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Capacity Canada

Ontario Educational Leadership Centre- Volunteer Board Members

Term: 4 years per term with a maximum of 2 consecutive terms

Shape the next generation of leaders. The Ontario Educational Leadership Centre (OELC) is seeking visionary, community-minded professionals to fill at least three (3) executive officer vacancies on our volunteer Board of Directors. Help us govern, strategize, and expand our impactful youth leadership programs across Ontario.

Executive Officer Vacancies

We are currently recruiting specifically for the following key leadership roles on our Board Executive:

  1. President and Chair of the Board: Provides strategic leadership to the Board, presides over meetings, and acts as the primary liaison between the Board and the Executive Director.
  2. Vice President, Finance: Oversees the financial health of the organization, serves as Treasurer, and chairs the Finance Committee to manage budgets and stewardship.
  3. Vice President, Administration: Manages corporate governance tracking, board records, and ensures organizational policies align with regulatory frameworks.
About OELC

Since 1948, OELC has empowered youth to maximize their potential as community agents of change. Serving over 1,600 students annually across Ontario, we deliver highly engaging leadership courses built around core pillars:

  • Self-Awareness and personal growth
  • Equity and Inclusion principles
  • Teamwork and collaborative dynamics
  • Communication skill-building
  • Well-Being for individuals and teams
  • Global Connections to school and community
Who We Are Looking For

We welcome all qualified applicants, including active, recently retired, or retired educators and professionals who bring diverse perspectives.

Core Qualifications
  • Mission Alignment: Deep passion for youth development and empowering the next generation.
  • Professional Expertise: Background in education, non-profit governance, finance, government relations, legal affairs, or fundraising.
  • Commitment: Ability to dedicate at least 4 hours per month for board meetings, committee work, and organizational events.
  • Strategic Mindset: Readiness to collaborate with the Executive Director on long-term growth and organizational sustainability.
  • Valued Assets: Prior experience with youth programming, non-profit boards, or donor fundraising is highly advantageous.
Key Board Responsibilities

In compliance with the Ontario Not-for-Profit Corporations Act (ONCA), directors owe a fiduciary duty and a duty of care to the organization while executing the following pillars:

  1. Strategic Governance: Guide OELC’s vision, shape effective oversight policies, and evaluate organizational performance.
  2. Financial Stewardship: Oversee annual budgets, review statements, and advise on sustainable fundraising and grant-seeking activities.
  3. Community Advocacy: Act as an ambassador to expand OELC’s professional networks and community profile.
  4. Program Innovation: Support the Executive Director in monitoring program efficacy and developing forward-thinking leadership curricula.
  5. Active Committee Work: Attend 5 annual board meetings and actively contribute to sub-committees (e.g., Finance, Governance).
  6. Succession Planning: Participate in the ongoing recruitment, onboarding, and development of future board leadership.
Commitment to Diversity, Equity, and Inclusion

OELC is dedicated to building a board that reflects the diverse youth and communities we serve across Ontario. We strongly encourage applications from equity-deserving groups, including Indigenous peoples, Black and racialized individuals, people of all genders and sexual orientations, and persons with disabilities.

How to Apply

Interested candidates are invited to submit a current resume and a one-page cover letter outlining their skills, experience, and motivation to join the board.

Contact Email: executivedirector@oelcccaso.com
Attention To: Jeff Benner, President of OELC
Application Deadline: July 15, 2026

Selection Process: All applications will be reviewed by our Governance Committee. Shortlisted candidates will be contacted by a member of the Board Executive for an interview.

The post Ontario Educational Leadership Centre- Volunteer Board Members appeared first on Capacity Canada.


Andrew Coppolino

(Another) Return to Langdon Hall

Reading Time: 3 minutes

I’ve come round to the idea that Langdon Hall is a place I will return to — even though it’s nearly 600 kilometres away from where I now live. It’s not an adventure on which I can embark often, but it is always a visit that soothes the soul and feeds the spirit (and stomach) exceptionally well.

When we moved from Waterloo Region a couple of years ago, Aubrey and I had thought it would now only be a rare occasion to stay and dine at Langdon. In fact, as we checked in for a visit earlier this spring, we (sadly) thought it might be the last — just because there are so many wonderful choices for restaurants right in our new backyard: Ottawa, Gatineau and Montreal, all of which we are much closer to and which are packed with great dining-and-beverage venues.

However, the atmosphere at LH swept us away, as it always does, and we realized that this might not be the case at all: our recent stay, it turned out, confirmed for us that it was a get-away that we needed to make whenever possible.

There is something in the very air at the Cambridge Relais et Chateaux that draws you in and envelops you. There’s a grandeur to the old building but one that isn’t intimidating; it’s beautiful, but it doesn’t overwhelm. A lot of that is because of its rural and calming bucolic setting in a glorious 75-acre Carolinian forest.

Inside, the detail and ambience in the main house and Wilks’ Bar, for instance, reminds me of our former home in downtown Kitchener. But let me quickly clarify that statement! Our previous, long-time home in the East Ward was a modest Depression-era house built in 1937 and was in no way as glorious (or as large!) as Mr. Wilks’ summer home.

However, some of the architectural details — the woodwork, the baseboards, the mouldings, the windows, the fireplace — resembled what you see at Langdon, and they have always reminded us of our humble abode on Simeon Street.

♦Langdon Hall (photo/Colin Faulkner).

That fact is in part what makes the Federal Revival-style of Langdon’s architecture so charming. There is an ambience and character here that is truly unique. Like I said, it feeds the soul. And we just feel like Langdon is our home when we visit. It feels so comfortable and accessible. We have never found anything comparable. We stayed in the newly renovated “Cloisters” (very nice indeed) but like equally the country-estate charm of a “Stable” room.

The food and service in LH dining rooms are unparalleled, of course.

Listed as #18 on Canada’s 100 Best restaurants, Jason Bangerter’s cooking is beautiful, inventive and delicious — taking ingredients from the many on-site and local sources, including a 10,000 sq.-ft. garden, they have at hand. I love watching a cook, basket over their arm, wandering through the garden harvesting ingredients.

Tasting menu, a la carte menu or breakfast and brunch, the kitchen puts out terrific dishes with elegance and wonderful flavours and textures. This was certainly the case in our recent visit, one that saw the last preparation of the menu before it moved into the new summer season. Accompanying, of course, was stellar service from each staff member who came to the table. That is just as important as what is presented on your plate.

♦Bangerter’s signature dish truffle soup (photo/Colin Faulkner).

I’m hard-pressed to think of another restaurant where all of these elements coalesce so naturally and so seamlessly. We can’t visit often, but we discovered that Langdon will always be somewhere on the horizon, an anticipation of something soothing and relaxing on our itinerary.

Banner photo/Colin Faulkner.

Check out my latest post (Another) Return to Langdon Hall from AndrewCoppolino.com.


Github: Brent Litner

brentlintner starred ostreedev/ostree

♦ brentlintner starred ostreedev/ostree · June 8, 2026 08:34 ostreedev/ostree

Operating system and container binary deployment and upgrades

C 1.6k Updated Apr 10


Github: Brent Litner

brentlintner starred bootc-dev/bootc

♦ brentlintner starred bootc-dev/bootc · June 8, 2026 08:33 bootc-dev/bootc

Boot and upgrade via container images

Rust 2.1k Updated Jun 8


Github: Brent Litner

brentlintner starred containers/ramalama

♦ brentlintner starred containers/ramalama · June 8, 2026 08:32 containers/ramalama

RamaLama is an open-source developer tool that simplifies the local serving of AI models from any source and facilitates their use for inference in…

Python 2.9k Updated Jun 8


Agilicus

How AI Threatens the Industrial Control Systems in Small and Mid-Size Manufacturing

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Elmira Advocate

ANOTHER MOSTLY USELESS TRAC MEETING IS SCHEDULED FOR THURSDAY JUNE 18/26

 

When I say "useless" I guess I had better be more specific. The TRAC meeting is "useless" from the point of view of the public interest. It is however highly useful from the point of view of Lanxess, the MECP, Woolwich Township and all the other "fellow travellors" who feel that it is in their best interests to keep the public in the dark and to support plans that have guaranteed groundwater remediation failure. Pump & Treat aka Pump & Dump has always been known as the "...cheapest, least effective" groundwater remediation methodology which apparently is why it was so embraced by Uniroyal Chemical way back in the early 1990s.

The other reason that it has been both embraced and supported by Woolwich, Waterloo Region, the MECP (Ministry of Environment, Conservation & Parks), GRCA etc. is because mud slinging between all the guilty parties just listed was ended and has remained so by agreements from the dirty polluter (Uniroyal), their successors (Crompton, Chemtura, Lanxess) as well as the political bodies listed. 

TRAC (Technical Remediation & Advisory Committee) aka Thoughtfully Rotten & Corrupt has been extremely helpful in selling the sham "cleanup" to the public. Even now it has  a place in the propaganda put out by our mayor and the MECP claiming some kind of moral victory over NDMA, chlorobenzene, ammonia and all the other long unnamed and ignored contaminants including DNAPLS, dioxins and DDT.  

Now the guiltiest of the government bodies certainly is the MECP formerly MOE. Once again however municipal and regional woosies...oops I mean politicians know their place and are not going to want to ever be seen as at odds with the higher tier levels of government whether provincial or federal. It is the great weakness of democracy in that we do not generally attract the best and brightest so much as the laziest but most power hungry individuals to run for office. Sometimes we the public get lucky but not nearly often enough as the gross failures of the Elmira Water Crisis indicate locally and as Ukraine, Sudan and the Middle East indicate internationally. 

For the record I believe that it is more accurate to refer to the MECP  not as it has been in the second paragraph above but as the Ministry of Expanded Corporate Pollution. They are particularly large polluters best friends. Little polluters they will bash hard if it suits them.

Undemocratic twits and idiots like Donald Trump presiding over the most powerful nation on earth are so stupid that they actually lecture other countries about not being democracies like the ones that they are currently ruining. 


Adam Wathan

Componentizing a Dashboard with Tailwind CSS

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Code Like a Girl

Her Edge: This One’s for the Onlys

You can’t fix being an Only. But you can make it feel less lonely.

Excerpt from my paid Substack column, Her Edge. Read the full post here

♦Image of me in front of the room pitching our new process created by ChatGPT.

The only woman in the room.
The only woman in leadership.
The only product manager in the company.
The only one who didn’t come up through the traditional path.
The only parent on the team.
The only designer in an engineering org.
The only bootcamp grad in a room full of CS degrees.
The only one at your level who didn’t come from a FAANG company.
The only one balancing a sick parent with a demanding job.

You have plenty of people around you.

A boss. A team. A partner who tries.

But when something goes sideways, really sideways, you run through the list and realize none of them can help with this particular thing.

None of them is doing what you’re doing, at your level, inside the same walls.

What you need is a peer. Someone who gets it without you having to explain the whole context first.

And you don’t have one.

That’s where I was on a Friday afternoon in October 2015.

It was four months into my time at Arctic Wolf, and I had just watched my team revolt.

I was employee 35. Hired as the Director of Engineering to build the foundation that would let fifteen developers scale to hundreds over the next 7 years.

The dev team was running as one team on monthly sprints with a lightweight ticketing system.

At ten people, that works fine. You’re in the same room. You know each other. You just build things. But they were fifteen now and heading to twenty, and at twenty it was going to break.

My job was to add just enough process to remove the chaos. No more than that and no less. Process for process’s sake is a disaster. But just enough, at the right time, is what separates a high-performing team that scales from an average one that limps along.

I had spent the first four months drinking from an information firehose. The tech. The team. The personalities. Earning trust. Building the tools and systems that would let us split into three teams and grow.

As I was building the new structure and process around it, I proposed the new system to the senior team members. I wanted two-week sprints. They pushed back; they felt it would be too much overhead. So I proposed three weeks, and they agreed.

Things seemed to be going well. I thought I had done enough legwork with the right people before rolling it out to everyone.

I was wrong.

On that Friday afternoon, right before their monthly retrospective, I proposed the new plan to the whole team. Starting Monday, we would use the new ticketing system, break into three teams, and move to three-week sprints.

What I didn’t say:

This is just the starting point. We will iterate on it together.

I thought that was obvious.

It wasn’t.

A lot of these developers had worked with my boss for years. Kim had co-founded Arctic Wolf and brought most of this team with her. Now this new person (me) was in front of them, pitching a new way of working. And Kim wasn’t in the room.

They revolted. They told me they didn’t like it and why it wouldn’t work. I tried to explain the thinking behind it. They didn’t want to hear it.

They were having an emotional response. They didn’t want things to change.

I was having my own emotional response. Frustrated, they couldn’t see my vision, scared I was failing, and disappointed in myself for not rolling the change out better.

And that’s when you feel being an only the most.

You want to talk to someone who has been here before. Who understands all the different things at play.

But it can’t be your boss. They’re evaluating your performance while you’re telling them what went wrong.

It can’t be your team. You can’t afford to lose their respect.

It can’t be your spouse or your parents. They’ll support you no matter what, they’ll take your side, but they haven’t lived what you are living and while they can offer emotional support, they may not fully understand the situation to give you the advice you need.

What you need is someone who has done exactly what you’re doing. Who gets it without the backstory.

I didn’t have that person.

I figured it out over the weekend. I realized my mistake and the next week got everyone on board. In the end, that meeting was a blip in the road, but it would have been really nice to have someone to help me navigate it.

That’s the loneliness of being an Only.

It’s not dramatic. It’s just quiet. A Friday afternoon with no one in your corner who understands the job.

Here’s what made being the only R&D Director harder at Arctic Wolf.

When I arrived, the four people who had built Arctic Wolf were already a unit.

  • Brian — CEO and co-founder
  • Kim — VP of R&D and co-founder
  • Matt — Chief Architect and employee #1
  • Sam — Head of Security Operations also an early employee.

Brian, Kim, Matt, and Sam had all worked together at BlueCoat for years before founding Arctic Wolf.

These four were tight. A shared language, a shared history, a shorthand built over a decade and a half together.

And then there was me. The outsider who joined three years after inception, trying to earn my way in.

They weren’t excluding me on purpose. But I didn’t have their history before Arctic Wolf and I hadn’t been there for the first three years they spent building it together.

That’s not something you can catch up on. You either lived it or you didn’t.

I was the only engineering director. An outsider to the founding group. The only woman in leadership below the founding level.

Three kinds of Only. At the same time. For 5 years.

In the spring of 2018, I was promoted from Director to VP, and I became the only female VP in the company until January of 2020, when Gwen was hired as VP of Pack Support Services. She was taking over a team I had built from the ground up, and it couldn’t have gone to a better person.

It was lovely to have her there. It was lovely not to be an only in that respect anymore.

But I didn’t wait for Gwen. Long before she arrived, I had built something for myself. Support systems outside the company that helped me feel less alone, more supported, and more confident through those five years.

You can’t fix being an Only. But you can make it feel less lonely.

Read more about what I built. And how you can build it too.

Her Edge: This One's for the Onlys

Originally published at codelikeagirl.substack.com.

Her Edge: This One’s for the Onlys was originally published in Code Like A Girl on Medium, where people are continuing the conversation by highlighting and responding to this story.


Code Like a Girl

The Questions You Ask Reveal More Than the Answers You Give

Most candidates treat “Do you have any questions for me?” as the end of the interview. The strongest candidates treat it as the most…

Continue reading on Code Like A Girl »


KW Predatory Volley Ball

OVAtion Awards Banquet 2026

Read full story for latest details.

Tag(s): Home

Jason Paul

AWS Summit Toronto 2026

Introduction Well that’s a wrap! AWS Summit Toronto 2026 happened on June 3, 2026 at the Metro Toronto Convention Centre, and was a great experience. AWS Summit is a free…Continue readingAWS Summit Toronto 2026

The post AWS Summit Toronto 2026 appeared first on LinuxTek Canada.


Kitchener Panthers

Panthers lose fourth straight game

KITCHENER - The Kitchener Panthers continue to have problems with the home run.

Chatham-Kent hit four over the fence at Jack Couch Park Sunday, including a sixth-inning grand slam from Austin Gurney, as the Barnstormers took down the Panthers 10-5.

It was one of two homers for Gurney.

Kitchener also had success with the long ball, as Petey Kiefer hit a two-run blast in the fifth and Mateo Zeppieri hit a solo shot in the sixth.

Zeppieri led the team with three hits. Both Yosvani Penalver and Malik Williams had two hits.

Owen MacNeil gave up two runs on five hits in five innings of work.

Jacob Liberta took the loss after giving up four runs on five hits in two innings.

Aden Ryan got the win for Chatham-Kent after going two innings. 

Former Panther Dakota Parsons started for the visitors, scattering four hits in four innings. He gave up three runs (two earned) and struck out three.

Kitchener drops to 5-7 on the year, while Chatham-Kent moves to 4-6.

The Panthers get a few days to rest before hosting Toronto Friday at 7:05 p.m.

GET YOUR TICKETS NOW and #PackTheJack!

BOXSCORE

Code Like a Girl

Why Is Your Manager Only Rude To YOU?!

ENGINEERING BEYOND CODE | PART 8Not every rude manager is toxic. Sometimes they are frustrated by repeated dependency.♦Photo by Tim Gouw on Unsplash

Early-career engineers often walk into the software industry with one dangerous assumption:

“If I work hard and stay sincere, people will naturally treat me well.”

Unfortunately, corporate engineering teams do not always operate on emotional fairness.
They operate on reliability, trust, pressure, deadlines, and perceived competence.

And this creates a painful situation many engineers silently face:

“My manager speaks politely to everyone else… but becomes rude only with me.”

Obviously, this hurts deeply because it feels personal.
And as a matter of fact, sometimes it is personal.
But many a time, it is something harder to accept:

Your manager may have lost confidence in your execution ability.

That does not mean you are useless.
It does not mean you cannot grow.
But ignoring the signal can permanently damage your career trajectory.

This article is not about defending toxic behavior as rudeness is never ideal leadership.

But early-career engineers grow fastest when they learn to separate emotional discomfort from operational reality.

First, let's understand what managers actually value.

Most new engineers think managers mainly value:

  • effort
  • sincerity
  • long hours
  • enthusiasm
  • honesty

Experienced managers value something else first:

  • predictability
  • ownership
  • speed of understanding
  • low supervision cost
  • reliability under pressure

A manager under delivery pressure does not think.

“This engineer is trying hard.”

They think:

  • “Can I trust this person with critical work?”
  • “Will this task come back broken?”
  • “Will I need 5 follow-ups?”
  • “Can this person independently unblock themselves?”
  • “Will this engineer create risk for the team?”

This is the harsh reality of engineering organizations.

If your manager is repeatedly rude specifically toward you, ask yourself honestly:

Are you unintentionally creating management fatigue?

Examples:

  • Asking the same questions repeatedly
  • Missing obvious details
  • Forgetting instructions
  • Delivering incomplete work
  • Giving vague status updates
  • Needing constant reminders
  • Escalating before debugging properly
  • Taking too long to understand systems
  • Saying “I tried everything” too early
  • Repeating mistakes after feedback

One or two mistakes are normal.

But repeated dependency changes how managers behave psychologically.

They stop seeing you as:

“an investment”

and start seeing you as:

“an operational drain.”

That shift changes tone very quickly.

The Difficult Truth Early Engineers Avoid

Many engineers immediately conclude:

“My manager hates me.”

But sometimes the real situation is:

“My manager does not trust my execution.”

Those are different problems.

Hatred is emotional.
Distrust is operational.

And operational distrust usually comes from patterns.

A Strong Signal: Observe How Feedback Changes

There are usually 3 stages.

Stage 1 — Patient Guidance

The manager explains carefully:

  • “Please improve debugging.”
  • “Read logs before escalating.”
  • “Test properly before pushing.”
  • “Document your findings.”

Tone is calm.

Stage 2 — Visible Frustration

Manager starts becoming shorter:

  • “Why was this missed?”
  • “Did you verify?”
  • “We discussed this already.”

Patience reduces.

Stage 3 — Rudeness

Manager assumes:

  • instructions won’t be followed,
  • mistakes will repeat,
  • extra supervision is needed.

Now the tone becomes harsh.

This is often where engineers emotionally collapse because they only notice Stage 3 and ignore Stages 1 and 2 that happened earlier.

Here’s What Smart Engineers Do Instead of Getting Defensive

Weak reaction:

  • “Manager is toxic.”
  • “Nobody appreciates me.”
  • “I’ll mentally disconnect.”
  • “I’ll do the bare minimum.”

Strong reaction:

“Why has confidence reduced, and how do I rebuild it?”

That mindset shift changes careers.

How to Rebuild Manager Trust1. Become Extremely Reliable on Small Things

Do not chase “big impact” immediately.

Start with:

  • correct updates,
  • accurate timelines,
  • proper testing,
  • organized notes,
  • complete debugging evidence.

Managers rebuild trust from consistency, not promises.

2. Stop Giving Vague Status Updates

Bad:

“I’m checking.”

Better:

“Issue reproduced. Root cause narrowed to config mismatch between service A and B. Verifying logs now.”

Specificity creates confidence.

3. Never Escalate Empty-Handed

Before asking for help:

  • explain what you checked,
  • attach logs,
  • mention hypotheses,
  • explain why you are blocked.

Managers respect effort visibility.

4. Reduce Repeat Mistakes Aggressively

Nothing damages reputation faster than repeating the same issue.

Create:

  • debugging checklists,
  • deployment checklists,
  • review notes,
  • learning logs.

Professional maturity often means creating systems around your weaknesses.

5. Learn Faster Outside Office Hours

Painful truth:
Some engineers improve slowly because they only learn during assigned work.

Fast-growing engineers:

  • read architecture docs,
  • study production issues,
  • watch system design talks,
  • revisit mistakes independently.

The industry rewards self-driven learners disproportionately.

But Wait—What If the Manager Is Actually Toxic?

This article is not saying:

“Managers are always right.”

Some managers:

  • humiliate people publicly,
  • play favorites,
  • insult juniors,
  • weaponize pressure,
  • damage confidence intentionally.

That is unhealthy leadership.

But before concluding toxicity, ask:

  • “Would a strong engineer receive the same treatment?”
  • “Have I objectively improved over the last 6 months?”
  • “Am I easier or harder to manage now?”
  • “Do senior engineers trust my work?”

Self-awareness is a superpower in engineering careers.

Final Thought

Sometimes a rude manager reveals more about the environment. Sometimes they reveal something about your current professional level. The mistake is assuming every uncomfortable experience is unfair persecution.

Because in engineering careers, reputation compounds.

And one day, the same manager who sounded frustrated with you may start saying:

“Give this task to her. She handles things properly.”

That transformation is possible !!

Why Is Your Manager Only Rude To YOU?! was originally published in Code Like A Girl on Medium, where people are continuing the conversation by highlighting and responding to this story.


Elmira Advocate

PRECISELY WHO AT WATERLOO REGION DELAYED THE OBVIOUS FIX FOR WILMOT RESIDENTS?

 

Who exactly? Was it staff or was it elected councillors?  If councillors, who were the ringleaders who made Wilmot residents wait six months and longer for emergency water supplies? Record reporter Luisa D'Amato in today's paper seems pleased and satisfied that the Region are now offering immediate hookups to large tanks of water placed outside homes with water shortages in Wilmot Township. Yes that solution which was also used decades ago when the Region first started pumping water from Wilmot to serve the thirsty and growing cities of Kitchener, Waterloo and Cambridge, appears to be a good one. Who were the twits and twerps in any way at all blocking, forgetting or dragging their feet on this emergency solution to serious water shortages for numerous Wilmot residents? They need to be identified and shown the door, elected or otherwise. Ms. D'Amato is correct when she states that it is no fun to balance powerful competing interests however I see the powerful interests all on one side and that is the developers and builders. Sure as hell the residents and voters in Wilmot have been studiously ignored and treated with disdain throughout by the other parties including Waterloo Region councillors.

Today's K-W Record has Ms. D'Amato's article titled "One bright spot in a sea of problems" on the front page.


James Davis Nicoll

Cold Stone / The Stainless Steel Rat (The Stainless Steel Rat, volume 1) By Harry Harrison

1961’s The Stainless Steel Rat is either the first or the fourth volume in Harry Harrison’s Stainless Steel Rat science fiction series1.

James Bolivar ​“Slippery Jim” DiGriz — the Stainless Steel Rat — is an anomaly in the tidy, pampered, law-abiding world of the distant future. He is a career criminal in a galaxy where crime is almost unknown. Jim is one of a very small group of people who possess just the right combination of intelligence and amorality to flourish as a criminal. At least until now.


The Backing Bookworm

It's Not What You Think



This is a well-named book! Be prepared for a smart and twisty read, my bookish friends!
What starts with a suspicious girlfriend quickly turns into something much more sinister! When Nadeeka finds her boyfriend violently murdered, the police are called and Nadeeka's world is turned upside down. Detective Chief Inspector Lauren Caldwell and her team investigate and reveal a series of lies, secrets and nefarious plans. 
The very short chapters (the best kind!) keep the story at a fast pace and through the POVs of a few characters, the true story is revealed, taking readers on a wild ride that will keep them eagerly turning the pages. And that TWIST!! She got me. Clare totally got me. I didn't see it coming. Well played!
I can't say too much without risking spoilers. Just know that this is a hard to put down fast-paced police procedural/thriller with strong, well-developed characters. Mackintosh brings first-hand experience as a British police inspector for an authentic feel and I appreciated the relevant and important social themes that are woven into the story, making this fantastic fodder for book club discussion. 
This well-crafted police procedural is the perfect book to go into blind. Don't read the blurb, just slide into this tense, edge-of-your-seat read and enjoy the ride!

Author Event: Burlington Public Library - Burlington, ON Canada 
Today I met Clare Mackintosh at an event at the public library in Burlington, Ontario. It was another amazing event (my second event there this week!) and worth the 90-minute drive. 
Clare fielded some great questions from moderator, journalist and cultural commentator Sarah Laing, attendees got insight into the book (without any spoilers - a hard feat!) and a few laughs were had along the way. 
What a great way to spend a Saturday afternoon!







My Rating: 5 starsAuthor: Clare MackintoshGenre: SuspenseType and Source: trade paperback, personal copyPublisher: HarperCollings CanadaFirst Published: March 26, 2026Read: June 2-6, 2026

Book Description from GoodReads: 
He has a secret. She knows he's lying…
YOU THINK YOU KNOW THE PEOPLE YOU LOVE

Nadeeka is certain Jamie is having an affair. She knows the tell-tale signs.

She's been here before.

YOU THINK YOU KNOW WHO YOU CAN TRUST

When Jamie claims to be at work late, she knows he's lying. He's with another woman, and she's determined to catch him in the act.

YOU THINK YOU KNOW HOW THE STORY ENDS

But when Nadeeka arrives home to confront him, Jamie can't explain himself. The house has become a crime scene…

Jamie is dead.

IT'S NOT WHAT YOU THINK

Cordial Catholic, K Albert Little

Mary's Role in Prophecy and the Messiah's Return #shorts

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KWSQA

Thursday, June 25, 2026 – KWSQA June Social

Register: Online at our KWality Talk Page, this is an in person event.

Location: Morty’s Pub, 272 King St N, Waterloo, ON N2J 2Y9

Time: 6:00 pm – 8:00 pm

Details:

It’s that time of year again! On June 25 join the board and members of the KWSQA community at Morty’s Pub for an evening of food, drinks, and socializing with your peers.

The social will kick off at 6pm and will run until 8pm. We’re hoping to host the social on the patio to enjoy the summer weather, but in the case of inclement weather the event will be moved indoors. Food will also be provided through the event by KWSQA. Drinks and extra food will be the responsibility of attendees.

We look forward to seeing you there!

Tickets:

This year our social tickets will be offered for a rate of $20 for Non-Members. Anyone with a 2026 KWSQA Membership is able to attend the event at no additional fee. If you wish to purchase your membership in order to access this and all following KWality Talks you may do so by purchasing your membership here, then returning to this page and using your new membership code on the first screen to reserve a KWSQA Member Ticket.

2026 KWSQA Members will need to enter their Membership Code (which will have been sent via Ticket Tailor) on the first screen in order to access the KWSQA Member Ticket type. Reminder, this code will have been sent to you by TicketTailor when you purchased your membership or in early January. We recommend searching for “2026 KWSQA Membership” in your emails to find the email with your membership code. If you cannot locate this email or your membership code please reach out to info@kwsqa.org


Code Like a Girl

How to Explain Your Project in an Interview (With Examples)

What interviewers really want to hear when you talk about your project

Continue reading on Code Like A Girl »


Brickhouse Guitars

Interview with Julien from Boucher (Final Inspector)

-/-

Cordial Catholic, K Albert Little

Is Wes Huff Right About Catholics? #apologetics #Catholic #Bible #christian

-/-

Kitchener Panthers

Panthers drop below .500

LONDON - Another tough night at the office for the Kitchener Panthers.

They were doubled up 8-4 in London Friday night, marking Kitchener's third straight defeat.

If there is any silver lining, the bats started to get some results as the Panthers generated 11 hits. Three of those came from Yunior Ibarra, a season-high for the Cuban catcher.

Malik Williams, Yosvani Penalver and Raffi Gross all had two hits a piece.

Gross extended his hit streak to seven games, while Williams has multiple hits in three of his last four outings.

Kitchener had two runs in the first, before London responded with a run in the third and two more in the fourth to take a lead they wouldn't relinquish.

London's big inning came in the sixth, when they scored four runs.

Kitchener left 13 runners on base on the night.

Samuel Quintana gave up a run on one hit in three innings of work.

Elian Serrata took the loss, surrendering three runs (two earned) on three hits in 1.1 innings. Both Quintana and Serrata had three strikeouts.

Travis Keys struck out four in five innings to capture the win. He gave up two runs on eight hits and walked three.

Kitchener falls to 5-6 on the season. London improved to 7-3.

The Panthers look to rebound Sunday afternoon at home against the Chatham-Kent Barnstormers. First pitch is scheduled for 2:05 p.m.

GET YOUR TICKETS NOW and #PackTheJack!

Sunday is COUNTRY DAY at Jack Couch Park. The first 500 fans into the ballpark get a FREE Panthers cowboy hat!

BOXSCORE

Code Like a Girl

Agency Vibes, Enterprise Stakes: Why Mood Boards don’t Survive the Zoom meetings

Empathy mapping exercise as a new visual bridge

Continue reading on Code Like A Girl »

Code Like a Girl

Who’s Zoning This City? The Rise of Software Urban Planners

Software and the City — Episode 3

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Elmira Advocate

TOO MANY REGIONAL COUNCILLORS WORK FOR WEALTHY BIGSHOTS AND NOT FOR ALL THE CITIZENS

 

Those councillors  do their best work behind the scenes. Generally speaking public council meetings are not places for the truth to emerge as much as for slogans and mom and apple pie statements to be made. Even when councillors vote against doing the right thing they never have the honesty or guts to say outright that they want their campaign donations to continue hence they sure as heck aren't going to offend builders or developers by publicly calling them leeches or parasites grossly profiting from people's desires to own their own home for themselves and to raise their children. If smaller, modestly priced homes in subdivisions are less profitable to develop and build then without sweeteners or government subsidies they will stick to the bigger, more profitable builds. 

At the regional council meeting two days ago councillors voted in favour of pumping another 15 litres per second of water from Wilmot Township wellfields. At the same time they verbally advise that they are in the process of updating and improving their well interference processes and protocols. Too little too late you twits. Being "in the process of updating" does not allow some residents to do their laundry today. It does not allow multiple family members to take showers and wash dishes for example on the same day. Flushing toilets is now on the "If it's yellow let it mellow and if it's brown flush it down" system. "  Seeing that sign at a cottage with a very shallow well in a dry August might be tolerable but in your full time home with multiple family members it's not. 

I know what I would like to advise Wilmot Council and residents but I think it would get me into trouble. Let's just say that some well thought out civil disobedience might get the Region's attention and loosen their wallets to permit immediate funds to be available for drilling either new private wells or deeper wells for residents long experiencing water shortages that will only get worse with the Region's increased pumping of their water. Holding back on tax payments might actually be merely the tip of the iceberg necessary to get action versus mere attention from them.

Today's K-W Record article is titled "Water rationing for new builds to begin" by Bill Jackson.


Code Like a Girl

We Don’t Do That Here, and Other Actions for Allies

Better allyship starts here. Each week, Karen Catlin shares five simple actions to create a workplace where everyone can thrive.♦

Happy Pride Month! In today’s newsletter, I’m sharing five suggestions for how to be better allies for our LGBTQ+ coworkers. 🌈

1. Say “We don’t do that here”

A few years back, Aja Hammerly, a developer advocate at Google, wrote a blog post with the following story:

“The college I attended was small and very LGBT friendly. One day someone came to visit and used the word ‘gay’ as a pejorative, as was common in the early 2000s. A current student looked at the visitor and flatly said, ‘we don’t do that here.’ The guest started getting defensive and explaining that they weren’t homophobic and didn’t mean anything by it. The student replied, ‘I’m sure that’s true, but all you need to know is we don’t do that here.’”

Hammerly noted,

We don’t do that here was a polite but firm way to educate the newcomer about our culture.

Consider using this phrase the next time you hear someone making a disparaging comment or joke about someone in the LGBTQ+ community.

Share on Instagram, LinkedIn, or YouTube.

2. Thank someone when they come out to you

One of the myriad things I’ve learned from Jeannie Gainsburg’s excellent book The Savvy Ally: A Guide for Becoming a Skilled LGBTQ+ Advocate is how to respond when someone comes out to you.

Gainsburg says to thank them, perhaps with a “Thank you for trusting me enough to let me know.”

Then listen, and let them take the lead on anything they want to discuss.

If there’s an awkward silence, she recommends throwing in one of these comments:

  • “Congratulations! I’m so happy for you.”
  • “I’m here for you.”
  • “This calls for a celebration!”

Doing so can help make someone feel seen, supported, and accepted.

3. Apologize without making it all about yourself

In I Am Neither, Kathia Ramos shared what it was like to let people know that their pronouns were now they/them.

Their manager at the time was very understanding, yet mistakenly used Ramos’ old pronouns. The first time wasn’t a big deal. She apologized and moved on. Then it happened again.

As Ramos wrote,

“I didn’t expect the apologizing to escalate to an explanation of how she was trying to use the correct pronoun. Time stood still while she apologized, and I could feel everyone’s eyes on me. What appeared to be an effort to make herself feel better, actually made me feel worse.”

If we use the wrong pronouns for a coworker, let’s simply correct ourselves. Without launching into an explanation of how hard we’re trying to use the right pronouns. Without making it all about us.

4. Use stock photos of LGBTQ people in professional settings

Did you know that tech company Mapbox created “Queer in Tech,” a free collection of stock photos?

As explained in their announcement:

“We created this photo set to promote the visibility of queer and gender-nonconforming (GNC) people in technology, who are often under-represented as workers powering the creative, technical, and business leadership of groundbreaking tech companies and products.”

There’s also “The Gender Spectrum Collection,” which is free for non-commercial purposes. Their recommended usage guidelines state:

“Images of trans and nonbinary people can be used to illustrate any topic, not just stories related directly to those communities. Consider using these photos for stories on topics like beauty, work, education, relationships, or wellness. Including transgender and non-binary people in stories not explicitly about gender identity paints a more accurate depiction of the world we live in today.”

Representation matters. Join me in bookmarking these sites for future stock photography needs.

p.s. I’ve curated a longer list of sites specializing in stock photos and illustrations featuring people from underrepresented groups. Some are free, and some for a fee. Find the list at betterallies.com.

5. Avoid compliments or advice based on stereotypes

In Supporting the Transgender People in Your Life: A Guide to Being a Good Ally, Advocates for Trans Equality recommends several ways to support transgender coworkers. Here’s just one:

Avoid compliments or advice based on stereotypes about transgender people, or how men and women should look or act. The article explains,

“People sometimes intend to be supportive but unintentionally hurt transgender people by focusing on their looks or whether they conform to gender stereotypes. Here are some examples of what to avoid, as they often feel like backhanded compliments:
• You look like a real woman! I never would have known that you’re trans.
• You would look less trans if you just got a wig/shaved better/wore more makeup/etc.
• No real man would wear clothing like that. You should change if you don’t want people to know you’re transgender.
• I’d date him, even though he’s transgender.”

That’s all for this week. I’m glad you’re on this journey with me,

Karen Catlin (she/her), Author of the Better Allies® book series

Copyright © 2026 Karen Catlin. All rights reserved.

Together, we can make a difference with the Better Allies® approach.

  • Say thanks to Karen and buy her a coffee ☕ (Need a receipt for educational reimbursement? Reply to this email, and we’ll take care of it.)
  • Sponsor an edition of this newsletter
  • Follow @BetterAllies on Instagram, Medium, or YouTube. Or follow Karen Catlin on LinkedIn
  • Read the Better Allies books
  • Tell someone about these resources
♦♦

We Don’t Do That Here, and Other Actions for Allies was originally published in Code Like A Girl on Medium, where people are continuing the conversation by highlighting and responding to this story.


Cordial Catholic, K Albert Little

She Encountered Catholicism At Evangelical Seminary (w/ Shemaiah Gonzalez)

-/-

Adam Wathan

Live upgrading some projects to the new Tailwind CSS v4 alpha

-/-

James Davis Nicoll

Beside Myself / Sublimation By Isabel J. Kim

Isabel J. Kim’s 2026 Sublimation is a stand-alone contemporary science fiction novel.

Soyoung Rose Kang would like to have her cake and eat it too. Happily for Ms. Kang, she lives in a world where that’s possible.

To an extent.



Code Like a Girl

How to Make Your AI App Faster and More Interactive with Response Streaming

Learn how HTTP streaming over SSE can improve user experience by delivering AI responses token by token, without waiting for full outputs.

Continue reading on Code Like A Girl »


Code Like a Girl

What Nobody Tells PhDs About Agile

Consider This Your Babel Fish

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Kitchener Panthers

Panthers offence runs dry against Boon, Cardinals

KITCHENER - The reigning MVP kept the Kitchener Panthers in check.

Owen Boon gave up just one hit through five innings of work, and struck out 10 batters to help the Hamilton Cardinals to a 12-5 win in Kitchener.

Boon ran into trouble with the bases loaded in the first, but faced the minimum in his other four innings of work.

Hamilton also took it to Kitchener with the bats with five home runs in the game.

Three of the six hits for Kitchener came as part of a four-run ninth inning when the game was out of hand.

Evan Elliott went five innings, gave up three runs and five hits in the loss.

Kitchener drops to 5-5. Hamilton improves to 5-3.

Kitchener is in London Friday night, before hosting Chatham-Kent on Sunday at 2:05 p.m. for Country Day!

GET YOUR TICKETS NOW and #PackTheJack! The first 500 fans into the ballpark on Sunday get a FREE Panthers cowboy hat!

BOXSCORE

The Backing Bookworm

The Valencia Expat Club



This is a coming-into-herself kind of novel. It's light, predictable and the author paints a beautiful picture of Spain that will have readers eagerly booking their next trip to España. It's a summery read and while I enjoyed the corny humour, it was a bit of a miss for me.
The gist: Dahlia's personal life takes a nosedive, and she moves to Spain to find out who she wants to be in this next chapter of her life. There's slow burn love, some family dysfunction and vivid descriptions of Spain's food and people. But I'll be honest, it bothered me that things go exceedingly easy for her — she gets a job, meets long-lost family, gets a 'new' man and blends in with the locals seamlessly. As one does. Hmm.
I know this is a lighter read, but I wanted more! More conflict, more chemistry and depth to the characters and expected more culture shock for Dahlia. There's a great 'long-lost family' plot line with long-held grudges with Dahlia's vibrant Spanish family, but they were largely ignored. 
I also don't understand why the prior connection between the main couple was included since it didn't add to the plot and was too serendipitous for my liking. And don't get me started on the MANY similes that were sprinkled throughout with a very heavy hand. They soon became quite distracting. 
This is a light, feel good story about a woman finding out who she is in this next part of her life that has a Hallmark vibe, but unfortunately, I wanted a spicy paella, and this was too under seasoned to be memorable.
Disclaimer: My sincere thanks to Atria Books for the complimentary digital advanced copy that was given to me in exchange for my honest review.

My Rating: 3 starsAuthor: June PatrickGenre: Romance, Light ReadType and Source: ebook from publisher via NetGalleyPublisher: Atria BooksFirst Published: June 2, 2026Read: May 28-30, 2026

Book Description from GoodReads: One Italian Summer meets Eat, Pray, Love in this heartwarming novel following a recent divorcee’s escape to Spain where delicious food, romantic adventures, and the transformative magic of starting over leads her to reconnect with family, forge new friendships, and rediscover herself.
Dahlia Delaney’s marriage just imploded, her friend group picked a side (not hers), and her fancy San Francisco life now fits into a single suitcase. Armed with a broken heart, a freelance marketing gig, and one blurry childhood memory of her abuela’s garden, she impulsively hops on a flight to Valencia, Spain, to reconnect with distant family—and maybe herself.

But Valencia isn’t just sunny plazas and sangria. There’s her chaotic new job at a quirky expat bar, a family she barely knows but who embrace her like she’s always belonged, and a brooding American bar owner who’s frustratingly attractive and entirely too familiar.

As Dahlia stumbles through language mishaps, clashing cultures, and late-night paella with new friends, she begins to realize that the fresh start she came for might turn into something even better—if she can let go of the life she planned and embrace the one unfolding around her.

Perfect for anyone who’s ever dreamed of starting over somewhere with better wine, The Valencia Expat Club is a sparkling, laugh-out-loud romantic escape about second chances, delicious detours, and finding home where you least expect it.


Elmira Advocate

FEDERAL GOVERNMENT MISSTEPS NEED CORRECTION

 

I've been watching the ongoing online and elsewhere arguments and discussion regarding the federal government's proposed firearms confiscation program. I will not call it a "buyback" for two reasons. One the government never owned those firearms in the first place and secondly a proposed "buyback" that refuses to guarantee payment, whether full or partial value, is not a "buyback", it's a perverse lottery with one heck of a high ticket price that you are paying.  Some citizens receiving compensation (full value or partial)  and others not. I equate that with some kind of pyramid scheme and shame on our government for playing games with our legally purchased, legally possessed and legally used firearms.

There is also the issue of private property. Today the government wants to either forcibly physically  or by  threat  take rifles and even some shotguns that they deem "assault style".  I also do not agree or acknowledge that the majority of firearms on their #hit list are any such thing. In fact I am going to name them ..."asphalt style" because some of them are black in colour. Various different characteristics including colour, grip style, magazine type, caliber and method of operation  are used to justify lumping around 2,500 makes and models as "asphalt style". I mean hey I've got just as much right to make up names for guns that our politicians do and in fact so do you. The difference is that I admit my name is ridiculous whereas Liberal politicians with a straight face will not.

I acknowledge the trauma, the stress, the abhorrence of violence and the anger that survivors of shootings have. I too, just like 99.5%  of the rest of us, probably find it difficult to fully comprehend the depth of those understandable emotions. The issue I have is this. I have never shot anyone and hope to God that I never am put in the position to have to do so. That said literally half a century ago I worked part time as an armed Brink's guard and not to protect bags of money but to protect my partner actually had to unholster that gun (revolver) in public in the line of duty. It turned out to be a false alarm as two young and immature but adult males thought that intentionally faking a robbery would be funny. It was not and believe it or not they actually were shocked to be looking down the business end of a firearm. I too was shocked but followed my limited training and the situation was resolved without violence or injury.

 Many thousands to millions of Canadian citizens are now being cast as potential murderers by our own government who know full well that that is ridiculous. I could understand our government tightening both training and supervision of hunters, target shooters, collectors etc. Just like having older seniors take bi-annual exams to ensure their safety behind the wheel of a car it should not offend  them to be asked to prove safety competency and understanding on the firearms range. That makes sense but stealing Canadians' guns under the guise of public safety is insulting, disrespectful and dishonest. It may yet even prove to be unlawful.  



Code Like a Girl

Dorothy is protected. The Witch kills. Data reveals what Baum really thought about women.

An NLP analysis of The Wonderful Wizard of Oz and how women are portrayed in this classic children's book

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Code Like a Girl

SQL Is More Than Just Queries: How to Think Like a Data Analyst

A beginner-friendly SQL journey through real problems. It covers JOIN, GROUP BY, window functions, and how we actually think with data♦

Early on, my learning as a data analyst was limited to Excel.

You know… just the basics like filtering rows, dragging formulas, and quickly creating pivot tables.

As the volume of data grew, everything started to slow down. Things got weirder and weirder. What used to be simple questions turned into complicated workarounds. Then suddenly, Excel just wasn’t enough anymore.

That’s when I started learning SQL for data analysis.

It felt simple. Just a single query… just at the beginning ;>

SELECT * FROM orders;

And.. Boommm, a lot of data showed.

But isn’t that just too much data to look at all at once?

It became difficult for me to understand patterns and relations between variables, or even just to see what was wrong with the data.

Where Did the Data Come From?

Before jumping into the queries, fyi, I worked with a public Superstore sales dataset. This contains transactional data like orders, customers, products, and sales performance. This dataset is ideal for practicing SQL in data analysis because it reflects real-world business questions. But here, I converted the original flat table into three relational tables named customers (add new variables customer_id, orders, and products). For this project, I’m using PostgreSQL for the querying.

When you follow along with my learning process, you don’t need to use the same dataset as I did. More important is how we approach the business problems here that need to be solved.

It Started with a “SELECT”

My first task actually seemed easy.

Can you get all orders from January?
SELECT *
FROM order
WHERE order_date >= '2013-01-01'
AND order_date < '2013-02-01';

As data analysts, we’re often asked to provide monthly sales details. In this case, our store has 709 sales records for January 2013.

When there is a lot of data, it can take a long time, so your boss might ask questions like“Why is this query taking so long?”.

I found out something new, SELECT * isn’t always a solution. And, avoid using unnecessary columns, so the database doesn’t have to read and send as much data, which can make queries run quicker.

So I changed it:

SELECT order_id, order_date, sales
FROM orders
WHERE order_date >= '2013-01-01'
AND order_date < '2013-02-01';

Same data, less load, and faster. As you can see, the query time went from 0.218 seconds to 0.166 seconds. It might not seem like a huge difference here, but imagine if we started with millions of records and needed to display thousands of them.

Because now, the database reads fewer columns (less disk I/O). And i felt like “Owhhh… I get it now, it makes my work more efficient.”

Then They Asked for “Just a Summary.”
“Can you total the sales per month in 2014?”

Sounds normal, doesn’t it?

SELECT 
DATE_TRUNC('month', order_date) AS month,
SUM(sales) AS total_sales
FROM orders
WHERE year = 2014
GROUP BY 1
ORDER BY 1;

When I first started learning SQL, I and maybe you too (right now hehe) might be a little confuse about what exactly DATE_TRUNCdoes?

It turns out it’s quite simple. Instead of storing the full date (like 2023-01-15), the DATE_TRUNC('month', order_date) function will truncate it to just the month, like for example, if a sale was made on 2014-01-15 it will be converted to the start of the month2014-01-01 to keep things clear and the format easy to read.

So now, all dates in January become the same value. Which means… SQL can group them together. And that’s exactly why GROUP BY works here and then adds them up by using SUM(sales) . Instead of raw transactions, we now receive total sales per month for 2014.

Then the Data Started Looks Weird

Next request.

“Can you include customer names?”
SELECT 
o.order_id,
o.order_date,
o.sales,
c.customer_name,
c.segment,
c.country
FROM orders o
JOIN customers c
ON o.customer_id = c.customer_id;

We’re just combining two tables:

  • orders → transactional data
  • customers → customer details

And the JOIN condition o.customer_id = c.customer_id. Basically tells SQL “Match each order with its customer id”.

But “Why are the numbers duplicated?”

Because JOIN in SQL, it doesn’t just “add columns to” but combines rows. So if the join condition isn’t perfectly aligned, you might accidentally multiply rows.

And that means duplicate data, inflated totals, and… completely misleading insights. However, since our context here is only displaying orders by customer name, it’s safe because we need the details regardless of how many transactions that customer has. It would be a different story if we had to display total sales (because if we’re not careful, the data will just keep getting added over and over).

Then Came the Hard Question
“What’s the top-selling product each month?”

Okay… this one will be tricky. My first instinct is

SELECT 
DATE_TRUNC('month', order_date) AS month,
product_id,
MAX(sales)
FROM orders
GROUP BY 1, product_id;

It looks right. But it’s actually not. Let’s break it down:

  • GROUP BY month, product_id→ groups data per product per month
  • MAX(sales)→ gives the highest transaction value for each product

So what we actually get is the max sale per product. Not the top product per month.

And honestly, this is one of those moments where I go like “Hmmm wait… why is this wrong?”

This time for “Window Functions”

This is where I discovered that one of the most powerful tools in SQL for data analysis is window functions.

SELECT *
FROM (
SELECT
DATE_TRUNC('month', order_date) AS month,
product_id,
SUM(sales) AS total_sales,
ROW_NUMBER() OVER (
PARTITION BY DATE_TRUNC('month', order_date)
ORDER BY SUM(sales) DESC
) AS rank
FROM orders
GROUP BY 1, product_id
) t
WHERE rank = 1;

Let’s discuss them one by one together.

Step 1. Aggregate first
SUM(sales)
GROUP BY month, product_id

Total sales per product each month.

Step 2. Rank within each month
ROW_NUMBER() OVER (
PARTITION BY month
ORDER BY total_sales DESC
)

Here’s the main point of our query before.

  • PARTITION BY month → reset ranking every month.
  • ORDER BY total_sales DESC → highest sales = rank 1.
  • ROW_NUMBER() → assigns ranking (1, 2, 3, etc).
Step 3 . Pick the top one
WHERE rank = 1

We got the Top-selling product for each month.

Then They Wanted Trends
“Is this month better than last month?”
SELECT 
month,
total_sales,
LAG(total_sales) OVER (ORDER BY month) AS prev_month_sales,
total_sales - LAG(total_sales) OVER (ORDER BY month) AS growth
FROM (
SELECT
DATE_TRUNC('month', order_date) AS month,
SUM(sales) AS total_sales
FROM orders
GROUP BY 1
) t;

Let’s break this down too.

Step 1 . Monthly totals
SUM(sales) GROUP BY month

This is where we will sum up the sales and group them monthly.

Step 2. Look at the previous row
LAG(total_sales) OVER (ORDER BY month)

The LAG() in SQL is a window function that allows you to access data from the previous row in a dataset without using a self-join. It is commonly used in time-series analysis and trend calculations. This expression tells the database to look at the value total_sales from the previous row, based on the order of month.

Step 3 . Calculate growth
total_sales - prev_month_sales

In this step calculates growth by subtracting previous month sales from the current total sales (total_sales - prev_month_sales) to measure month-over-month sales change.

Then My Queries Became a Mess

At some point, I felt like my queries started to look like nested everywhere, hard to read, or slightly terrifying.

They worked… but next time it’s barely understandable.

That’s when I found CTEs (Common Table Expressions), a temporary result set that you can name and reuse inside our query.

WITH monthly_sales AS (
SELECT
DATE_TRUNC('month', order_date) AS month,
SUM(sales) AS total_sales
FROM orders
GROUP BY 1
)
SELECT
month,
total_sales,
LAG(total_sales) OVER (ORDER BY month) AS prev_month
FROM monthly_sales;

Let’s see what changed. Instead of nesting everything inside one giant query, we split it into steps.

Step 1. The CTE part
WITH monthly_sales AS (...)

This is the CTE. We’re basically saying, “Hey SQL, create a temporary table called monthly_sales using this query”.

For this part.

SELECT 
DATE_TRUNC('month', order_date) AS month,
SUM(sales) AS total_sales
FROM orders
GROUP BY 1

So it becomes a cleaner and reusable query.

Step 2. Use it like a table
FROM monthly_sales

Instead of rewriting the same logic again (or nesting it deeply), we just use monthly_sales like a normal table.

With CTE we get same result, but with much better structure.

Woahh Done—?

I used to think SQL was about writing queries. But now, I see it differently. Every step taught me something.

  • Slow query → think about efficiency
  • Wrong numbers → question your logic
  • Hard questions → rethink your approach
  • Messy queries → structure your thinking

From me,

SQL is just not about queries. But, it’s about how we think when solving problems with data in a more efficient and structured.

To explore my other projects, feel free to check out my Medium or GitHub. Stay tuned for more challenging projects~~

jihanKamilah - Overview

SQL Is More Than Just Queries: How to Think Like a Data Analyst was originally published in Code Like A Girl on Medium, where people are continuing the conversation by highlighting and responding to this story.


Cordial Catholic, K Albert Little

An Evangelical Seminary Student Goes to Mass #shorts

-/-

James Davis Nicoll

Unease You / The Restoration Game By Ken MacLeod

Ken MacLeod’s 2010 The Restoration Game is a stand-alone science fiction novel.

Programmer Lucy Stone designs games for Digital Damage Productions. Getting assigned to design games is nothing new for Lucy. Having the person trying to commission her work be Lucy’s mother Amanda is new. So is Amanda’s desire to incorporate into the game elements of the Krassniad.

But first, some words about the Former Soviet Autonomous Region of Krassnia.

There will be some spoilers.


Brickhouse Guitars

Pellerin Small Jumbo CW Left handed #243 Demo with Special Guest Christian Whelan

-/-

Code Like a Girl

You belong here. Your brain just forgot to tell you.

Qualified, Capable, and Still Feeling Like an Imposter. Let’s Fix That

Continue reading on Code Like A Girl »

KW Predatory Volley Ball

Congratulations Tristan Vandenheuvel. Conestoga College Transfer

Read full story for latest details.

Tag(s): Home

KW Predatory Volley Ball

Congratulations Owen McPhee and Ethan Vnoucek, Team Ontario Tall Maples

Read full story for latest details.

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KW Predatory Volley Ball

Congratulations Hannah Chitiyo and Gwenyth Cox. Team Canada Red and White Training program

Read full story for latest details.

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KW Predatory Volley Ball

Congratulations Ryker Kobe. Team Ontario Beach

Read full story for latest details.

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Carrie Snyder: Obscure Canlit Mama

Questions for the table

Questions for the table

Where are we now?

Who are we now?

What if you just accept what is happening?

What does it mean to be tenacious , ambitious, to use your natural born skills?

How do you know if it matters?

Does it matter if what you make is good? (How would you know? Who would tell you? On what grounds would this judgement be made?)

What instinct shall you follow?

What are your priorities, and how are they expressed, through what means?

(Why do you write?) Why do you do what you do?

What do you hope for?

Are there things you want to learn?

Are you done here?

What are you carrying?

Are you well enough to continue?

What would it be about instead?

Where does it hurt? When? How?

What gives you relief?

xo, Carrie

PS This is one of my circle poems, but I will also use each question as a prompt for a future journal entry, to get beyond “what’s on your mind?” A few of the questions are yes/no, but even those can work as prompts, urging an explanation, depending on the tone you’re hearing the questioner speak in.

Can you imagine a dinner party where you’d go around the table asking everyone to respond to one of these questions? Which one would you choose to ask? (Today, I’d like to know, What are you carrying?)


Capacity Canada

What is Capacity Building for Nonprofit Organizations?

“Capacity building” is a phrase that shows up everywhere in the nonprofit sector — in grant guidelines, strategic plans, job postings, and sector conversations. Yet it is often used so broadly that it can lose its meaning. Here at Capacity Canada, we think of capacity building as intentional work to strengthen how an organization functions — not just what it delivers.

This post explains capacity building in plain language, offers concrete examples across human resources, finance, and fundraising, and shows how boards and staff can think about capacity building as an ongoing practice rather than a one-time project.

What Is Capacity Building?

Capacity building refers to the work nonprofits do to strengthen their ability to fulfill their mission over time. It focuses on the internal conditions that make effective programs, strong leadership, and sustainable impact possible — including people, systems, structures, and ways of working. In brief, organizational capacity is about the effective combination of:

knowledge, capabilities, resources
to achieve:
goals, strategy, mission.

Capacity building is not necessarily about doing more. It is about being better equipped to do what matters most.

Why Capacity Building Matters for Nonprofits

Effective capacity building helps organizations reduce burnout, make better decisions with limited resources, strengthen accountability and governance, and improve resilience during periods of change. When internal capacity is weak, even the strongest mission and most dedicated people can struggle.

Capacity Building Is Not One Thing

Rather than a single initiative, capacity building is best understood as a set of intentional investments across key areas of organizational life. These areas are often interconnected — progress in one domain can unlock momentum in others.

Capacity Building in Human Resources

Examples include:

  • Clarifying roles and decision-making authority
  • Improving onboarding and supervision
  • Strengthening people policies and practices
  • Supporting leadership development
  • Planning for succession and continuity
Capacity Building in Finance

Examples include:

  • Improving financial oversight and reporting
  • Strengthening budgeting and forecasting
  • Building effective internal controls
  • Increasing financial literacy for boards and staff
Capacity Building in Fundraising

Examples include:

  • Clarifying fundraising roles of board and staff
  • Developing a realistic fundraising strategy
  • Strengthening donor stewardship systems
  • Improving storytelling and use of data
How Organizational Assessment Supports Capacity Building

One practical way to approach capacity building is through organizational assessment. At Capacity Canada, our Organizational Assessment and Scorecard explore multiple domains of organizational health — such as governance, leadership, people practices, financial management, strategy, fundraising, operations, and culture.

Rather than producing a simple pass/fail result, this kind of assessment creates a heat map of organizational capacity. The heat map helps boards and staff see:

  • Where the organization is currently strong
  • Where capacity is uneven or stretched thin
  • Where gaps may be creating risk, inefficiency, or burnout
  • Where targeted investments could have the greatest impact

This approach helps shift conversations away from blame or urgency and toward shared understanding and informed decision-making. It also supports sequencing — recognizing that not everything needs to be fixed at once, and that some capacity investments naturally come before others.

In this way, assessment becomes a tool for learning and prioritization, not judgment.

If You’re on a Nonprofit Board

From a governance perspective, capacity building is a stewardship responsibility. Boards play a key role in ensuring that the organization has the internal strength needed to achieve its mission over the long term — including sound oversight, sustainable leadership, and healthy systems. You should be considering how you might invest in capacity building to ensure the long term sustainability of your organization.

If You’re an ED, CEO, or Senior Staff Member

For nonprofit leaders, capacity building can be a path out of constant urgency. Investing in internal systems, clarity, and shared ways of working helps leaders move from reacting to pressures toward setting priorities and building healthier organizational rhythms.

Common Misconceptions

Capacity building is often misunderstood when it is:

  • Treated as a one-time project
  • Framed as “overhead” rather than mission-enabling work
  • Disconnected from strategy, governance, and real organizational conditions
A Simple Starting Point

A useful question for boards and staff alike is:

What is currently limiting our ability to do our best work, even when our mission is clear?

Final Thought

Capacity building is about making thoughtful investments that support people, strengthen systems, and sustain mission over time.

At Capacity Canada, this work is guided by our mission: bringing together the ideas, people, and resources that fuel social innovation. Through organizational assessment, strategic planning, governance development, and practical back-office supports, we help nonprofits understand where they are, identify meaningful opportunities for growth, and build the capacity needed to create lasting impact.

 

Written By:

♦Scott Williams

Executive in Residence, Capacity Canada

Email: scottwilliams@capacitycanada.ca 

♦Ian McDonald

Executive in Residence, Capacity Canada

Email: ian@capacitycanada.ca

The post What is Capacity Building for Nonprofit Organizations? appeared first on Capacity Canada.


Elmira Advocate

WOW I WOULD CHARACTERIZE THE REGION"S TREATMENT OF WILMOT TWN. AS PETTY, DISRESPECTFUL AND WORTHY OF CONDEMNATION

 

It's not just the fact that they've already lied to them, stolen their water contrary to a written agreement and passed a formal motion permitting new water taking from their Township which is already facing lower water elevations and private well dysfunctions. On top of that they have advised that despite more water being pumped from Wilmot for the benefit of other municipalities, Wilmot Township will not have any extra water allocated to themselves with Kitchener getting 51.1 %, Waterloo 24%, Woolwich 14.8% and Cambridge 10.1 %. It is the reason given for Wilmot getting nothing that I find shocking. It is stated in today's K-W Record article by Joe McGuinty that "...virtually no extra water will be allocated to the township as it declined an invitation to participate in a working group." Following that apparent punitive comment, insult is added to injury when the reporter then adds that "Wilmot will get 0.01 % of new water allocation, or enough for one person." It's Wilmot's water and the Region aren't satisfied with taking it without permission but they also have to throw insults at the Township that is carrying the rest of the Region on their backs through this water crisis?

On the front page of the Record in a different article by Luisa D'Amato there is a quote from a news release by the Waterloo Region Home Builders' Association which states "This is a catastrophic failure of mismanagement by the region at the worst possible time,".  That's a minor exaggeration as but for the federal government finally cracking down on the massive, infrastructurally unprepared for influx of foreign students, it could have been much worse. Last year Waterloo Region only grew by a miniscule 90 persons compared to thousands and thousands per year prior far outstripping housing, jobs, medical, water and wastewater abilities to handle. 

The Region have listed their suggested plans and timelines and I see nothing that will please anyone in them. Literally as I speak right now regional councillors are hearing from local citizens and builders and developers at regional council and I expect that it will get loud and raucous.


Catherine Fife MPP

Testimonies: Why is Lydia's Law important to you?

Lydia's Law aims to increase accountability in the handling of sexual assault cases and protect survivors. Last week, survivors and advocates attended the Queen's Park debate, and some shared their experiences of Ontario's broken justice system in this video.

"The current justice system is more akin to rape and IPV than people would like to admit. It tramples over our bodies, our freedoms, our rights. It creates illnesses in our brains and also our bodies, all while demanding compliance while stripping us bare. A system which mimics the acts which it has sworn to condemn is not just."

"Lydia's Law is very important to me because it demands accountability. It demands proper oversight. It demands true justice, and it demands that survivors are taken care of - all things that we have gone without."

Stacey
Rape and IPV / Attempted murder survivor


Code Like a Girl

9 Signs You’re Stagnating at Work

It doesn’t feel like failure. It just feels like another ordinary day. That’s exactly what makes career stagnation so easy to miss.

Continue reading on Code Like A Girl »