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This article aims to help employers support women as they pursue their goals and dreams by changing organizational dynamics that prevent progress. There are steps that one can take to balance cross-gender relationships and improve the cultural context in which employees interact. These steps will get organizations headed in the right direction—and faster, while getting them farther, than preaching change by itself. Unfortunately, when an organization decides that it needs to change something like its gender relationships, employees typically have no idea what to do other than talk about the fact that they are being told to change. The following steps can mitigate the pain associated with change by focusing on objectives while letting employees lead the conversation about what needs fixing to achieve them: 1) start at the end and visualize the story you want tomorrow’s organization to tell, 2) set a release date for your new story, 3) build a plan backward, 4) create a pilot team of change agents, 5) create new habits one at a time, 6) measure the right things, and 7) celebrate objectives and reward the right behaviours. Ultimately, firms should not assume their employees will reject change no matter how it is positioned. More often than you might think, an organization’s people really just don’t know what change could or should be.