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FULL SHOW NOTES
https://www.microsoftinnovationpodcast.com/683
Danielle Moon shares her journey founding Women in Power, a community that grew from noticing just eight women among 80 professionals at a Microsoft event to a thriving global network of 930+ members in less than a year.
TAKEAWAYS
• Starting with vulnerability and a "just start" mentality rather than waiting for perfect conditions
• Building a community focused on connecting women across geographical boundaries who often experience isolation in their tech teams
• Creating mentoring rings, skill-building opportunities, and networking events worldwide
• Addressing the tendency for women to operate as "lone wolves" rather than leveraging collective strength
• Evolving beyond the Power Platform to emphasize soft skills that remain valuable in an AI-centered world
• Encouraging cross-learning between technical experts and those with relationship-building strengths
• Celebrating small victories while aiming for world domination
Whether you're a Power Platform professional seeking community or someone interested in building more inclusive tech spaces, this conversation offers valuable insights on creating tables where everyone can thrive. How might you apply these community-building principles in your professional sphere?
OTHER RESOURCES:
👉Women in Power (Platform): https://www.linkedin.com/groups/14423833/
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Thanks for listening 🚀 - Mark Smith
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Mark Smith (00:01):
Welcome to the Co-Pilot Show, where I interview
Microsoft staff innovating withAI.
I hope you will find thispodcast educational and inspire
you to do more with this greattechnology.
Now let's get on with the show.
Today's guest is from Austin,texas.
She works at Microsoft as aSenior Specialist for Low-C, low
(00:24):
code.
She is the founder of woman inpower platform.
She is a firm believer incontinuous learning and staying
up to date with the latestadvancements in the power
platform ecosystem.
You can find links to her bioand socials in the show notes
for this episode.
Welcome to the show, Danielle hi, thank you so much for having
me good to have you on and to dothis little podcast after we
(00:45):
met in Vegas in 2024, a weewhile ago.
Time is flying already now.
I'm already considering if I'mgoing to Vegas this year for
that round, as I plan out myyear.
But tell me before we getunderway and understand your
journey and what you've done,particularly in this woman in
power space.
Can you tell me about food,family and fun?
(01:08):
What do they mean to you?
Danielle Moon (01:10):
Okay.
So food is always the placethat I love in the world of like
breaking bread with someone,right, you can be virtually, and
we've all lived this life forso long now it just feels like
it's almost become the norm.
But it's that moment where youactually get to sit down and you
share a space becauseultimately, you're going to
learn even more about the person, right, how did they grow up?
What are the refineries thatthey're going to see within
(01:31):
their lifestyle of eating?
So I just always think it'skind of fun, like you and I we
met over drinks and that to me,is a little bit more exciting
than, oh, another virtualinteraction we get to say our
normal piece or anything.
It just brings everythingtogether.
So, yeah, food, family, family,wise oh that's a good one.
I'm a big family person,Literally.
We have four kids, so it'salways chaotic here as well, as
(01:57):
I have five siblings, so you addthat mix and none of them.
You know we all go big or gohome kind of mentality.
So we either have some thathave had five kids or no kids,
and bringing that all chaostogether is just kind of what
makes life go round.
And then, on the fun side, I'mkind of a big camper with our
family and everything.
We do a lot of road tripping.
(02:18):
Very old school.
Get in the car, you know, go 28days on the road, 6,500 miles.
Our kids have seen every stateexcept for Hawaii and Alaska at
this point in time.
And that was a big thing for usbecause growing up in Texas you
get sometimes a tunnel visionof the world is just Texas and
so we wanted, we wanted them tosee outside of that space and to
(02:39):
recognize so many differentstates.
And now we're going to try andstart doing international after
that.
Mark Smith (02:44):
Nice, yeah, is this the last generation of big
families?
Danielle Moon (02:49):
I think so because the number one thing I
get from everybody is like, howdo you afford this?
And I'm like, oh, you got to becrafty.
You know, we have two kids whowant to play soccer that's a
couple thousand dollars just forfor soccer.
Another one who wants guitarlessons or gymnastics.
It's all of that.
Stuff is very expensive, not tomention just straight groceries
(03:09):
.
We have three boys and a girland our grocery bill.
I am lucky if I can leave thegrocery with less than $400.
Yeah, easily believe that.
Mark Smith (03:20):
Yeah, Crazy right.
Danielle Moon (03:23):
Yes.
Mark Smith (03:24):
No, I come from a family of seven.
Danielle Moon (03:25):
Okay, yeah.
Mark Smith (03:26):
So I know that big, large family experience.
I've only had three, so not oneless.
But I just wonder you know, yousee around the world the
decline in population sizing.
If you look in Japan,particularly China, even now
they're reducing down becausethe world's changing and the big
families are just not thereanymore, right?
Danielle Moon (03:46):
which is unfortunate, because those are
like your built-in besties,right, like you can love and
hate them so much, but that isthe like people who always have
your back, and I think it's justsad.
When I meet, you know, like Ihave a couple friends who are
little singledoms and I'm likehow?
And they're like, yeah, it'sjust me and the parents, like
I'm the third wheel to a marriedcouple yeah, yeah.
Mark Smith (04:09):
I'm like that has got to be interesting yeah, so
so true, tell us about how yougot into Microsoft this is a fun
story.
Danielle Moon (04:16):
So I was in the consulting space and the person
who hired me his name was ChrisSimmons and we just kicked off
right away.
One of those people where I'mlike I think we were separated
at birth.
We like to just rise each other.
We have a lot of fun.
Anyways, we were workingtogether in the partner space
and he called me up and he'slike I got the call, you know,
going to the mothership, and Iwas like I'm so excited.
(04:39):
But, at the same time I'm gonnacry Because you're my ride or
die when it keeps, you know,keeping me sane here.
And he's like just give me sometime and I'll figure it out.
So about a year later I got thecall that said hey, here's
somebody that you shouldprobably talk to very informal,
see if it's a good fit.
And it turned out it was a goodfit and so I was able to get
(04:59):
into the retail consumer goodsportion in the enterprise space,
which has been a whirlwind,because my background is oil and
gas, so going from oil and gasto retail has also been a very
interesting learning experience.
So, but yeah, it was.
It was very much somebody youknow and that's something I
always talk to.
A lot of people is like yournetwork is your strongest asset.
(05:21):
Don't take a backseat to toyour networking and your ability
to know people.
Mark Smith (05:28):
Totally agree Women in Power.
How did this come about?
Tell me what it is first of all.
What is it?
Danielle Moon (05:34):
Well, it's a never-changing event.
So, women in Power I guess theorigin story kind of tells you
what it is.
I was at a Microsoft event wecall FAB Field Advisory Board,
and it's really an amazingtherapy experience where the
field team gets to talk to theproduct team and we get to kind
of say these are our wants andour needs, here's why we need
them.
Mark Smith (05:54):
We get a lot of updates.
Danielle Moon (05:56):
It's an amazing, great time.
This was an in-person event, soI was actually in Redmond, we
went to a couple of days inthere and, anyways, during this
time there's about 70, 80 of us,I think, and at the end of it
we're taking pictures and it'sso exciting because everyone
gets to see each other and weget into this huge picture.
And I said, oh my gosh, let'sget all the women together.
(06:17):
And it went from the 70, 80 tolike eight.
And I was like, oh no, worsethan that that, I will say, is
that I didn't know every singleone, right?
And it's like, okay, there isonly seven or eight of us, I
should be able to pick you outin a crowd and I should at least
know your story, know whatyou're doing in this space.
And so I very much, as mychaotic world works, I said I'm
(06:41):
gonna, I'm gonna start acommunity and we're just gonna
try to actually get to know eachother, network each other,
understand the stories thatwe're trying to write so we can
better support, because I thinkmen do a really great job of
networking and having thoserelationships.
It seems very singular.
Women are very used to being alone wolf.
I've made my space, I've workedreally hard, I've had a claw to
(07:03):
get to this point and we have avery innate need to just prove
ourselves singular.
And I was like we're not doingthat.
This is how it's coming across.
And so Women in Power.
I had a wonderful, amazingadvisor mentor.
He's going to love that I'mputting that out on him, but he
can't get away from me.
Dave Milton said so you saidyou were going to do this
(07:24):
community.
And I was like, yeah, yeah, andhe goes.
Where is it?
And this was like April, andwhen I had this idea it was
February.
And I said, well, you know, Idon't have a mission statement,
I don't have all these otherthings like figured out yet.
And he was like what is it thething that you say?
I'm like really just start,okay, bye.
And I said, well, it couldprobably.
(07:44):
Just I will follow my face.
What if maybe nobody wants todo this?
And I'm the only crazy person?
And he was like you won't knowuntil you try.
And so, yeah, so I launched itand I wholeheartedly was like,
if I get 100, because this isnot just internal Microsoft,
this is everybody If I couldjust get 100, how exciting and
amazing would this be.
And then those numbers juststarted going higher and higher
(08:07):
and, like today, I think we'reat 930 and its allies are in
there as well.
So it's just a space for us tohave this ability to network.
We started a mentoring ring, sowe've had our first kind of
mentoring set up.
It was about three months.
We're starting our second one.
Then we also have some skillingthat we're doing.
We do panels so that women cantalk to and see other women who
(08:31):
are doing really well in thisspace.
So yeah, so those are all thebits of it that we've kind of
had fun with.
Mark Smith (08:37):
Good old Dave Top top.
I've seen Susie in some of thephotos and stuff recently.
Susie and I mean I think Susiehas the most cracking last name
ever.
Danielle Moon (08:49):
Oh, I know.
Mark Smith (08:50):
Right that we've gone into AGI or Aggie, but when
she first introduced herself, Itell you what that's an
introduction that sticks withyou, because I don't know, it's
probably because of the timingwe're in and stuff.
Absolutely brilliant.
Okay, so this space is amazing.
Are you focused just on womenacross the us, or is it more
global than that?
Danielle Moon (09:10):
we have representations globally.
Yeah, we're pretty mucheverywhere at this point in time
, which is amazing.
There are a lot in the uk.
I've definitely seen a lotstronger hold in the uk
happening, but you know it'severywhere, which is great.
And then we're starting to getkind of requests of like, hey,
how can someone in australAustralia do more over here?
How can we bridge, you know,some gaps?
(09:32):
So that way it's not just a USfocus, because I think sometimes
we fall in that trap of just aUS focus, and that's an area
that there are some amazingwomen.
There's a woman in Japan whoher whole mentality is the wage
gap is incredibly horrible thereand she's like, if we can,
she's the power platform hashelped her actually succeed and
(09:54):
having a very little wage gap incomparison to a lot of other
women that she works with.
And so she's like if we can get100 women skilled up, we can
have 100 women who actuallycould be making so much more and
benefit from this.
And so, yeah, there's, there'sgreat little initiatives all
over the place and we're justkind of connecting people up and
saying like, hey, here'ssomebody who's really good at
(10:16):
this skilling, oh, here'ssomebody who's running a lab or
here's an event like.
All of that is just kind ofbringing it to the forefront,
because the nice thing is thatwe have a lot of things
happening.
We don't have a lot of guidanceon all the amazing things like
Susie, you know, she and Daveand a couple of Amber and Roz.
They've all been doing a coupleof things around AI with this
(10:37):
and so just making sure peopleunderstand, hey, this is
available, this is free, takeadvantage of it.
And then, of course, we alsoown some of the programming as
well that we're working on.
Mark Smith (10:52):
Tell me about what stories are you hearing that
have come out of it.
Danielle Moon (10:53):
It's coming up.
It'll be a year.
What in April this year you'vebeen running, yeah it'll be a
year in April.
Mark Smith (10:56):
Yeah, what's some of the feedback you're getting
from the women that have gotinvolved?
Danielle Moon (10:58):
A lot of them have said they've never actually
felt like they had a communitybefore, and so they love the
fact that there's this amazingrepresentation.
The other big one is thementoring.
You know, I talk a lot aboutmentoring being such a huge
piece as far as like networkingas well.
Right, it's, you've got to havethe mentoring, you have to have
a networking, and it's not justthe tech.
We're also getting a lot ofstories coming out with soft
(11:19):
skills.
You know, hey, I didn't know Iwas coming across this way, or
hey, can I get feedback on this?
The tech is easy to learn,right?
We have a ton of stuff outthere for that.
Where's the focus on some of thesoft skills?
Because one of the things thatI like to kind of joke with is I
work with some of the mostamazing, brilliant people that I
would never actually want toput in front of other humans,
(11:41):
Because they're a nice littledifference in how they come
across.
Right, they're not that smoothedge.
They're going to be, you know,brilliant, but not human
brilliant.
And I think that's where a lotof women can actually come in
and take over the space, becausethey have such a natural
understanding of reading peopleand being able to do that kind
of stuff lean into those softskills.
(12:01):
You know, and I said that's oneof the feedback pieces we've
gotten.
The other is just excitementthat there's that many people.
I think a lot of us had thisperceived notion that a lot of
them I talked to they're theonly woman on their team.
And so their perception is thisis just normal, and so when they
see some of these prodevelopers that are coming in
and being able to get a littlebit more excitement around that
(12:23):
and say, oh, I could have otherwomen on this team like this is
amazing, what do you guys do?
How are you seeing the problem?
And it's a different way ofinsight.
So yeah, so I think a lot of itis just around mentoring, the
networking and the excitement tohave a space to call home.
Mark Smith (12:36):
With the mentoring.
Are you providing any frameworkaround it or are you just doing
a peer match?
Danielle Moon (12:41):
So there is a peer match with it.
That's going on.
We're trying to automate thatactually.
So we're trying to drink ourown cool lady or their own dog
food, right, and so part of thisis we're taking considerations.
The first time we went throughis very manual.
This next time we're actuallytrying to automate a lot more of
it so that your locations comeinto consideration.
Do you not care if yourtimeline or your time zones
(13:03):
don't match up?
Some people are okay withhaving a 7pm conversation
because they want somebody notlocally to them, so we're doing
more surveys, for sure, a coupleof people who've given us
feedback that I think we'regoing to implement in.
But it's like forever changing.
We're all learning.
I like to say that we'releading with vulnerability
because we haven't figured itall out, but we're just figuring
(13:25):
like let's try, let's startstarting and we'll go from there
.
Mark Smith (13:29):
I like it.
Do you have support from Corp?
Danielle Moon (13:33):
We have some of it.
Yeah, there's definitely beensome great leaning in.
I think we've had, you know,sonia, who is the VP of power
automate.
She did a panel with us.
She's been a great advocate.
Susie's done some amazing stuff, roz, so we're definitely
seeing a lot more leaning in.
Honestly, it comes back to ushaving to make the ask.
You know there's a lot ofpeople who want to do some
(13:53):
really big stuff.
It's us learning how to makethose ask and how to start
driving the change.
Now that we're almost a yearold, there's so much more that
we've been able to look back andsay, okay, what's our next
chapter going to look like?
Mark Smith (14:06):
How do people get involved?
Danielle Moon (14:08):
Right now we have the LinkedIn community.
That's our main one.
We also have the community onthe community site, so that
actually just got set up maybe amonth and a half ago, that
we're running our events through.
And then we're working onactually getting more
opportunities for people to do.
We're going to start doingcoffee chats so that anybody can
come in, start just askingquestions, start doing
(14:29):
networking events.
We're going to start doing thaton a more regular basis.
So the other thing we're tryingto think out loud is there's a
lot of extroverts, there's a lotof introverts, there's a lot of
the mixture, you know.
Within that, how do we appealand make sure that we're getting
all of those women to acomfortable space where they
want to join, because it's easyto sign up, right, it's easy to
(14:50):
say I have 930.
But what we really want to dois make sure we're proving out
that we have an active 930.
So I think that's a lot offocus that we're going to be
putting on for this next year.
Mark Smith (15:00):
Yeah, you said at the start that you didn't have
the vision and the strategy andthings like that, just to get
going.
What's your vision strategypurpose?
I suppose, as you see it now,for women in power.
Danielle Moon (15:13):
Well, I think, with AI honestly becoming
everything, we can't just staywithin the power platform space.
I think it means even more thatwe have to turn to that human
element.
So I see a lot of the women inpower morphing into, like I said
, some of those soft skillspieces.
How do we make sure that westill have a seat at the table?
And if there isn't a seat, howare we building those tables and
(15:36):
making sure that there is one?
There's a lot of great toolsout there, a lot of those pieces
that are going to come together, but I think part of it is
definitely going to beAI-centered.
Mark Smith (15:47):
Yeah, interesting, interesting and any strategies
in.
I suppose, like you talkedabout the UK and my experience
is the UK market is probably oneof the biggest power platform
communities I came across when Iwas living there.
You know very robust and a lotof that's flown into Europe and
obviously the US is large.
(16:07):
But you know, do you plan tohave you know pins on a map and
that you're represented in thesecountries?
Danielle Moon (16:14):
Yes.
So now that we've kind of havesome establishment as far as
people saying they're interested, we're now going to be leaning
towards regional sectors, right,because I think that's again.
It's you can have a virtualconnection, but once you've sat
down and you've had a drink or ameal or something like that,
that's what really startsforming up these communities.
So I am hoping that thebeautiful thing of the Power
(16:37):
Platform space as you know, wehave this like subculture to us,
right?
We're a bunch of super nerdsand so how do we tap into being
part of the cool kids club andgetting that representation?
I think that means you've gotto do something locally and
you've got to have that goodrepresentation to start getting
things to stick, because we wantit to be multiverse too.
So I have pro developers.
(16:59):
That's an amazing greatattribute, but I like to joke
like I'm a personality hire.
Right, I don't have the extremetechnical depth.
Now, can I solution architect?
Sure, but I can't write codeLike.
That's just not my forte.
I think we have this greatability to start bringing in pro
developers, with people whohave these soft skills and have
(17:20):
them cross, learning from eachother and putting them in the
room and really helping, whichis all what the power platform
is all about.
It's that fusion development.
If we start thinking that waywithin our communities, I think
we can skyrocket, because we canhave a yin and a yang of yes,
you're brilliant, you can code,but you can't talk in front of
people.
How do I give you a best buddywho can help you actualize that
(17:42):
and be your hype team to pushyou to do those things?
And that's one thing that I'vealready learned through the
community is I've had someamazing opportunities to have
speaking engagements and Iimmediately have that imposter
syndrome of like I sell powerplatform.
It's a fake job, right, andpeople are like no, like you're
helping people understand thatyou change the trajectory of
(18:04):
your career by getting involvedwith the power platform and it's
wholeheartedly true If I hadstayed just as a CRM person in
the partner space, I would havenot had the exposure I had and
the fortitude to build thenetwork that I have now, because
I got into the power platformspace.
So, I want them to have thatsame opportunity.
Mark Smith (18:23):
Something you mentioned at the start.
There was around woman beinginsular and you didn't know the
eight other, the woman for thatphoto, and it's an interesting
observation that I have seenwith my wife who's 10 years in
Google across three differentcountries.
My wife who's, you know, was 10years in google across three
(18:43):
different countries, and Iremember the country manager
that she had in one country, whoher perception was that she had
got to where she got to becauseshe ran with the boys she
fought at the same level of gameand didn't see the need to, if
you like, empower other women.
In other words, you need to.
You know you want to have kidsand and go out of the workforce.
Well, that's your career choice.
(19:04):
And so there'd be this,sometimes this lip service from
large corporations.
Oh yes, we are open to womenmaternity leave and there'll be
a job waiting for you when youcome back.
Blah, blah, blah.
Reality is P&Ls, things likethat.
You know the male might stay intheir career for that piece
longer and it changes things,these type of things coming up
(19:25):
in the community, andparticularly, how can women
support women to get ahead likethat?
We should all rise, if you like.
It shouldn't be about.
Well, I did it the hard way, soyou're going to have to do it
the hard way, or can I open adoor for you that you know that
type of thing?
Danielle Moon (19:41):
Well, I mean, that's a lot to unpack in there.
It's one of those things whereI was an oil and gas.
You know, I was with the boysof the boys, old school club of
Texas boys and I love them.
There's an amazing space that ifyou do actually get to that
level where you've proven out,it's not an easy space to be in,
but it is kind of gratifyingbecause you're like ah, I made
(20:02):
it on my grit and my grace to behere.
But what I've recognizedthrough having women in power is
that I never once said, lookedaround and said who else could
join me?
Mark Smith (20:13):
at the table.
Danielle Moon (20:14):
I was just so excited to be the token, you
know woman at the table that Iwasn't thinking, oh, if I had
somebody else who spoke or hadmindset like me, I could win
more arguments.
That wasn't something thatimmediately hit and now, later
in career, I'm realizing, man, Icould have been doing so much
more.
I could have been driving somuch more impact had.
I not just been so happy to be atoken woman at the table, and
(20:37):
so I think that's also wheresome of this is coming in.
Is you definitely have somewomen who are very sadly toxic
because they're like I had to doit this way, so, like, until
you bleed a little bit, you'renot welcome at the table.
Versus hey, I learned this,here's how you're going to want
to approach it.
You know, don't get these scars, they're not cute.
(20:58):
Save your scars for another dayin another lesson.
If I can give you this, that'sgoing to save both of us some
time and effort, and then I canget you into the same room and
now we can start sharing a story.
Versus two of us trying to havethe same narrative but not
connected.
It seems very confusing anddiscombobulated.
Why don't we have a similarstory?
(21:18):
Why don't we have some of thesethings?
And so part of definitely thewomen in power is you have some
high ranking women whoabsolutely just fought tooth and
nail to get there.
How do we ensure that they don'tkeep that mentality?
I tell people too, like I livedmost of my career having only
male mentors.
The funniest part was I recentlyshared feedback that I had
(21:41):
gotten that wasn't as positiveas I'd like it to be, and when I
told one of my old standingmentors, he was like, yeah, you
know, okay, well, it couldhappen that way, and like it
wasn't.
I was like no, and I told oneof my female mentors and she was
like oh, so you're, you'reassertive, cause I was, you know
, like you weren't beingaggressive, you were assertive
(22:03):
in how you were saying that andI was like, yeah, the language
change, just a simple change inthat my male counterpart didn't
pick up on.
He was like, oh, yeah, he's like, but you're, you're confident,
you know, and I'm like yeah.
And I said, but I'm competent.
And he was like, yeah, and I'mlike it's not the same and I
(22:28):
think also it's.
It was a lot scarier for me toask a woman to be my mentor
because I felt more judgment oflike oh, I've got to have my
ducks in a row If I'm going totake up her time because I
already know she's super busy.
Versus I had no qualms ofasking somebody.
You know one of my malecounterparts.
As far as mentoring, advising,that felt natural just take,
take a space.
So that's another lesson I'mreally trying to get women to
understand.
It's like it's the wholemindset If I go out with my
(22:51):
husband, sure I'll look cute,it's a date night, so I'm going
out with my girlfriends.
There's another hour in thebathroom.
I'm getting ready and having theright outfit so that I've got a
good compliment on my shirt ormy shoes or whatever.
You're more fearful of beingjudged by those you know, peers,
than I am of the other piece ofit.
It's just.
I think it's a naturally.
(23:11):
But how do we start leaning into what seems natural and
getting uncomfortable and beingokay with being uncomfortable
and saying, ooh, this is not howI'm wired, but how do I make a
change?
How do I stay aware of mywiring?
Might need a little rework.
Mark Smith (23:28):
This is awesome Goals for 2025 in this respect.
Danielle Moon (23:31):
Oh world dominance.
Is that too much?
Mark Smith (23:35):
That could be achievable by May.
Danielle Moon (23:38):
No, I think it's one of the things I would say.
Our goal this year is have acouple of great success stories
of women who put themselves outthere, did the difficult thing,
got a new job, got comfortable,being uncomfortable and leading
in a different way.
If we can have more of thoseshared stories to help continue
the trend of you're not alone,how can I help you, how can I
(24:02):
get you there that's our biggestgoal, I think, is just take the
930 headcount, make them anactive 930 plus headcount.
Of course we want to get to1,000 because why not?
That's a fun number to say youhave.
But just see, growth in thecommunity, I think is our
biggest aspiration right now.
It's just general growth, evenif it's small.
(24:23):
Let's celebrate those smallpieces because we're very young
in this mentality and how wewant to go about things.
So let's just celebrate thosesmall things and just make it
continuous.
Mark Smith (24:33):
I like it.
Anything you want to add beforeI let you go?
Danielle Moon (24:36):
No, I think that's pretty much.
That's all the fun I've gotright.
Mark Smith (24:40):
Thanks so much.
Danielle Moon (24:41):
All right, well, thank you so much for having me.
This is a lot of fun andappreciate all the good talk on
Women in Power too.
Mark Smith (24:47):
Hey, thanks for listening.
I'm your host, Mark Smith,otherwise known as the NZ365 guy
.
Is there a guest you would liketo see on the show from
Microsoft?
Please message me on LinkedInand I'll see what I can do.
Final question for you how willyou create with Copilot today,
Ka kite?
Welcome to the Co-Pilot Show, where I interview
Microsoft staff innovating withAI.
I hope you will find thispodcast educational and inspire
you to do more with this greattechnology.
Now let's get on with the show.
Today's guest is from Austin,texas.
She works at Microsoft as aSenior Specialist for Low-C, low
(00:24):
code.
She is the founder of woman inpower platform.
She is a firm believer incontinuous learning and staying
up to date with the latestadvancements in the power
platform ecosystem.
You can find links to her bioand socials in the show notes
for this episode.
Welcome to the show, Danielle hi, thank you so much for having
me good to have you on and to dothis little podcast after we
(00:45):
met in Vegas in 2024, a weewhile ago.
Time is flying already now.
I'm already considering if I'mgoing to Vegas this year for
that round, as I plan out myyear.
But tell me before we getunderway and understand your
journey and what you've done,particularly in this woman in
power space.
Can you tell me about food,family and fun?
(01:08):
What do they mean to you?
Danielle Moon (01:10):
Okay.
So food is always the placethat I love in the world of like
breaking bread with someone,right, you can be virtually, and
we've all lived this life forso long now it just feels like
it's almost become the norm.
But it's that moment where youactually get to sit down and you
share a space becauseultimately, you're going to
learn even more about the person, right, how did they grow up?
What are the refineries thatthey're going to see within
(01:31):
their lifestyle of eating?
So I just always think it'skind of fun, like you and I we
met over drinks and that to me,is a little bit more exciting
than, oh, another virtualinteraction we get to say our
normal piece or anything.
It just brings everythingtogether.
So, yeah, food, family, family,wise oh that's a good one.
I'm a big family person,Literally.
We have four kids, so it'salways chaotic here as well, as
(01:57):
I have five siblings, so you addthat mix and none of them.
You know we all go big or gohome kind of mentality.
So we either have some thathave had five kids or no kids,
and bringing that all chaostogether is just kind of what
makes life go round.
And then, on the fun side, I'mkind of a big camper with our
family and everything.
We do a lot of road tripping.
(02:18):
Very old school.
Get in the car, you know, go 28days on the road, 6,500 miles.
Our kids have seen every stateexcept for Hawaii and Alaska at
this point in time.
And that was a big thing for usbecause growing up in Texas you
get sometimes a tunnel visionof the world is just Texas and
so we wanted, we wanted them tosee outside of that space and to
(02:39):
recognize so many differentstates.
And now we're going to try andstart doing international after
that.
Mark Smith (02:44):
Nice, yeah, is this the last generation of big
families?
Danielle Moon (02:49):
I think so because the number one thing I
get from everybody is like, howdo you afford this?
And I'm like, oh, you got to becrafty.
You know, we have two kids whowant to play soccer that's a
couple thousand dollars just forfor soccer.
Another one who wants guitarlessons or gymnastics.
It's all of that.
Stuff is very expensive, not tomention just straight groceries
(03:09):
.
We have three boys and a girland our grocery bill.
I am lucky if I can leave thegrocery with less than $400.
Yeah, easily believe that.
Mark Smith (03:20):
Yeah, Crazy right.
Danielle Moon (03:23):
Yes.
Mark Smith (03:24):
No, I come from a family of seven.
Danielle Moon (03:25):
Okay, yeah.
Mark Smith (03:26):
So I know that big, large family experience.
I've only had three, so not oneless.
But I just wonder you know, yousee around the world the
decline in population sizing.
If you look in Japan,particularly China, even now
they're reducing down becausethe world's changing and the big
families are just not thereanymore, right?
Danielle Moon (03:46):
which is unfortunate, because those are
like your built-in besties,right, like you can love and
hate them so much, but that isthe like people who always have
your back, and I think it's justsad.
When I meet, you know, like Ihave a couple friends who are
little singledoms and I'm likehow?
And they're like, yeah, it'sjust me and the parents, like
I'm the third wheel to a marriedcouple yeah, yeah.
Mark Smith (04:09):
I'm like that has got to be interesting yeah, so
so true, tell us about how yougot into Microsoft this is a fun
story.
Danielle Moon (04:16):
So I was in the consulting space and the person
who hired me his name was ChrisSimmons and we just kicked off
right away.
One of those people where I'mlike I think we were separated
at birth.
We like to just rise each other.
We have a lot of fun.
Anyways, we were workingtogether in the partner space
and he called me up and he'slike I got the call, you know,
going to the mothership, and Iwas like I'm so excited.
(04:39):
But, at the same time I'm gonnacry Because you're my ride or
die when it keeps, you know,keeping me sane here.
And he's like just give me sometime and I'll figure it out.
So about a year later I got thecall that said hey, here's
somebody that you shouldprobably talk to very informal,
see if it's a good fit.
And it turned out it was a goodfit and so I was able to get
(04:59):
into the retail consumer goodsportion in the enterprise space,
which has been a whirlwind,because my background is oil and
gas, so going from oil and gasto retail has also been a very
interesting learning experience.
So, but yeah, it was.
It was very much somebody youknow and that's something I
always talk to.
A lot of people is like yournetwork is your strongest asset.
(05:21):
Don't take a backseat to toyour networking and your ability
to know people.
Mark Smith (05:28):
Totally agree Women in Power.
How did this come about?
Tell me what it is first of all.
What is it?
Danielle Moon (05:34):
Well, it's a never-changing event.
So, women in Power I guess theorigin story kind of tells you
what it is.
I was at a Microsoft event wecall FAB Field Advisory Board,
and it's really an amazingtherapy experience where the
field team gets to talk to theproduct team and we get to kind
of say these are our wants andour needs, here's why we need
them.
Mark Smith (05:54):
We get a lot of updates.
Danielle Moon (05:56):
It's an amazing, great time.
This was an in-person event, soI was actually in Redmond, we
went to a couple of days inthere and, anyways, during this
time there's about 70, 80 of us,I think, and at the end of it
we're taking pictures and it'sso exciting because everyone
gets to see each other and weget into this huge picture.
And I said, oh my gosh, let'sget all the women together.
(06:17):
And it went from the 70, 80 tolike eight.
And I was like, oh no, worsethan that that, I will say, is
that I didn't know every singleone, right?
And it's like, okay, there isonly seven or eight of us, I
should be able to pick you outin a crowd and I should at least
know your story, know whatyou're doing in this space.
And so I very much, as mychaotic world works, I said I'm
(06:41):
gonna, I'm gonna start acommunity and we're just gonna
try to actually get to know eachother, network each other,
understand the stories thatwe're trying to write so we can
better support, because I thinkmen do a really great job of
networking and having thoserelationships.
It seems very singular.
Women are very used to being alone wolf.
I've made my space, I've workedreally hard, I've had a claw to
(07:03):
get to this point and we have avery innate need to just prove
ourselves singular.
And I was like we're not doingthat.
This is how it's coming across.
And so Women in Power.
I had a wonderful, amazingadvisor mentor.
He's going to love that I'mputting that out on him, but he
can't get away from me.
Dave Milton said so you saidyou were going to do this
(07:24):
community.
And I was like, yeah, yeah, andhe goes.
Where is it?
And this was like April, andwhen I had this idea it was
February.
And I said, well, you know, Idon't have a mission statement,
I don't have all these otherthings like figured out yet.
And he was like what is it thething that you say?
I'm like really just start,okay, bye.
And I said, well, it couldprobably.
(07:44):
Just I will follow my face.
What if maybe nobody wants todo this?
And I'm the only crazy person?
And he was like you won't knowuntil you try.
And so, yeah, so I launched itand I wholeheartedly was like,
if I get 100, because this isnot just internal Microsoft,
this is everybody If I couldjust get 100, how exciting and
amazing would this be.
And then those numbers juststarted going higher and higher
(08:07):
and, like today, I think we'reat 930 and its allies are in
there as well.
So it's just a space for us tohave this ability to network.
We started a mentoring ring, sowe've had our first kind of
mentoring set up.
It was about three months.
We're starting our second one.
Then we also have some skillingthat we're doing.
We do panels so that women cantalk to and see other women who
(08:31):
are doing really well in thisspace.
So yeah, so those are all thebits of it that we've kind of
had fun with.
Mark Smith (08:37):
Good old Dave Top top.
I've seen Susie in some of thephotos and stuff recently.
Susie and I mean I think Susiehas the most cracking last name
ever.
Danielle Moon (08:49):
Oh, I know.
Mark Smith (08:50):
Right that we've gone into AGI or Aggie, but when
she first introduced herself, Itell you what that's an
introduction that sticks withyou, because I don't know, it's
probably because of the timingwe're in and stuff.
Absolutely brilliant.
Okay, so this space is amazing.
Are you focused just on womenacross the us, or is it more
global than that?
Danielle Moon (09:10):
we have representations globally.
Yeah, we're pretty mucheverywhere at this point in time
, which is amazing.
There are a lot in the uk.
I've definitely seen a lotstronger hold in the uk
happening, but you know it'severywhere, which is great.
And then we're starting to getkind of requests of like, hey,
how can someone in australAustralia do more over here?
How can we bridge, you know,some gaps?
(09:32):
So that way it's not just a USfocus, because I think sometimes
we fall in that trap of just aUS focus, and that's an area
that there are some amazingwomen.
There's a woman in Japan whoher whole mentality is the wage
gap is incredibly horrible thereand she's like, if we can,
she's the power platform hashelped her actually succeed and
(09:54):
having a very little wage gap incomparison to a lot of other
women that she works with.
And so she's like if we can get100 women skilled up, we can
have 100 women who actuallycould be making so much more and
benefit from this.
And so, yeah, there's, there'sgreat little initiatives all
over the place and we're justkind of connecting people up and
saying like, hey, here'ssomebody who's really good at
(10:16):
this skilling, oh, here'ssomebody who's running a lab or
here's an event like.
All of that is just kind ofbringing it to the forefront,
because the nice thing is thatwe have a lot of things
happening.
We don't have a lot of guidanceon all the amazing things like
Susie, you know, she and Daveand a couple of Amber and Roz.
They've all been doing a coupleof things around AI with this
(10:37):
and so just making sure peopleunderstand, hey, this is
available, this is free, takeadvantage of it.
And then, of course, we alsoown some of the programming as
well that we're working on.
Mark Smith (10:52):
Tell me about what stories are you hearing that
have come out of it.
Danielle Moon (10:53):
It's coming up.
It'll be a year.
What in April this year you'vebeen running, yeah it'll be a
year in April.
Mark Smith (10:56):
Yeah, what's some of the feedback you're getting
from the women that have gotinvolved?
Danielle Moon (10:58):
A lot of them have said they've never actually
felt like they had a communitybefore, and so they love the
fact that there's this amazingrepresentation.
The other big one is thementoring.
You know, I talk a lot aboutmentoring being such a huge
piece as far as like networkingas well.
Right, it's, you've got to havethe mentoring, you have to have
a networking, and it's not justthe tech.
We're also getting a lot ofstories coming out with soft
(11:19):
skills.
You know, hey, I didn't know Iwas coming across this way, or
hey, can I get feedback on this?
The tech is easy to learn,right?
We have a ton of stuff outthere for that.
Where's the focus on some of thesoft skills?
Because one of the things thatI like to kind of joke with is I
work with some of the mostamazing, brilliant people that I
would never actually want toput in front of other humans,
(11:41):
Because they're a nice littledifference in how they come
across.
Right, they're not that smoothedge.
They're going to be, you know,brilliant, but not human
brilliant.
And I think that's where a lotof women can actually come in
and take over the space, becausethey have such a natural
understanding of reading peopleand being able to do that kind
of stuff lean into those softskills.
(12:01):
You know, and I said that's oneof the feedback pieces we've
gotten.
The other is just excitementthat there's that many people.
I think a lot of us had thisperceived notion that a lot of
them I talked to they're theonly woman on their team.
And so their perception is thisis just normal, and so when they
see some of these prodevelopers that are coming in
and being able to get a littlebit more excitement around that
(12:23):
and say, oh, I could have otherwomen on this team like this is
amazing, what do you guys do?
How are you seeing the problem?
And it's a different way ofinsight.
So yeah, so I think a lot of itis just around mentoring, the
networking and the excitement tohave a space to call home.
Mark Smith (12:36):
With the mentoring.
Are you providing any frameworkaround it or are you just doing
a peer match?
Danielle Moon (12:41):
So there is a peer match with it.
That's going on.
We're trying to automate thatactually.
So we're trying to drink ourown cool lady or their own dog
food, right, and so part of thisis we're taking considerations.
The first time we went throughis very manual.
This next time we're actuallytrying to automate a lot more of
it so that your locations comeinto consideration.
Do you not care if yourtimeline or your time zones
(13:03):
don't match up?
Some people are okay withhaving a 7pm conversation
because they want somebody notlocally to them, so we're doing
more surveys, for sure, a coupleof people who've given us
feedback that I think we'regoing to implement in.
But it's like forever changing.
We're all learning.
I like to say that we'releading with vulnerability
because we haven't figured itall out, but we're just figuring
(13:25):
like let's try, let's startstarting and we'll go from there
.
Mark Smith (13:29):
I like it.
Do you have support from Corp?
Danielle Moon (13:33):
We have some of it.
Yeah, there's definitely beensome great leaning in.
I think we've had, you know,sonia, who is the VP of power
automate.
She did a panel with us.
She's been a great advocate.
Susie's done some amazing stuff, roz, so we're definitely
seeing a lot more leaning in.
Honestly, it comes back to ushaving to make the ask.
You know there's a lot ofpeople who want to do some
(13:53):
really big stuff.
It's us learning how to makethose ask and how to start
driving the change.
Now that we're almost a yearold, there's so much more that
we've been able to look back andsay, okay, what's our next
chapter going to look like?
Mark Smith (14:06):
How do people get involved?
Danielle Moon (14:08):
Right now we have the LinkedIn community.
That's our main one.
We also have the community onthe community site, so that
actually just got set up maybe amonth and a half ago, that
we're running our events through.
And then we're working onactually getting more
opportunities for people to do.
We're going to start doingcoffee chats so that anybody can
come in, start just askingquestions, start doing
(14:29):
networking events.
We're going to start doing thaton a more regular basis.
So the other thing we're tryingto think out loud is there's a
lot of extroverts, there's a lotof introverts, there's a lot of
the mixture, you know.
Within that, how do we appealand make sure that we're getting
all of those women to acomfortable space where they
want to join, because it's easyto sign up, right, it's easy to
(14:50):
say I have 930.
But what we really want to dois make sure we're proving out
that we have an active 930.
So I think that's a lot offocus that we're going to be
putting on for this next year.
Mark Smith (15:00):
Yeah, you said at the start that you didn't have
the vision and the strategy andthings like that, just to get
going.
What's your vision strategypurpose?
I suppose, as you see it now,for women in power.
Danielle Moon (15:13):
Well, I think, with AI honestly becoming
everything, we can't just staywithin the power platform space.
I think it means even more thatwe have to turn to that human
element.
So I see a lot of the women inpower morphing into, like I said
, some of those soft skillspieces.
How do we make sure that westill have a seat at the table?
And if there isn't a seat, howare we building those tables and
(15:36):
making sure that there is one?
There's a lot of great toolsout there, a lot of those pieces
that are going to come together, but I think part of it is
definitely going to beAI-centered.
Mark Smith (15:47):
Yeah, interesting, interesting and any strategies
in.
I suppose, like you talkedabout the UK and my experience
is the UK market is probably oneof the biggest power platform
communities I came across when Iwas living there.
You know very robust and a lotof that's flown into Europe and
obviously the US is large.
(16:07):
But you know, do you plan tohave you know pins on a map and
that you're represented in thesecountries?
Danielle Moon (16:14):
Yes.
So now that we've kind of havesome establishment as far as
people saying they're interested, we're now going to be leaning
towards regional sectors, right,because I think that's again.
It's you can have a virtualconnection, but once you've sat
down and you've had a drink or ameal or something like that,
that's what really startsforming up these communities.
So I am hoping that thebeautiful thing of the Power
(16:37):
Platform space as you know, wehave this like subculture to us,
right?
We're a bunch of super nerdsand so how do we tap into being
part of the cool kids club andgetting that representation?
I think that means you've gotto do something locally and
you've got to have that goodrepresentation to start getting
things to stick, because we wantit to be multiverse too.
So I have pro developers.
(16:59):
That's an amazing greatattribute, but I like to joke
like I'm a personality hire.
Right, I don't have the extremetechnical depth.
Now, can I solution architect?
Sure, but I can't write codeLike.
That's just not my forte.
I think we have this greatability to start bringing in pro
developers, with people whohave these soft skills and have
(17:20):
them cross, learning from eachother and putting them in the
room and really helping, whichis all what the power platform
is all about.
It's that fusion development.
If we start thinking that waywithin our communities, I think
we can skyrocket, because we canhave a yin and a yang of yes,
you're brilliant, you can code,but you can't talk in front of
people.
How do I give you a best buddywho can help you actualize that
(17:42):
and be your hype team to pushyou to do those things?
And that's one thing that I'vealready learned through the
community is I've had someamazing opportunities to have
speaking engagements and Iimmediately have that imposter
syndrome of like I sell powerplatform.
It's a fake job, right, andpeople are like no, like you're
helping people understand thatyou change the trajectory of
(18:04):
your career by getting involvedwith the power platform and it's
wholeheartedly true If I hadstayed just as a CRM person in
the partner space, I would havenot had the exposure I had and
the fortitude to build thenetwork that I have now, because
I got into the power platformspace.
So, I want them to have thatsame opportunity.
Mark Smith (18:23):
Something you mentioned at the start.
There was around woman beinginsular and you didn't know the
eight other, the woman for thatphoto, and it's an interesting
observation that I have seenwith my wife who's 10 years in
Google across three differentcountries.
My wife who's, you know, was 10years in google across three
(18:43):
different countries, and Iremember the country manager
that she had in one country, whoher perception was that she had
got to where she got to becauseshe ran with the boys she
fought at the same level of gameand didn't see the need to, if
you like, empower other women.
In other words, you need to.
You know you want to have kidsand and go out of the workforce.
Well, that's your career choice.
(19:04):
And so there'd be this,sometimes this lip service from
large corporations.
Oh yes, we are open to womenmaternity leave and there'll be
a job waiting for you when youcome back.
Blah, blah, blah.
Reality is P&Ls, things likethat.
You know the male might stay intheir career for that piece
longer and it changes things,these type of things coming up
(19:25):
in the community, andparticularly, how can women
support women to get ahead likethat?
We should all rise, if you like.
It shouldn't be about.
Well, I did it the hard way, soyou're going to have to do it
the hard way, or can I open adoor for you that you know that
type of thing?
Danielle Moon (19:41):
Well, I mean, that's a lot to unpack in there.
It's one of those things whereI was an oil and gas.
You know, I was with the boysof the boys, old school club of
Texas boys and I love them.
There's an amazing space that ifyou do actually get to that
level where you've proven out,it's not an easy space to be in,
but it is kind of gratifyingbecause you're like ah, I made
(20:02):
it on my grit and my grace to behere.
But what I've recognizedthrough having women in power is
that I never once said, lookedaround and said who else could
join me?
Mark Smith (20:13):
at the table.
Danielle Moon (20:14):
I was just so excited to be the token, you
know woman at the table that Iwasn't thinking, oh, if I had
somebody else who spoke or hadmindset like me, I could win
more arguments.
That wasn't something thatimmediately hit and now, later
in career, I'm realizing, man, Icould have been doing so much
more.
I could have been driving somuch more impact had.
I not just been so happy to be atoken woman at the table, and
(20:37):
so I think that's also wheresome of this is coming in.
Is you definitely have somewomen who are very sadly toxic
because they're like I had to doit this way, so, like, until
you bleed a little bit, you'renot welcome at the table.
Versus hey, I learned this,here's how you're going to want
to approach it.
You know, don't get these scars, they're not cute.
(20:58):
Save your scars for another dayin another lesson.
If I can give you this, that'sgoing to save both of us some
time and effort, and then I canget you into the same room and
now we can start sharing a story.
Versus two of us trying to havethe same narrative but not
connected.
It seems very confusing anddiscombobulated.
Why don't we have a similarstory?
(21:18):
Why don't we have some of thesethings?
And so part of definitely thewomen in power is you have some
high ranking women whoabsolutely just fought tooth and
nail to get there.
How do we ensure that they don'tkeep that mentality?
I tell people too, like I livedmost of my career having only
male mentors.
The funniest part was I recentlyshared feedback that I had
(21:41):
gotten that wasn't as positiveas I'd like it to be, and when I
told one of my old standingmentors, he was like, yeah, you
know, okay, well, it couldhappen that way, and like it
wasn't.
I was like no, and I told oneof my female mentors and she was
like oh, so you're, you'reassertive, cause I was, you know
, like you weren't beingaggressive, you were assertive
(22:03):
in how you were saying that andI was like, yeah, the language
change, just a simple change inthat my male counterpart didn't
pick up on.
He was like, oh, yeah, he's like, but you're, you're confident,
you know, and I'm like yeah.
And I said, but I'm competent.
And he was like, yeah, and I'mlike it's not the same and I
(22:28):
think also it's.
It was a lot scarier for me toask a woman to be my mentor
because I felt more judgment oflike oh, I've got to have my
ducks in a row If I'm going totake up her time because I
already know she's super busy.
Versus I had no qualms ofasking somebody.
You know one of my malecounterparts.
As far as mentoring, advising,that felt natural just take,
take a space.
So that's another lesson I'mreally trying to get women to
understand.
It's like it's the wholemindset If I go out with my
(22:51):
husband, sure I'll look cute,it's a date night, so I'm going
out with my girlfriends.
There's another hour in thebathroom.
I'm getting ready and having theright outfit so that I've got a
good compliment on my shirt ormy shoes or whatever.
You're more fearful of beingjudged by those you know, peers,
than I am of the other piece ofit.
It's just.
I think it's a naturally.
(23:11):
But how do we start leaning into what seems natural and
getting uncomfortable and beingokay with being uncomfortable
and saying, ooh, this is not howI'm wired, but how do I make a
change?
How do I stay aware of mywiring?
Might need a little rework.
Mark Smith (23:28):
This is awesome Goals for 2025 in this respect.
Danielle Moon (23:31):
Oh world dominance.
Is that too much?
Mark Smith (23:35):
That could be achievable by May.
Danielle Moon (23:38):
No, I think it's one of the things I would say.
Our goal this year is have acouple of great success stories
of women who put themselves outthere, did the difficult thing,
got a new job, got comfortable,being uncomfortable and leading
in a different way.
If we can have more of thoseshared stories to help continue
the trend of you're not alone,how can I help you, how can I
(24:02):
get you there that's our biggestgoal, I think, is just take the
930 headcount, make them anactive 930 plus headcount.
Of course we want to get to1,000 because why not?
That's a fun number to say youhave.
But just see, growth in thecommunity, I think is our
biggest aspiration right now.
It's just general growth, evenif it's small.
(24:23):
Let's celebrate those smallpieces because we're very young
in this mentality and how wewant to go about things.
So let's just celebrate thosesmall things and just make it
continuous.
Mark Smith (24:33):
I like it.
Anything you want to add beforeI let you go?
Danielle Moon (24:36):
No, I think that's pretty much.
That's all the fun I've gotright.
Mark Smith (24:40):
Thanks so much.
Danielle Moon (24:41):
All right, well, thank you so much for having me.
This is a lot of fun andappreciate all the good talk on
Women in Power too.
Mark Smith (24:47):
Hey, thanks for listening.
I'm your host, Mark Smith,otherwise known as the NZ365 guy
.
Is there a guest you would liketo see on the show from
Microsoft?
Please message me on LinkedInand I'll see what I can do.
Final question for you how willyou create with Copilot today,
Ka kite?
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