Research has shown that women may perform actions such as leading, communicating, or working on a team differently than men perform them. For example, female leaders may have a more inclusive rather than authoritarian style. The American university is an institution designed by men for men. Women are increasingly represented as students and faculty in higher education, but are they able to succeed in this structure? Meyerson and Ely (2003) have provided an approach that could change the "masculine" structure. An examination of the work conducted by a group at Idaho State University as they developed a proposal for funds from the National Science Foundation ADVANCE grant program reveals examples of the theories of women's ways of working, Meyerson and Ely's approach, and how this model could be incorporated into the work conducted by research administrators. This case study examined how this group (six women and one man) worked together, comparing the work to current theories on women's communication and leadership. This knowledge is valuable for research administrators as they work to assist faculty with development of proposals for external funds, work that many faculty are finding is now a requirement of their career in academia. (Contains 1 table.)