Tracy's blog

I’m Tracy Au and I have graduated from the Professional Writing program from university. I am an aspiring screenwriter, so this blog is used to promote my writing and attract people who will hire me to write for your TV show or movie. I write a lot about writing, TV, movies, jokes, and my daily life and opinions. I have another blog promoting my TV project at

Wednesday, November 30, 2016

Is Global Tesol a scam?

Date Listed29-Nov-16
AddressEdmonton, AB T6E
View map

Job Offered By Individual
Job TypeContract

If the economy has affected you, as it has affected many Albertans, and left you unemployed, consider teaching English abroad. If you’ve been laid off or you are a recent graduate seeking employment, and if it’s been tough getting a job in the terrible economy, consider teaching English abroad.

If English is your native language and you have a minimum high school diploma or a GED, this could well be an opportunity for you.

Positions available for Degree and Non Degree holders! (JOB GUARANTEED)

RSVP NOW 1-888-270-2941


Summer Camps, 3 Months, 6 Months, 1 Years Teaching Contracts.

An In Class Or Online Foundation training course followed by a short online specialized course is required. This is a TESOL certificate, valid for life in over 120 countries, Upon completion you will be ready in time for the 2016/2017 contracted positions.

Visit us online:

Talk to a TESOL Consultant now : 1-888-270-2941

( 5 Days Evening Training)
Travelodge Edmonton South
Payment in Installment plan is also available!


CALL NOW 1-888-270-2941

Global TESOL friends & family discount program:

If your family member or close friend wants to register and attend the TESOL program with you either In Class or Online, This makes you eligible to receive an exclusive discount of 2 for 1! GO ABROAD TOGETHER AND TEACH with GTFRIENDS promotion. (Call us now to Sign up - Limited Time)

To proceed with this career change, call us toll free today!

Office: Toll free: 1-888-270-2941 or 1-780-438-5704

Our office hours are Monday to Friday 9:00 am to 7:00 pm and

“ Do I ”

· Need to speak a local language? No, knowing a local language is not a requirement.

· Need to have a university degree? No, but having one will make you eligible for more locations.

· Need to be a teacher? No, you will be teaching conversational English - this opportunity is open to people of all backgrounds

· Need to be of a certain age? No, people of all ages teach English abroad.

Why get TESOL certified

· Overseas Job Offer Guarantee

· Higher wages, fewer hours, more benefits and perks

· Internationally recognized credentials that never expire

· Access to thousands of jobs overseas

· Lucrative tutoring opportunities

· Gain confidence teaching

Why Global TESOL College

· World’s largest TESOL training institution

· Internationally recognized – University Accredited in USA

· Partnerships with thousands of schools and companies worldwide

· Leading ‘Teach English Overseas’ certificate and diploma programs

· Registered with the government of Canada – tax-deductible tuition

· Over 50,000 graduates since 1994

Where can I teach? How much can I make? What are the contracts like?

Get the answers to these and many other questions by contacting us directly to speak to one of our coordinators:

here is the link to the online PDF

Call us toll free 1-888-270-2941 for more information

Visit us online and chat with our specialist

Tuesday, November 29, 2016

"Safety first"/ "Canadian tech adoption lags global peers"

Nov. 9, 2016 "Safety first": Today I found this article by Harvey Schachter in the Globe and Mail:

Cort Dial insists in his new book that executives need to shift expectations about workplace injuries Heretics to Heroes

By Cort Dial Bee Cave Publishing, 392 pages, $9.99 (Kindle)

‘How did we kill this man?” When his plant manager wrote those words on a blackboard, Cort Dial was in shock, trying to process the electrocution of a worker at the chemical plant where he was holding his first supervisory post. Mr. Dial held the hand of the dying man, comforting him, after the worker’s crane had made contact with the plant’s main power lines.

Now, the plant manager had gathered staff for a meeting, telling them they would not leave until the tough question he had put before them was answered. It took a while, as they went counterclockwise around the room, everyone asked to provide a reason, over and over again, with nothing satisfactory coming forth.

Mostly, people shifted blame onto the worker or professed not to know. “If we have to stay in here for weeks, we will,” the plant manager said after three hours, allowing them a short break. “This meeting will not end until I understand how we killed this man.”

After thinking hard about the question, Mr. Dial finally realized the truth. But he was too ashamed to admit it. The plant manager sensed his reticence and pummelled him with questions about whether he and other company supervisors had discussed the dangers of power lines and cranes. No, they hadn’t. Instead, they had groused about how contractors weren’t “staff,” insisting they had to be kept away from the company’s bathrooms and locker rooms because they were considered dirty and untrustworthy.

“We killed him,” Mr. Dial finally admitted, “because he was a contractor.”

That incident inspired Mr. Dial in the decades since to encourage higher productivity and greater plant safety by treating workers more humanely. As he boldly told a subsequent boss who was allowing lax practices: “I will not tolerate anyone in this plant doing anything that puts our people’s health, safety or well-being at risk, regardless of his rank. That commitment is something I will not relinquish. Do you understand that about me?”

In the industries he works with – oil and chemical companies among them – the assumption is that workers could be hurt severely or even die in the course of a project. He insists the managers start with a different premise – that nobody will be hurt or killed – and turn that into reality.

In a pivotal speech to the executives at a firm where he worked, he set out three guiding principles we should all ponder:

1. It is unacceptable to harm people in the pursuit of business results.

The company had “injury and incident” targets, which he called an admission that senior management believed people must be harmed for the company to do business. He warned that “the day was coming where society would no longer allow us to harm people in order to produce business results. We had better figure out soon how to produce those same results without harm to anyone or anything, or the public was going to revoke our right to operate.”

2. Numerical injury goals may be commonplace for projects but actually have no place in the management of health and safety.

The health and safety of employees is different from other aspects of the business, since when corporate management talks of numbers here, they are forgetting it’s about people – living, human beings.

3. You can’t measure what is most important to performance.

“In the near future, health and safety, and performance management in general, would be much less about equipment, systems and processes and much more about leading and inspiring people,” he writes in his book, Heretics to Heroes. Executives who can’t make that shift will at some point find themselves redundant.

Consulting to a project in Bahrain, he found the workers were immigrants living in appalling conditions in the construction company’s camps, accepting the horrible situation because they needed to send the money home to help their families. He persuaded the construction manager to shut the project down for a few weeks while conditions were improved. Asked what level of improvements were required, the manager, coached by Mr. Dial, responded: “When you’re completely comfortable having your son or daughter stay in our camps, then you will have met our standards.”

The extra cost to treat the employees well – fixing up the camp, improving the food, giving them proper time to eat lunch – drew senior management’s attention, and the improvements were almost reversed. That is, until they realized the project was beating its timeline, was far more productive than any similar efforts and, as a result, far more economical. As well: No serious injuries. An inspired, engaged work force paid dividends on that project and many others Mr. Dial has stage managed.

Many managers will scoff at his idealism. But it is based on practical examples, which he shares in the book, stories of his experiences and, more broadly, lessons learned over the years, from childhood through the aftermath of the Deepwater Horizon spill. The book is enthralling, dramatic and insightful – a winner.

 Nov. 12, 2016 "Canadian tech adoption lags global peers": Today I found this article by Leah Eichler in the Globe and Mail:

A new survey shows nearly half of employees think their workplaces aren’t ‘smart’ enough, and that there’s little appetite for change

The future is here. Virtual reality and the Internet of Things are changing the way we play and live. When it comes to adopting new technologies and trends at home, I am always open to experimentation. Personally, I cannot wait until my fridge reorders milk when I am getting low.

However, if you live in Canada, it’s not unusual to hear that when starting a new job, you are given only an aging desktop computer. If you are fortunate, it’s a basic laptop with a VPN key.

That’s why our expectation of how quickly our workplaces adapt differs from our need for the latest gadgets at home. According to a new survey by research firm PSB for Dell and Intel, more than four in 10 Canadian employees think their workplace is not “smart” enough and more than one-third say the technology they use at home is more cutting-edge.

Only 39 per cent of employees expect to be working in a smart office over the next five years, lower than the 57 per cent of global employees who expect the same. The 300 Canadians among the 3,801 respondents in the survey were more conservative about embracing new technologies at work than their global peers and expressed less of a willingness to use virtual and augmented reality products at work. In fact, nearly half favour office perks such as Ping-Pong tables and food over high-tech perks.

Canadians have a reputation for being a few years behind other countries, particularly the United States, in adopting new technologies. However, it’s time to put this reputation to rest before we get left behind.

“Being conservative and late in adopting new technologies in the workplace such as Internet of Things, virtual reality, augmented reality or using tech solutions for better workplace collaboration will impact the ability of Canadian companies to compete and be innovative on a global scale,” warned Carolyn Rollins, chief marketing officer of Dell EMC Canada.

Not only that, employers who are slow or complacent about adopting new technologies will also find it challenging to attract and retain top talent, Ms. Rollins said. The study reports 61 per cent of millennials say that a new job’s technology impacts their decision to take the role. More than half of millennials also said they would embrace artificial intelligence at work, believing it would make their job easier.

“Canadian millennials are the ones pushing the envelope and driving the next workplace evolution, therefore employers should take note about the expectation of this group when it comes to integrating the latest technologies into the workplace,” Ms. Rollins said.

The notion that we don’t expect more from our work also says something about Canadians’ relationship to their jobs. It may be that we just don’t care enough if our workplaces are technologically advanced. The study showed that more than half of Canadians identify their job as “something they do to pay the bills” and almost three-quarters say that their life begins at the end of the workday.

This isn’t the first time Canadian companies have been warned that they aren’t adapting quickly enough. In 2015, a Deloitte report warned that Canadian companies weren’t prepared for the disruption to come, including artificial intelligence, advanced robotics and collaborative connected platforms, the Internet of Things.

Of the 700 Canadian business leaders surveyed, the Deloitte study found 35 per cent of firms wholly unprepared for technology disruption. That means the companies didn’t understand the changes to come, did not have a corporate culture that provides incentives for innovation, nor did they have the ability to rapidly deploy new systems.

But not everyone feels that Canadians are slow to adopt new innovations.

“Just because innovation may not look like it does in the U.S., doesn’t mean it’s not successful. Real innovation is visible and making an impact every day in companies and organizations right across Canada,” said Allen Lalonde, a senior executive at IBM Canada Research & Development Centre.

He cites healthcare specifically as an area in which Canada is demonstrating advances in cognitive computing. For example, researchers at the Movement Disorders Clinic at Toronto’s University Health Network along with the analytics team at the Ontario Brain Institute are using IBM’s Watson (a supercomputer that utilizes artificial intelligence) to learn how to repurpose readily available drugs to treat Parkinson’s disease. It will expedite the work needed to analyze 31 million sources of relevant literature, enhancing the researchers’ productivity.

In the financial sector, he adds, businesses are increasingly turning to the power of analytics to help manage client experiences and make them more secure.

But these are only a few bright points in an otherwise dismal report on how Canadians are once again acting “conservatively” and how those inhibitions about embracing new technologies will keep us behind. As an entrepreneur who has straddled both the startup world and corporate Canada, my only advice is to drop those inhibitions quickly. While you are at it, throw out the Ping-Pong table.

"Creating the Future: How to write your resume"

Jul. 7, 2016: I got this also from Call Centre #1 when they laid us off and helped us get jobs with these workshops. This is printed on dark purple paper and is a Power point.  Now I'm typing it up:

Creating the Future: How to write your resume.

Chronological resume

What a resume contains:

Basic information: Your name, address, phone numbers, email

Profile or objective:

What is the most important information that you want a prospective employer to know? 

What skill, ability or experience do you have that he/ she wants? 

A profile statement at the top of your resume can influence how that person perceives you.

Experience/ work history:

Give dates of employment, names of companies and your job titles.  These are presented in reverse chronological order.  Interest in recent experience is always greater than in what was done in the earlier part of your career.  Under each position you should have a write-up of your responsibilities and your accomplishments.

Education and training:

What level of education have you achieved?

Include completed and ongoing courses which enhance your ability to do the job.  Degrees, diplomas, and certificates are usually listed in this section in reverse chronological order.

Special skills:

Do you have training or skill in a particular computer area or in operating high tech equipment?

Can you speak more than one language?

What special skills can you offer an employee?

Professional Associations:

What relevant professional associations are you a member of?

Do you or did you hold an office on in of these organizations?

Employers look for evidence of leadership?

Community activities:

What contributions have you made in your community?

This will be demonstrated if you have served on a United Way committee, headed a Community Council, led a Cub or Brownie Pack, or taught a course.

Don't look over involved- do you have time to work?

Personal information:

Unless relevant to the position, omit personal information

Your Resume is You!

What is a "well written" resume?

It communicates: it frequently give employers the first impression of your experience and talent.

It lets the reader know what you have done: it gives a sense of who you are, how you think and what you are capable of.

It is clearly worded, concise and accurate: the receiver may not spend more than a few seconds visually scanning it.

It is truthful: Inaccuracies on a resume can be grounds for later dismissal.

Review of resume guidelines:

Step 1: Personal biography

Step 2: Accomplishments

1. What you actually did

-state accomplishments briefly, specifying the results or impact upon the organization

2. The tangible measurement or resulting benefits to the organization

-Include quantitative measurement whenever possible.  This would include money saved, profit earned, percentage increases, increased speed or delivery or so forth

3. Each accomplishment begins with an action verb

Ex. Improved training procedures which led to a reduction of 15 training hours per new hire while maintaining quality standards

Revised training procedures and introduced improvements that substantially reduced time and cost. 

Step 3: Statements of responsibility

These statements:

1. Market your skills and abilities, not just list your past experiences

2. Expand on your experience. 

What did you actually do?

How did you do it?

Or why?

Who did it- you alone, or as part of a group?


Good: Responsible for hiring all support staff to various positions

Great: Recruited, interviewed and hired up to 120 jr. support staff per year.


Good: Responsible to conduct interviews with respondents.

Great: Completed market research interviews on multiple projects while maintaining all quality standards. 

Step 4: The Final Step

How do we quickly catch the attention of our readers?

Profile, objective or summary statement

"Putting your best foot forward"

Placed at the beginning, it is probably the most important part of your resume.  In an instant, the reader has a capsule of who you are and what important attributes and experience you offer to his/ her company.

The rest of the resume backs up this statement.

Ex. Team leader with the proven ability to manage the daily operations of a fast paced call centre

Very strong supervisory, training, and administrative abilities

Offers excellent computer and communication skills

Five years experience communicating with people of various ages, ethnic and education backgrounds


We've selected our accomplishments and described them with action and results

Our resume statements show the depth of our experience

Our personal information has been selected for it's relevance

Cover letter guidelines:

Provides an introduction

Sets the tone and provides an impression

Expresses interest

Shows how your background matches needs

Illustrates enthusiasm

Asks for consideration

Must be well thought out

Tailored to the job you're applying for

Individually prepared

Looks professional

Jul. 12, 2016 Research- the importance: This is another handout from Call Centre #1 and printed on bright orange paper.  I would have to paraphrase 4 pages..

"Once you know what you want to do, and can do, based on your experience and skills, then you need to find out where opportunities may arise for you."

Look for jobs that are suitable to you

To research: libraries, news media, journals, books, informational interviewing, internet

"Through reading an announcement of changes in company personnel, you can identify new key staff that may be looking for recruits to assist them in their new jobs.

Read news about industry in rise or decline, mergers, acquisitions, and new businesses

"Wherever change takes place, opportunities for employment are not far behind." 

I typed in and it lead to the Boston Herald.

I typed in Human Resources Development Canada and it lead to this:

Informational interviewing: You are not presenting yourself for a potential position.

Any contact can help you

You can stumble onto an opportunity in the course of an informational interview

Where are the jobs?

What are they like?

What are employers really looking for?

What are main barriers to breaking in?

Who else would be a good source of information on this topic?

The purpose:

To get a personal feel for a particular occupation or job

To get information specific to a geographic area

To enlarge your circle of contacts

To gain self- confidence for later job interviews

To establish contacts for later job interviews

75% of all opportunities are not in the "hidden market."  Some employers are not sure what he or she wants in an applicant.  An applicant who networks for a job can help the indecisive decision- maker clarify the role needed and sometimes this will lead to you.

Targeting a particular company or group of companies:

Researching, networking, and patience.

Be knowledgeable about the company than most it's employees: annual report, internet, library research, company promotional material

Go to informational interview: at this stage, you probably will not talk to the people who have the power to hire you.

You should always see yourself as sowing seeds when you introduce yourself as a potential employee.  It is unlikely that a job will be available at the point you first make contact about it.

Also you need to make several contacts of key people in the company, and devise ways of keeping your profile high, so that when opportunities are available it is only natural that several people will think of YOU! 

Places to visit to research opportunities

Libraries: main, community, college

Government: provincial, federal govt. have pamphlet or online info

Internet: company website

Monday, November 28, 2016

"Stranger in line helps teacher"/ "Three ways we can help gay, lesbian and bisexual youth"

Aug. 20, 2016 "Stranger in line helps teacher":

But when $97 flashed on the cash register, the man, later identified as Lester Brown, jumped between Drude and the cashier with a bill in his hand.
“He said, ‘Put your wallet away,’ and I just started crying,” Drude told CBS News. “That’s the sweetest thing I’ve ever heard.”
Drude didn’t understand why someone would do something so sweet for a stranger.

“Because teachers don’t get the recognition that they deserve,” Drude recalled Brown telling her.

Throughout the year, Drude often spends money out of her own pocket to benefit kids in her class. The $250 tax deduction that teachers receive doesn’t even put a dent into what we put into our classrooms, Drude said. 

“I teach in a very low socioeconomic area,” Drude explained. “Some of my kids can’t afford what their peers can. I don’t want them to have to deal with that embarrassment or them not even wanting them to tell me.”

Thanks to Brown, Drude’s students have the supplies that they desperately needed.
And Drude said she plans to tell her students about the man’s good deed.

“This is exactly the type of person I want to influence my kids to be,” said Drude, adding that she plans to ask him to join her class for a pizza party. “I want him to inspire my kids just like he inspired me; if any of my kids grew up to be half the man he is I’d be very proud.” 

Misogynist aide: This is a personal essay of a woman experiencing misogyny from her dying father's aide.  Here's an excerpt:

The aide walked in, smiled, and helped my father make his way to the bathroom. Each footstep broke my heart as I watched my dad slowly choo-choo with the help of the creep. 

"I'll be right here, Dad. Take your time." 

My dad smiled and whispered, "I love you, honey." My heart hurt; tears were streaming down my face.
They were almost at the door when the aide turned to me and quietly said, "And you're next. Get ready."

I should have spoken up, but I was paralyzed with fear. He was responsible for my very weak father's well-being.
I froze. Disgust and horror filled my veins. Instantly, I felt as if cement blocks were holding my feet in place and a muzzle was placed over my mouth. I tried to speak up, but I couldn't find my voice. The aide was holding the most important person in my life. I was afraid to yell back. What if he hurt my father?
And then…

My very weak, frail father roared, "That's my baby! Just because I'm weak and sick doesn't mean I won't hurt you!"
The aide turned red and began to sweat. "I'm sorry, I was kidding."

My dad yelled, "Kidding? That's MY daughter! My baby! As long as I have breath in me…even when I'm dead, I'll protect her. Apologize to my daughter NOW!"

The aide hung his head and feverishly apologized to both my dad and me. Then, right before my eyes, I watched the aide's entire demeanor change. His hands were trembling, his face flushed, beads of sweat rolled down his forehead. The aide was no longer a pompous pervert; he became a nervous pubescent little boy. Suddenly, the aide reminded me of the pimply faced boys in middle school caught snapping the girls' bra straps. Weeks of being objectified came to a screeching halt. I stood tall and watched the aide exit my father's room shaken and mumbling, "I'm sorry" over and over. 
The next day, my dad had a new aide. A week later, my father was discharged.

Aug. 22, 2016 "Server receives $500 tip after simple act of kindness":

A server's simple act of compassion went a long way this week.

Kasey Simmons, who works at a Dallas-area Applebee's restaurant, was waiting in a grocery store checkout line last Monday when he noticed another patron — an older woman — looking dejected.

So Simmons chatted with the woman. When she reached the register, he even paid for her groceries.

"It was only $17, but it's not about the money. It's about showing someone you care," Simmons told a local ABC affiliate.
But Simmons had no idea just how grateful the woman was. The next day, her daughter visited Simmons' workplace — and left a $500 tip on a $0.37 bill.

In a letter written on a restaurant napkin, the daughter explained that the day at the grocery store was a hard one for her mother: it marked the third anniversary of her husband's death.

"My mother did not need you to help her, but you made her year," the daughter wrote.

To clarify: we are not crying; you're crying.

Oct. 10, 2016 "Three ways we can help gay, lesbian and bisexual youth": I found this article by Gregory Ramey in the Globe and Mail on Oct. 7, 2016:

Adolescence can be difficult, but extraordinarily more so for our gay, lesbian and bisexual teens, according to a study just released by the Centers for Disease Control and Prevention.

Compared with their heterosexual peers, youth in the sexual minority are significantly more likely to be bullied at school (34 per cent for minorities against 19 per cent for heterosexuals) harassed online (28 per cent against 14 per cent), experience physical dating violence (18 per cent against 8 per cent) and be physically forced to have sex (18 per cent against 5 per cent).

These children are also five times more likely than other students to use illegal drugs, and 10 per cent missed school in the past month due to safety concerns. More than 40 per cent of these teens seriously considered suicide, and 29 per cent tried to kill themselves in the past month.

On almost all of the 118 health indicators in this study, our gay, lesbian and bisexual children are telling us that they are hurting to the point where almost a third of them tried to end their lives.

It’s easy enough to advocate for more mental-health services for these kids. However, the obvious question is why do sexual-minority youth experience such an incredibly difficult time transitioning from childhood to adulthood?

You know the answer. We have collectively created an environment that has made it acceptable to humiliate and demonize a group of kids who happen to be emotionally or sexually attracted to someone of their own gender. I get so weary of people telling me about their biblical opposition to homosexuality or their uneasiness with discussing these issues with their kids.

Your personal views regarding homosexuality are not justification for creating a culture that is so hostile and dangerous for our sexual-minority youth. Here’s what you can do.

Talk with your kids

Many teens have confusing sexual feelings. They may feel an attraction toward someone of their same gender that is temporary, or it may continue into adulthood. Your frank discussion with your teens will not cause them to be gay or heterosexual. It will relieve them of anxiety, and bring you closer to them.

Don’t tolerate intolerance

For years, many of us have been reluctant to speak up on behalf of sexual minorities for fear that others may view us as “one of them.” Send a clear message to your kids that ridiculing others based upon their sexual preference is not allowed.

Adults in authority

Teachers, coaches and youth workers have a special responsibility to keep our sexual-minority kids physically and emotionally safe. Let’s offer these kids our guidance and acceptance. Our caring presence is critical in helping them deal with what is still a hostile world. Dr. Gregory Ramey is the executive director of Dayton Children Hospital’s Pediatric Center for Mental Health Resources.

Oct. 28, 2016 "Diseased kidneys now offer transplant option": Today I found this article by Lauren Neergaard.  Here are some excerpts:

WASHINGTON — A bold experiment is giving some patients a chance at cutting years off their wait for a kidney transplant if they agree to a drastic-sounding option — getting an organ almost sure to infect them with hepatitis C.

Betting on new medications that promise to cure hepatitis C, two leading transplant centres aim to use organs that today go to waste, a bid to put a dent in the nation's long transplant waiting list.

Pilot studies are underway at the University of Pennsylvania and Johns Hopkins University to test transplanting kidneys from deceased donors with hepatitis C into recipients who don't already have that virus. If the groundbreaking research eventually pans out, hundreds more kidneys — and maybe some hearts and lungs, too — could be transplanted every year.

She jumped at the chance to enrol in Penn's study, even though doctors made clear they hoped for but couldn't guarantee a hepatitis cure.
"My son said, 'Mom, this is a no-brainer. Just do it,'" Hendricks said.

She swallowed an anti-hepatitis pill daily for three months, in addition to the usual post-transplant medications. Testing showed the drugs rapidly cleared hepatitis C out of her bloodstream. With her new kidney functioning well, she now has enough energy to play with her toddler grandson.

Nov. 23, 2016 Jennifer Pan: On Nov. 19, 2016, there was a true crime fiction book review called "Anatomy of a Murder" by Eric Andrew- Gee in the Globe and Mail.  It mentioned Jennifer Pan.  I think I wrote about her before.  I looked her up and I wrote about her in an Aug. 2015 blog post:

Ikea sells toys for charity/ organ donations

That is the beauty of the blog, if I don't remember something (or you guys don't), I can always refer to my blog.

What started out as a typical work day ended with an early dose of Christmas cheer for a waiter from Ireland who unexpectedly received a helping hand.

Ben Millar, 22, was working at a restaurant in Houston, Texas when he began chatting with a customer about his home back in Belfast, Ireland. Millar mentioned that his girlfriend was eight months pregnant with their son, Killian, and said he hoped to eventually take her back to home to meet his family once the baby arrived.

Millar’s story must have really connected with that particular customer, because once he went to collect the bill he realized the man had left a jaw-dropping $750 dollar tip, reports Independent.

Millar immediately looked around the restaurant to thank the stranger for his act of kindness, but he was nowhere to be found. All he left was a brief note alongside his random act of generosity.

“Hopefully, this can get you back to Ireland for the holidays,” the note read.

Joy Anna Delight:

Aw!!! That gave me goose bumps! What a nice guy. There is no nicer feeling in the world than when a total stranger does a nice gesture like that. So remember that. You can too. Doesn't have to be a huge gesture either but any random act of kindness will do. IT IS THE HOLIDAY SEASON after all.

My week:

Nov. 22, 2016 Donate clothes to the Youth Empowerment Services: Yesterday I did my last driving lesson.  As usual I offered to give away my things to my friends first before I donate them.  My sister gave me clothes that I never wore, so I offered it to Jessica.  Then she told me to donate it to a youth or a women's shelter.  That's good, I didn't think of that.  I was going to donate it to Value Village like how I donated all these books and magazines to them already.

I donated 5 pieces of clothing to the Youth Empowerment Services.  I did offer to give to my friend Cham, but she said she had a lot of clothes already.  I told her where to donate them too.

Nov. 23, 2016 What do you like to read?: I have this old email in my drafts and it was to be sent to someone, but I didn't.  However, I had this kind of email sent to someone else before.  Here is my question to all my friends and family (and blog readers):

I really want to be friends with you.  I know it can be hard to maintain friendships when people have busy lives.  That's why I send a weekly email to all my friends so we can keep in touch.  Or at the very least they know what's going on with me.

I do want to get to know you more.  I can curate some articles that are of interest to you.  Right now I'm guessing.

Topics: Also, what kind of topics interest you? 

How about entrepreneurship?


Mental health and wellbeing?


Finance and retirement?

How about book reviews and author interviews? 

Nov. 24, 2016 Today I was looking for a job on Indeed and it lead me to this website.  You can hire someone for elder care, babysitting, pet care, and housecleaning.

Sacha Sterling: I have been listening to this telesummit when I look for my job.  I started listening to telesummits since 2014.  I only listened to 1 telsummit in 2014.  In 2015, I subscribed to a whole bunch of them.  This is about entrepreneurship, but it could be applied to life.  It is inspirational: By listening to the telesummit, I heard about this website:

Nov. 25, 2016 "Knowing when to narrow and widen my focus": I know about looking for a job that's close to me like in downtown.  I am able and can take 2 buses to get to a job.

Channel Zero: Candle Cove: I wrote about this before.  It's about this TV show that is making kids kill people.  It was scary, disturbing, and intense.  It has a supernatural vibe to it.  I watched the first 3 episodes as it came.  Then I watched the last 3 episodes this week.  It is a very strong show.  I would tell you to watch the pilot and see if you like it or not. 

"A child psychologist (Paul Schneider) returns to his small town home to investigate the mysterious disappearance of his twin brother and a slew of other children in the 1980s, and how it is connected to a bizarre local children's television show that aired at the same time."

The second season comes next yr:
"A young woman named Margot Sleator (Amy Forsyth) visits the No-End House, a bizarre house of horrors that consists of a series of increasingly disturbing rooms. When she returns home, Margot realizes everything has changed."

I would probably watch the second season, or least check out the pilot.