When I was incharge of a change program at the top management level, I was pushing the program with the benefit for the organization. Then my CDO (chief delivery officer) advised me think deeply about what they would get of the change program. That changed the momentum of the program.
identify few champions at each level (CXO, top management, developers, your peers and so on)
identify what is in it for them. The incentive is different at different level. Ex: For CXOs it could be stability and confidence; for developers it could be saving in time and so on.
start small and go for low-hanging fruits to build momentum. Depending on the competency of the team, you could start anywhere from version control to automated deployment. Show benefits for them. Build on that momentum.
Truman said, "you can get anything done, if you don't care who gets the credit". Give these champions lot of credit. Shine the light on them. Nobody should see you. Find ways to show these champions as success. Let their peers envy them. Then these champions will take it upon themselves to take the program forward. Their peers will embrace. After certain point, you don't have to do anything. Everybody would want to be part of the game.
When I was incharge of a change program at the top management level, I was pushing the program with the benefit for the organization. Then my CDO (chief delivery officer) advised me think deeply about what they would get of the change program. That changed the momentum of the program.
Watch this 3 min video of how to start a movement: ted.com/talks/derek_sivers_how_to_...