If you're wondering whether birds are reptiles, know this: The reptile family tree is more varied and diverse than you might realize.

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Tails of Iron 2: Whiskers of Winter is the sequel to the soulslike indie game about a Rat and his kingdom at war. This time, players control Arlo as he battles the Dark Wings threatening his home. With challenging combat and rich world-building, the game expands on its predecessor with new characters, side quests, and dangers.

Mini-games can be found throughout Miraland in Infinity Nikki. These entertainments are primarily platforming, but there are also other kinds, like catching items that are falling from the sky, or puzzle-solving games like the Whim Tangram in Infinity Nikki.

For Companion hero Iris (Heretics Sophie Thatcher), the movie begins as a fairy-tale romance by way of rolling fruit: She and Josh (Jack Quaid) lock eyes in a grocery store produce aisle. He tries to be smooth, but fumbles and knocks over an entire display of oranges. They laugh together, and the rest is history; love at first sight. Its the start of something beautiful at least, until its not. Companion is about the point where things change in their relationship, a moment Thatcher tells Polygon she was setting up in her performance without even realizing it.[Ed. note: This post contains spoilers for Companions plot setup, and the first major twist of many.]In the broader story of Companion, the grocery store scene is pure fiction; Iris is a romance robot Josh has bought, and this meet-cute is one of a handful of standard fabricated introductions her manufacturers let clients choose from so their artificial partners can remember how they met.The reveal that Iris is a robot wont come until later, amid a cavalcade of violence that makes up Companions main plot. There are plenty of clues baked into the narrative: the way we see her wake up from a nap, cued by Joshs command. His nickname for her, Beep Boop. The knowing, sometimes revolted glances of his close friends. But if youre paying attention, you might notice Iris very distinctive walk a sort of mechanical glide. Even in her grocery store fantasy, where shes visualizing herself as human, she moves a little too smoothly to seem natural. According to Thatcher, this was not actually intended, though.I was just focused on my posture and walking slowly, but everyone was commenting on my walk seeming strange or off, Thatcher told Polygon ahead of the films premiere. She gets why her movement looks like that, though: Though she never went for any specific android walk, she did focus all on posture, which certainly translates to her staccato movement. Even within the trailer, theres that scene where Im opening the door and Im running out. I notice my posture and everything just feels off and strange but I think thats also just a part of me, Thatcher laughs.What she did focus on when building the character with Companion writer-director Drew Hancock was Iris natural charm, and how that would come out in telling ways like finding the eerie smoothness of her voice.I think theres a warmth and familiarity to her voice, Thatcher said. It calms Josh, in a sense. Its a little bit more quiet, its very feminine.For Thatcher, thats the best way to track Iris journey through Companion. My voice gets lower within the film as she turns up her intelligence. And that was interesting to play with, how the voice very slightly changes and she has maybe more rasp, or just a little bit more personality, Thatcher said. It becomes lower [when] she suddenly has control, and then in that monologue she has to Josh, where shes finally standing up for herself. Shes finally found her voice in every sense.The performance was rewarding for Thatcher, who (as the grocery store gliding might suggest) felt in tune with Iris journey on an intuitive level. Much of her transformation was from practical effects Thatcher wore contacts, changed her own voice, and had a real interactive display to slide around settings on during filming.But it helped that she also felt Iris burden of being so focused on Joshs needs. The experience helped her better understand some of her own experiences.Just playing into that femininity was interesting in the beginning, and made me feel restrained in ways as a woman too, Thatcher said. And I think that was the most empowering part of it all, because I find that a lot of the projects I do are strangely about control.It says a lot about the times were living in right now. She lacks control. Theres so many expectations thrown on you as a woman, but right now, specifically, as a woman [] its like you dont have control over your body. You dont have a say. But then she finally finds that.Companion is in theaters now.

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Looking for NYT Strands answers and hints? Here's all you need to know to solve today's game, including the spangram.

The b-roll showcases the shooting of plane bodies on motion bases against an LED wall for the film. The post Watch this virtual production b-roll for Flight Risk appeared first on befores & afters.

Working abroad might be just what your careerand personal lifeneeds. It exposes you (and loved ones) to new, different, and potentially more fulfilling ways of living. It expands your worldview. And it builds skills and a reputation that can serve you well in your field down the road.Marissa Andrada, whos managed people operations for dispersed teams at major organizations including Kate Spade, Starbucks, Red Bull, and Universal Studios, recalls one American employee she convinced to take on a role in Hong Kong running human resources for the Asia-Pacific region. When the woman returned to the states after her assignment was over, she quickly moved up to manage global HR operations. Those are career makers for people, defining moments, where youre able to demonstrate that ability to not only take this knowledge but create something in the footprint of that local culture. You mature so much as a human being and as a leader, she says.Companies, too, benefit from hiring, developing, and supporting expats, as it enables them to appeal to a broader customer base, retain top talent, and generate a more diverse and skilled workforce.Organizations should actually encourage more of it, says Anita Woolley, a professor of organizational behavior at Carnegie Mellon Universitys Tepper School of Business who focuses on productivity and collaboration among distributed teams. When you have individuals who have experience in multiple cultures, they contribute a tremendous amount to facilitating the work of any team that theyre on, whether those teams all share that same cultural experience or not, she adds.Of course, setting up shop in another country cant, and shouldnt, be a snap decision. While this could be a fun adventure immersing in a culture, there are also things you need to considerand it depends on where you are in your life stage, too. Does it work for your family? Does it work for you? Andrada says.But if the answer is a resounding yes, here are three options for maintaining a job with a U.S.-based company while living overseas:1. TRANSFER TO ANOTHER OFFICELets say your company has headquarters or a presence in other countries and you want to snag a spot. The first thing to do is start those conversations as soon as possible.Have that conversation with your manager about, Hey, Im really curious about what happens on this side of the world, and what is the process to get there? Andrada says. If approaching your boss is intimidating or youre worried how they might react, consider with whom else you feel comfortable confiding this goal. Go to anyone in HRit could be someone in recruiting, it could be your employee relations generalistand just talk to them, she says, adding, Theres no shame in asking.Once youre clear on the details and have some internal buy-in, youll need to craft a strong pitch for why you, of all people, should be transferred. Outline your current performance and any major wins you spearheaded, then focus on what you can offer a new team or office, or how your move will positively impact your U.S.-based team. If its an organization that is trying to foster better coordination across different locations, having somebody who is familiar with one location go to another location is incredibly beneficial, Woolley says.Also, cover where and how youll add value in terms of relationship building and morale. Its an advantage when you say, Heres my experience with that culture. Heres the language that I can speak, Andrada says. She adds that this doesnt mean you have to be fluent in the local tonguerather, you should be open to learning and assimilating, and show the steps youre taking now to excel in this area, such as signing up for a language or etiquette course.The most successful people that Ive seen have really just embraced it, she says.2. NEGOTIATE A REMOTE ROLEHow about the case where you cant relocate to another office, but there might be room to transition to full-time remote work? The above tips apply here as well, but youll also want to address how youll project and time manage without direct oversight. If youre not being managed by someone therehow are you going to self-manage, how are you going to make sure that you stay connected, communicating with your key partners back in the U.S.? Andrada says.Once youve been approved to work remotely and gotten settled in your new location, carry this advice over to how you work on a regular basis. Meet people where theyre at, Andrada adds, by being a consistent and transparent communicator, and by getting clear on your deliverables, deadlines, and other requests from your manager and team.In the negotiation process, you can mention other upsides to having a presence in another time zone. Logging on at different hours, for example, can help with meeting tight deadlines, expanding clientele, or providing more comprehensive customer service.If your company lacks the proper hardware, software, and IT and HR staff to support remote work, explain how investing in and building out this infrastructure could benefit everyoneand the bottom line.If theres a category of talent that the organization is currently struggling to recruit, often tying this pitch to that pain point can be helpful, Woolley says. If they are set up to enable people to work remotely, then they could hire more people from different locations. And you can just cite survey after survey about either current job seekers or people who are willing to relocate, and how the remote work option is hugely attractive and something that they value much more than many other aspects of the job.3. JOB SEARCHMaybe your company doesnt allow for remote work or have systems in place for workers who live outside the U.S. If being abroad is truly your dream, you may have to job hunt for something thats more accommodating (or, alternatively, become your own boss).Before applying to a role, get clear on the eligibility requirements, such as what the visa or work permit process is like and whether the company sponsors it. The easiest path will be if you find an organization that already operates mostly remotely or primarily remotelytheyre already set up to deal with somebody like that, Woolley says, adding, If this is an organization that isnt even willing to discuss it when theyre in the mode of wanting to recruit you, thats a pretty strong signal.Talking to locals or expats can help with deciphering the logistics, finding open jobs, and vetting a place for quality of life. Start building out a network of people who are based in that area, Andrada says, by leveraging LinkedIn or other online communities.Next, tailor your application to the countrys standard. For example, a CV or bio might be more common and acceptable than a traditional rsum.In the offer stage, do your research around cost of living and market averages to accurately gauge how much income youll need to settle in comfortablyand, Andrada says, expect that that number might be lower than what you make in the U.S.THE QUALITIES EMPLOYEES NEED TO WORK ABROADNo matter your situation, whether you want to change home bases in your current job or find a new company with abroad access, Andrada says these two qualities make for prime global candidates: technical skills and what she calls tribal knowledge.The ideal technical skill set will vary depending on your industry, but generally, companies want to move (or hire) employees whose niche expertise cant easily be replicated or found elsewherefor example, generative AI or data analysis. If you have a skill set that is in short supply at the moment, those people are always able to make more demands, Woolley says.Tribal knowledge, as Andrada defines it, is rooted experience and know-how often only found in veteran staffers at a certain company. Having been a part of the growth and expansion of a company for some time, and fostered strong relationships and a reputation, and thenbring[ing] that to another part of the world, is really valuable for these globally based companies, she says. Organizations are more likely to sponsor your visa if your unique set of knowledge cant be found locally in that region, she adds.Beyond these two attributes, you must be a high performer. Its just easier when youre already producing, Andrada says. For job seekers, this means being able to clearly and confidently showcase your track record and how youve uniquely contributed to the success of past companies and teams, global or not.Ultimately, Woolley says, going abroad starts with being in the right working environment.Find the organization that will support you in doing this and ideally even recognize how its valuable to them, she says. Because then they will probably provide a bunch of [resources] that would be helpful in transitioning to this new location, maybe even helping you move, maybe even providing some local supports as you get set up in the new place.And when it finally happens, give yourself time and patience to fully adjust. You just set yourself up for frustration, she adds, if you expect settling in to take only a couple of days.

Adam Galinsky is a social psychologist and professor of leadership and tthics at Columbia Business School. He conducts behavioral science research, having published more than 200 scientific articles. He has been a damage expert in numerous defamation cases and is also a producer on two documentaries shortlisted for Best Documentary at the Academy Awards.Whats the big idea?Every leader leaves their mark on the hearts and minds of a workforce. This can go one of two ways: Leaders can leave behind a legacy of inspiration, or infuriation. Based on thousands of perspectives collected from around the globe, Adam created a systemic formula for choosing and earning the lasting impact you want to have on others.Below, Adam shares five key insights from his new book,Inspire: The Universal Path for Leading Yourself and Others.1. Inspiring leadership is made up of three universal factorsInspiring and infuriating leaders exist on an enduring continuum that is made up of three universal factors. The exact same characteristics emerge in every culture and country across the globe. The three universal factors are:Being aVisionary, which represents how we see the world.Being anExemplarof desired behavior, which represents how we are in the world.Being aMentor, which represents how we interact with others in the world.We can inspire others through our words, actions, and interactions. There are three universal factors because each one fulfills a fundamental human need:BeingVisionaryfulfills the need for meaning and purpose.Being anExemplarfulfills the need for protection and passion.Being aMentorfulfills the need for belonging and status.These universal dimensions are demonstrated by a remarkable pilot, Tammie Jo Shults. She was the captain of Southwest Airlines 1380, traveling from New York to Dallas when an engine exploded and tore a hole in the side of her plane.During the crisis, Tammie Jo was visionary, helping her passengers understand what was happening. As the plane was descending, she gave her passengers a reassuring WHY: We are NOT going down, we are going to Philadelphia. Those simple words transformed the cabin from pure panic to possibility.After Tammie Jo amazingly landed her plane with no additional injuries, an EMT evaluated her, asking, How do you get through security? When Shults looked confused, he replied, How did your nerves of steel not set off the metal detector? Youre completely calm. Throughout the crisis, she was an exemplar, a calm and courageous protector.After the plane landed, Tammie Jo Shults went row by row, making sure her passengers were okay. She understood her role as mentor, to not only protect but also to comfort her passengers.2. Both inspiring and infuriating leaders are a big dealLeaders either inspire or infuriate because their behavior greatly impacts others. I call this theLeadership Amplification Effect. When we are in a position of leadership, all our words and expressionspositive and negativeget amplified. Constructive comments feel like humiliating criticism when they come from a leader. The phrase I need to talk to you sends shivers down our spine when it comes from our boss. And when leaders dont respond to our queries, their silence can feel deafening. But its not all bad news. When a leader compliments or shares credit with others, it becomes glorious praise.The Leader Amplification Effect occurs because when we are in a position of leadership, all eyes are on us. We are onstage. That means all our utterances, gestures, and interactions are intensely attended to and scrutinized. As my research shows, attention amplifies the impact of any stimulus and intensifies our reactions to it.We will have an impact, whether we like it or not.The Leader Amplification Effect tells us that leaders rarely produce neutral reactions. That means we will have an impact, whether we like it or not. However, we have control over thetypeof impact. We always have a choice of whether we inspire or infuriate. We have control over the words we use and the visions we set. We can be better exemplars by regulating our emotions and tapping into our passion. And we have the capacity to be a motivating mentor by empowering and elevating others.3. Inspiring leaders are made, not bornWe are not born as inspiring or infuriating individuals. Rather, our current behavior inspires or infuriates us. Because there is a universal and systematic set of inspiring attributes, those skills can be taught, nurtured, and developed.Lets consider how we can become more visionary. We must present the right message in the right way at the right time. Inspiring leaders offer a big-picture, optimistic vision of the future, while infuriating leaders are small-minded pessimists.Buthowyou present the vision matters, too. Inspiring leaders simplify their big ideas to their essence and then bring them to life with vivid language. For example, make our customerssatisfied is not as motivating as make our customerssmile because we can viscerally see and feel that smile. My research with Vita Akstinait shows that politicians who use more visual language in their nomination speeches are more likely to be elected.Equally important iswhenyou present your vision. You want to present it again and again and again because repetition increases clarity and understanding. When Blaine Horton and I analyzed TED Talk viewership and investments in entrepreneurial pitches, we found that repeating a core idea was the key to success.So, how can we become more visionary? We can do so by attending to our core values. In one of my recent studies, unemployed individuals who contemplated their values for 15 minutes were twice as likely to find a job over the next two months as those who didnt. Reflecting on our core values helps us see the big picture and be more hopeful.To be more visionary, we can also practice simplifying and visualizing our messages. Similarly, we can guide ourselves to be more calm and courageous protectors through daily practices like meditation and visualization. And we can be better mentors by training ourselves to let go of the reins and stop micromanaging others.4. Inspire people by thinking like an architectJust as an architect designs a building to produce specific reactions within people and facilitate certain interactions, we can design policies and protocols to encourage desirable responses and behaviors. As leaders, we are affecting people even when were not present. The policies and processes we set up influence people daily, encouraging some actions while discouraging others.Lets consider designing a weekly meeting. The goal of many meetings is to learn from each other so we can make wiser decisions and produce more innovative ideas. We could take a laissez-faire approach, believing that a lack of constraints will unleash creative insights. But that design choice often invites chaos, conflict, and inefficiencies, where the loudest people reign supreme. Making wise decisions requires staying on track and encouraging participation.Thinking like an architect helps us be more visionary by recognizing the need to craft a clear and well-thought-out agenda. It helps us solve an offshoot of the Leader Amplification Effect: theLeader Silencing Effect, where authority silences other voices. One design choice we can make is when to speak. When we speak first as a leader, it sets a powerful anchor that can weigh the whole discussion down and make it harder for people to share their perspectives, especially if it doesnt align with what we just said. In contrast, when a leader speaks last, others feel free to share their thoughts. Similarly, what we wear can reinforce or reduce the Leader Silencing Effect. During mission debriefs in the U.S. Army, one thing is left outside the room: uniforms. The military needs every perspective to ensure a full understanding of the completed mission, so they reduce rank differences by having these discussions in civilian clothing.When we speak first as a leader, it sets a powerful anchor that can weigh the whole discussion down.We can take the idea of empowerment one step further by designing a rotational system of responsibility for meetings. Sherry Wu of UCLA has found that letting workers run a 20-minute weekly meeting not only increases their satisfaction but also boosts their productivity. Thats how I run my doctoral seminars: Each week, a different student co-leads the class discussion with me.Thinking like an architect can also help us resolve conflict. By establishing voting rules in advance, my colleagues and I reduced the discord that had permeated our hiring meetings. Similarly, I turned my warring sons into more loving siblings simply by changing their drop-off order at schooldropping my more impatient son off first made all the difference.5. Reflecting makes you more inspiringReflecting on times when we felt powerful and in control turns us into inspiring exemplars: it makes us more authentically confident, calm, and courageous. And when we want to improve at elevating and empathizing with others, we can reflect on their perspectives.Two broad but powerful reflections can help us stay on the inspiring end of the continuum. Once a month, reflect on when you were inspiring and also when you may have been infuriating. When did you see, or fail to see, the big picture? When were you anxious and cowardly rather than calm and courageous? When did you empower, elevate, and empathize with othersor fail to do so?Second, engage in the same reflection Ive shared with thousands of people worldwide. Consider an inspiring leader from your own life and how you canemulatethat person to foster a similar sense of hope and possibility. Also, reflect on a frustrating leader and how to avoid making others blood boil.Finally, turn those reflections intopractice. Here is one daily practice guaranteed to inspire those around you: Every morning, reach out to at least one person and praise a task that person did well or thank them for making your life easier. A CEO told me it takes him only minutes over his daily coffee to brighten someones day. But heres the amazing partit brightens his day too. His morning missives receive effusive replies that put a spring in his step. His daily gestures have created a virtuous cycle of inspiration.Thisarticleoriginally appeared inNext Big Idea Clubmagazine and is reprinted with permission.