified
                         growth over the prior year's Baseline Operating Income
                         as determined annually by the Committee.
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                         Any operating income resulting from acquisitions made
                         during the year (or directly related costs) shall be
                         excluded from the calculation of annual operating
                         income for purposes of both the Growth Component and
                         the Operating Income Component.

INDIVIDUAL COMPONENT:    A portion (20%) of the Target Bonus of each Participant
                         (other than the CEO) will be based on his or her
                         attainment of individual performance objectives
                         established or approved by the Committee and
                         generally relating to (i) promoting and instituting a
                         culture of compliance with the Company's Code of
                         Ethics and other policies, and (ii) the achievement of
                         financial, operating or strategic goals established
                         from time to time, with the balance of the Target Bonus
                         (80%) being determined based on the other components
                         applicable to such Participant. In the event the
                         individual's business unit or company results exceed
                         targets, the individual payout percentage will be
                         increased (but not decreased) by the applicable payout
                         percentage for such company or business unit.

ADJUSTMENT OF TARGETS:   Upon the recommendation of the CEO, the Committee may
                         (but has no obligation to) adjust any of the bonus
                         targets upon the occurrence of extraordinary events or
                         circumstances. Significant acquisitions or dispositions
                         of assets or companies or issuances or repurchases of
                         common stock or other equity interests may, at the
                         Committee's discretion, result in an adjustment to a
                         target.

ELIGIBILITY:             A Participant must be a full time employee as of the
                         date payments under the Plan are made to be eligible to
                         receive a bonus. Bonus payments are typically made
                         within 60 days of the end of the applicable measurement
                         year.

SPECIAL AWARDS:          Upon recommendation of the CEO, the Committee may make
                         special awards to Participants in the Plan in
                         recognition of extraordinary achievement which has
                         created or will create long-term value for Dean Foods
                         and its shareholders. These awards may take the form of
                         restricted stock, stock options or additional cash
                         compensation.
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