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Diego Domingos da Silva (UnsuckM365)

@unsuckm365

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Microsoft 365 MVP 🏆 SharePoint, Copilot & governance. Community, real stories & less-sucky M365. Making tech feel human, useful & less painful.🏳️‍🌈
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Well they let me in for another year, so here is to causing even more chaos and to never stop being weird! Let’s do this! MVPBuzz #M365 #Microsoft365 #SharePoint #M365Copilot taken in Miami Beach, Florida by @unsuckm365
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3 months ago
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EXCITING NEWS: I am incredibly honored to have been named a Microsoft Most Valuable Professional (MVP) in SharePoint and M365 Copilot. This recognition is not just about me, it is about the amazing community of people who share knowledge, challenge ideas, and lift each other up. Over the years I have learned a simple truth: technology may open doors, but it is people who walk through them and create lasting change. Transformation happens when communities come together to flip the script and build something better. From my first SharePoint projects many years ago to my current work with Copilot, governance, and adoption, one thing has always been constant: community makes it possible. Whether speaking at events, blogging at UnsuckM365, or simply connecting with peers, I have found inspiration in every conversation. A huge thank you to everyone who has been part of this journey so far. You mentored me, you kept me grounded, you helped me overcome impostor syndrome, and you taught me how to believe in myself. You inspired me each and every day and allowing me to become part of the conversation with you is the biggest honor I could have received. I am excited to keep learning, sharing, and pushing the limits of what we can do together with SharePoint, Copilot, and the power of the best community in tech. #MVP #MVPBuzz #Microsoft365 #SharePoint #Copilot #CommunityRocks #FlipTheScript screenshot of Microsoft MVP Award taken in Miami Beach, Florida by @unsuckm365
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a year ago
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SharePoint didn’t survive 25 years by chasing hype. It survived by becoming infrastructure, powering Teams, OneDrive, Copilot, compliance, and the entire Microsoft 365 ecosystem. Substance outlasts spectacle. Day 25 of my 25 days of SharePoint series closes the arc with defiance, nostalgia, and a call to celebrate what endured. #SharePoint #Microsoft365 #25DaysOfSharePoint #SPat25 http://unsuckm365.com/2026/03/02/sharepoint-survived-because-it-chose-substance-over-spectacle/ by @unsuckm365
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8 months ago
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Day 10: Sales and delivery need to share a brain Sales and delivery need a shared understanding of the work before a project is sold. Salespeople do not need to be architects, but delivery experts need meaningful involvement while the work is being shaped. Otherwise, delivery inherits promises built on outdated technical assumptions, vague requirements, or a timeline nobody delivering it believes. Take a migration estimate. Someone needs to check whether content can be exported in a usable form, what access is available, and how the destination will be prepared. Client review and testing also take time. If those assumptions are still unknown, the proposal should say how they will be validated and what happens if they prove wrong. Give architects, developers, and delivery leads a say in the scope, estimate, and statement of work before anyone signs it. That review gives sales a stronger proposal and the client a more credible commitment. Discovering the difficult questions together is cheaper than discovering them after the work has been sold. This post is part of my “25 lessons from 25 years in consulting” series; find all 25 lessons here: https://unsuckm365.com/25-years-in-consulting/ #Consulting #ProjectDelivery #Presales #SalesAlignment #25ConsultingLessons by @unsuckm365
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16 hours ago
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Day 9: Do not outsource the identity out of the company I am not anti-outsourcing, and good work does not require everyone to sit in the same building. I have worked with brilliant people all over the world. Since the pandemic, most of us have also learned that distributed teams can deliver serious work without spending five days a week staring at each other across conference-room tables. The problem starts when outsourcing becomes the default answer to every cost question, with little thought given to what holds the company together. If enough functions and institutional knowledge move outside the core organization, the company can start to lose its shared identity. People know their local team or vendor pod but little about the broader business, and context gets lost between functions, regions, and time zones. An organization can have hundreds of people while feeling strangely hollow where relationships and shared understanding are supposed to be. That is a problem with how the work is organized, not with the nationality or location of the people doing it. Remote work made us better at collaborating across distance, but it did not repeal human nature. There is still value in an architect sitting with a salesperson, a delivery lead meeting a customer face to face, or a distributed team getting together and learning who the people behind the Teams squares are. There is a reason breaking bread matters. None of that requires forcing everyone back into an office or treating an overseas colleague as less part of the team. It requires deliberate connection, so a global consulting organization feels like one company rather than a collection of inexpensive labor pools sharing a logo. This post is part of my “25 lessons from 25 years in consulting” series; find all 25 lessons here: https://unsuckm365.com/25-years-in-consulting/ #Consulting #DistributedTeams #Collaboration #CompanyCulture #25ConsultingLessons by @unsuckm365
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4 days ago
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Day 8: Stop organizing the company into little kingdoms Consulting practices give people shared expertise, leadership, and focus. They become a problem when they turn into little financial kingdoms, with every request for help triggering a negotiation over revenue credit, commission, or whose employee gets to bill. The client hired the company and does not care which internal team gets the credit. If solving the problem requires three practices to work together, your accounting arrangements should make that possible. Internal mobility is how that principle becomes useful. Many companies know someone's title, practice, and certifications without knowing much about what that person can do. If one team needs a skill while another has someone available with that experience, immediately hiring another person should not be the default. Before asking who you can hire, find out who you already have. A searchable skills inventory would be a start, supported by managers who are expected to share talent. People should be able to express interest in other areas, take short-term assignments across practices, and grow into adjacent technologies without having to resign and get rehired elsewhere. This needs to be a normal way of working, not a favor negotiated between two managers. Your organizational chart should help people find expertise and make it easier to use. This post is part of my “25 lessons from 25 years in consulting” series; find all 25 lessons here: https://unsuckm365.com/25-years-in-consulting/ #Consulting #TalentManagement #Collaboration #CrossFunctionalTeams #25ConsultingLessons by @unsuckm365
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5 days ago
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Mark Anderson and Sue Hanley are two people you definitely want in the room when talking SharePoint. Unless you're the one presenting, of course! Mark Kashman shares a funny story from the MVP Summit in Episode 3 of M365 After 5, and it turns out I was in that same room! Joy Apple knows exactly why having those two in the front row might make a presenter a little nervous. And speaking of getting everyone in the same room, we'll all be at CollabDays New England this Friday, so don't miss out!!! Watch here: https://www.youtube.com/watch?v=EVXoPwgTjMw #M365After5 #Microsoft365 #MVPBuzz #CollabDaysNewEngland #InformationArchitecture by @unsuckm365
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5 days ago
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Day 7: Your employee is not the integration layer between your departments A routine internal request crosses several departments, each responsible for only part of the answer. One team sends the employee to another, a ticket comes back asking for information already supplied, and nobody takes responsibility for finishing the work. Before long, the employee is the only person with the complete picture. Congratulations, you have made the employee your enterprise service bus. If the only person with an end-to-end view of a process is the employee trapped inside it, there is no real process owner. A consulting firm should know this better than anyone: we tell clients to establish ownership, define escalation paths, automate handoffs, and design around the user. Employees deserve the same thing internally. When an issue crosses payroll, HR, finance, IT, or another shared service, somebody should own the outcome from beginning to end. The employee should not need to understand your org chart to get a routine issue resolved. This post is part of my “25 lessons from 25 years in consulting” series; find all 25 lessons here: https://unsuckm365.com/25-years-in-consulting/ #Consulting #ProcessImprovement #EmployeeExperience #Accountability #25ConsultingLessons by @unsuckm365
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6 days ago
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Is Mark Kashman getting a little salty these days? He joins me and Joy Apple for Episode 3 of M365 After 5 with a little extra seasoning and a few things he's finally ready to admit! Episode 3 premieres tonight! Watch here: https://www.youtube.com/@M365After5 #M365After5 #Microsoft365 #MVPBuzz by @unsuckm365
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6 days ago
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Day 6: Your new employee should not be the QA department for onboarding A new employee encounters your operating model before attending their first real meeting. The right laptop should arrive, accounts should be ready, and the manager should know what has been arranged. Current instructions should explain which meetings to attend and where to find what happens next. A new hire spending the week before starting coordinating HR, IT, shipping, and their future manager is being asked to finish designing the onboarding process. For technical roles, a delivered laptop is only one part of readiness. Check that the person has the software licenses, group memberships, and instructions needed for the work they will do. Confirm that the instructions reached them and that they can sign in; an email marked sent is not the same as a working setup. Handing someone hardware that cannot reasonably do the work you hired them for is an operational design problem. Your new employee should not be the QA department discovering it for you. Give the people advising clients on employee experience the authority and time to fix your own onboarding. This post is part of my “25 lessons from 25 years in consulting” series; find all 25 lessons here: https://unsuckm365.com/25-years-in-consulting/ #Consulting #Onboarding #EmployeeExperience #ProcessImprovement #25ConsultingLessons by @unsuckm365
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7 days ago
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Ready for a whole hour full of puns? Mark Kashman (@mtkashman) joins me and Joy Apple (@joyofsharepoint) for Episode 3 of M365 After 5, and he's bringing them all! From SharePoint to James Bond, nothing is safe. Episode 3 premieres tomorrow! And if you haven't had enough of Mark and me, we'll both be at Collab Days New England this Friday! New to the podcast? Subscribe here: https://www.youtube.com/@M365After5 or find us on your favorite podcast platform. #M365After5 #Microsoft365 #MVPBuzz #CollabDaysNewEngland by @unsuckm365
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7 days ago
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Day 5: Use your own consultants on your own company Consulting companies tell clients they need modern intranets, good information architecture, automated processes, clear communications, and better knowledge management. Then you join the consulting company and discover that nobody knows where the latest document lives, approvals depend on knowing the right person, and the intranet looks like it was abandoned during the Obama administration. If your consultants have capacity, let them fix it. Start with a recurring problem people can describe: finding the current proposal template, getting an internal request approved, or locating guidance from a previous engagement. Give the work an owner, agree on what improvement would look like, and let the people who use the process test it. A small, working improvement is more useful than an internal transformation deck nobody has time to deliver. Protect time for that work and decide who will maintain the result. An internal improvement that everyone agrees would be useful will still go nowhere if it is always the first thing dropped. Treat your own staff as users whose experience is worth improving. This post is part of my “25 lessons from 25 years in consulting” series; find all 25 lessons here: https://unsuckm365.com/25-years-in-consulting/ #Consulting #ProcessImprovement #EmployeeExperience #ContinuousImprovement #25ConsultingLessons by @unsuckm365
0
8 days ago
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