Many leaders of digital transformation programs start with a flurry of exciting ideas, boundless energy and the promise of a new world – only to slink away before the job is (or even looks) done.

The truth is that leadership failures on digital transformation programs are rarely a one-sided affair. It is unlikely that someone deliberately sets out to do a poor job or that an organisation sets out to see that they do. However, leadership of transforming organisations, whether you are an internal or external resource, is often doomed to fail before it starts.

So instead of leaving before the fruits of your labour are realised, here are three tips to improve your chances of success as a transformation leader:

1. Insist on governance frameworks that empower your leadership (if not, walk away)

Many organisations that rely on hierarchical decision-making with risk averse cultures are simply not ready for digital transformation.

As a transformation leader, you will likely have significant experience in establishing or working with a variety of governance frameworks. Whether you are an internal leader or external consultant, insist on the opportunity to review existing governance frameworks or lead the creation of new frameworks. Challenges in misaligned governance frameworks will manifest as trust issues during the program.

If the organisation is unwilling to share or adjust, walk away – there is no point accepting a role that is doomed to fail (and most likely take your wellbeing and reputation with it).

2. Build relationships with key influencers and partners

Transformation leaders often think that ‘managing up or out’ creates security and autonomy when it does the exact opposite.

There should only be one narrative and truth on digital transformation program – what is real. That singular truth comes from establishing genuine relationships across the program including partners. Failing to create an environment with transparent communication and aligned vision because you feel that organisational leadership is supportive of your personally is a surefire way to communicate the wrong messages and erode trust.

Treat your stakeholders, team and partners equally and with genuine respect and you will all be singing from the same hymn sheet.

3. Let Others Communicate Regular Wins

Nobody likes the “glory hog” and there is no better way to lose trust than to shamelessly live in the limelight.

The reality is that whilst being a transformation leader is a challenging role, much of the day-to-day grinding is performed by your team and partners. It is even likely that your stakeholders will often feel that they are contributing considerably to the outputs you are creating. Every achievement, regardless of the scale, presents you as the transformation leader with a golden opportunity: get out of the way and let the sun shine for others.

Reflect privately and with surety, there are no circumstances where a transformation leader needs to take credit.