I find that it is always dependant on the person at the top; if they want something they will get it using their standard style of management so firstly U need to evaluate that persons individual traits and culture thereafter create a 'reality' [not wish list] type of action plan and move on from there noting that people will only change if they see a personal benefit for themselves so concentrate on benefits noting that people on average are risk takers e.g. sun tanning; we all know the dangers but 99% of us do not care as skin cancer will always happen to the other person and we have other more pressing things to care about

Additionally attempt change by 'do-able' steps

Best of luck

Honesty: Tell them why the change is necessary and the likely outcomes affecting them.
Communicate: as soon as is practicable. Include employee representation at the decision making process wherever possible.
Keep them regularly appraised of the timetable for change and what's happening.
If there are any measuring or monitoring aspects of change implementation, share that information too.