I would say there is no better way. I believe 30% of changes in companies may by executed without acceptance and even knowledge of the top executives. What is more, top management initiated changes will be successful only if bottom really implements them. However it is not as easy as it sounds. One Polish poet wrote that “our lords could have a lot, but they do not want to want.” So the success of organizational changes does not depend where it starts, but whether people want it or not. People want many things for certain, they want to have harmonious happy life, have a bit more than their neighbors, they want to be proud of themselves, want to have a sensible job, want to be treated fair, want to be shown what to do, etc. Now, the greatest problem with the changes is to convince people that the changes will help them to achieve all these wants while it looks it is going to be vice-versa. If you come up and say “After we lay off 30% of you, those who stay will have a better life” it does not look like what people want. But if you come and say: “ This company requires a lot of changes, you know this better than I, so we cannot secure anyone the same job you have had so far, but we want to assure you nobody is being to be laid off.” This is what buys people for changing. It also depends on who is speaking. If the one who makes this promise is famous for not keeping the promises, the effect is predictable. So trust is the problem not the place.