I hate be rude
But I’m STILL finding so much “anger” towards Crystal on my dash??? It’s been a year MOVE ON

I’m gonna start unfollowing people that are STILL posting whiney shit about it because really??? How do you have time for this??? Why do you STILL care??? Stoppppppppp movE ON LIVE YOUR LIFE YOUR SAILOR MOON LIFE there is so much goodness and magical-ness in the Sailor Moon-iverse that IDK why y’all are wasting your time being hung up on the shitty animation
Don’t like it? Don’t watch it. Don’t waste your time talking about it. Holy cow. 
Imagine how terrible life would be if you CONTINUED to walk around EVERYDAY talking about shit you hate instead of just letting it go??? Ignoring it???? Stop answering ranting anon-asks about it. Stop reblogging posts, even if you’re trying to defuse the argument all you’re doing is adding onto the note count and making the rest of us have to look at it AGAIN AND AGAIN. Stop having the SAME discussion/debate every damn day. Chill! It’s gonna be okay!!


#Arrow Season 2.5 Chapter # 22 - Preview

In the DC Digital first comic, Arrow Season 2.5, Oliver Queen has a new adversary: Caleb Green!

Empowered by Mirakuru, Caleb has proven to be more than a match for Oliver, and he’s in the process of burning down the Queen mansion with Oliver inside.

CraveOnline’s exclusive preview from Arrow Season 2.5 Chapter # 22 finds Oliver confrontingt his newest foe as the mansion burns around them. But against Caleb’s strength, even the Arrow can only do so much…

Writer Marc Guggenheim and artists Joe Bennett and Craig Yeung bring the Caleb saga to its violent conclusion in Arrow Season 2.5 Chapter # 22.The issue will be available for download on Monday via the DC Comics App, iBooks, comiXology, Google Play, Kindle Store, Nook Store, and iVerse ComicsPlus.

lmao so a friend and i were watching monday’s st-even un-iverse episode together since he also loves su.  we were talking about ships in s-u and he thinks that pearl isn’t actually gay for rose because you can be devoted to someone and not have romantic feelings for them.  which is true, so i didn’t argue with him.  but on the inside my e-ruri shipping ass was like :))) no


We don’t like to pick favorites… but we can’t say we weren’t super excited to put this guy out there into the web-iverse! 

This stunning oval diamond halo is surrounded by tiny diamonds that not only cover the top, but cascade down the sides of the halo creating almost 360 degrees of sparkle.

Price available upon request // info@liloveve.com // 718.388.2190

jessicabiotech asked:

"Do you think there's a different universe?"

Well, I know there is a multiverse, comprised of different dimensions and timelines, but I would say they all exist with one universe, since they are all knowable and accessible through physical systems such as space bridges and subspace comms.

If there is a different universe, there is no way of ever knowing, and if there were a way to measure even its slightest effects on the universe as we know it, it would be part of this universe, though it could radically change our understanding of what that means. So no. Scientifically, there is no reason to posit something which is completely untestable, and philosophically one shouldn’t throw terminology around. Other dimensions are all a part of the universe, which is more complex than most people give it credit for.

anonymous asked:

Draw what you imagine an anon drinking chocolate milk would look like in the paint-iverse

Oops! Someone has a chocolate milk mustache!

what should i draw in ms paint?

The Science of Kettlebell Movement. Steve Cotter sEMG snatch test. 24 KG Paradigm Pro® Elite Precision Competition Kettlebell. Thanks to Myontec, John Lally of Pivot Sports Global & Red Bull High Performance Manager Per Lundstam for all your support!

www.kettlebell.university Coming Soon! www.ikff.netwww.kettlebellsuswww.myontec.com

thatotherblacknerd asked:

Hey, since I don't use Comixology anymore (because of reasons), my main way of buying Robyn Hood comics has been through the Comics Plus app by Iverse Media. The bad part is, sometimes the comics don't come in on the right day, and issue 11 has yet to come out on it yet, so I haven't been able to buy it. I know you probably have no control over this, but I just thought I'd bring it to your attention.

E-mail me at PatrickEShand at Gmail dot com. I have a quick fix!

Building The Best Team

Making games is all about innovation. And making games is complex. And diverse teams can outperform expert teams on these types of tasks. 

I’ve used a few different frameworks to help me build teams. I also asked around Ubisoft Montreal to find out what my colleagues do. Here are some of our techniques. 

Team Roles

My management coach on Assassin’s Creed III taught me this one. I used it to build the Child of Light programming team. The idea is to make sure the people on the team fill all these roles. One person can fill multiple roles and one role can be filled by multiple people. But there should be a balance. 

The roles are:

  • Visionary
    • Someone who has big ideas and can see into potential futures.
  • Doer
    • Someone who gets things done.
  • Skeptic
    • Someone who isn’t sure an idea will work and thinks of the possible problems.
  • Client Advocate
    • Someone who thinks of the client. Note: You may have multiple clients and multiple advocates.
  • Historian
    • Someone who knows how things have been done in the past. 

I especially want to mention that yes, I definitely mean you should include Skeptics. You need people who aren’t afraid to raise issues as much as you need optimism. 

On Child of Light I also kept in mind that I wanted a mix of women and men, francophones and anglophones, Canadians and other nationalities, various ages, seniors and juniors, hardcore and casual gamers and some who weren’t into games, etc. but at the time I was building my team that way based on intuition. I felt it was important to build a diverse team, but I hadn’t done any research or looked at any further frameworks. 

Ash’s Framework

This is my colleague Ashraf Ismail’s framework. You may know him from Assassin’s Creed IV: Black Flag. 

  • Build a list of all your requirements.
    • Domain knowledge, hard skills, soft skills, experience, personalities, etc. 
  • As you build your team, check points off the list.
    • One person covers multiple points, and you may have duplicates of some points.
  • Your completed team must have all the points covered.

I like this one because it is square and detailed. When we build teams intuitively, it leaves us open to unconscious bias. We may not cover our own blind spots. The exercise of building this framework can help us realize our biases and help counter them. You can even build a first pass of your framework and then run it by your colleagues to look for gaps. This can lead to some good conversations. 

Here’s an example of using Ash’s framework. I built it for a hypothetical programming team making a game like Child of Light. 

  • Programming Knowledge
    • Gameplay
    • Animation
    • AI
    • 2D
    • 3D
    • Tools
    • Fight System
    • Progression System
    • Economic System
    • Cameras
    • Missions
    • UbiArt Framework
    • Presentation
    • Online
    • Graphics
    • Hair
    • PS4
    • XB1
    • PS3
    • XB360
    • WiiU
    • PC
  • Hard Skills
    • Architecture
    • Prototyping
    • Documentation
    • Debugging
  • Soft Skills
    • Communication
    • Organization
    • Morale boosting
    • Influencing
  • Experience
    • Expert programmer
    • Junior programmer
    • From outside the industry
    • Hardcore gamer
    • Casual gamer
    • Not a gamer yet
  • Roles
    • Visionary
    • Doer/Jack-of-All-Trades
    • Skeptic
    • Client Advocate - Design team
    • Client Advocate - Art team
    • Client Advocate - Player
    • Historian
    • Fixer
    • Creative
    • Hacker
    • Architecture Idealist
  • Personality
    • Quiet
    • Loud
    • Compassionate
    • Opinionated
    • Assertive

If you have any suggestions of what I may have missed here, don’t hesitate to share them

Demographic Diversity

There are many dimensions of diversity: race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, academic background, language, religious beliefs, political beliefs, or other ideologies or other differences. 

We recently formed an initiative to increase diversity in our workforce at Ubisoft Montreal. Coordinating this initiative, we have a team of 8 people called the Ubidiversity Team. Obviously, it was important for us that this be a diverse team. 

We build this team by taking all the qualified applicants and choosing from them such that we covered as many of these dimensions as possible

Doing this exercise helped me realize some of my own biases. The applicants I would have chosen using my gut were not the same applicants we chose in the end. And yet I’m 100% convinced we chose the best applicants. The exercise made me realize what I wasn’t considering, what I was missing, who I was overlooking. We all have unconscious bias

Those biases don’t go away once you’ve build the team. If you build a diverse team, you may have different management challenges. I’ll talk about those in another post. 

anonymous asked:

Ist das deine echte Haarfarbe? Deine Lieblingsfarbe und dein Lieblingslied 😊

jap ists! blau und zurzeit ist’s white iversion - post malone :)

So You Value Diversity, Now What?

Making games is all about innovation. And making games is complex. And diverse teams can outperform expert teams on these types of tasks. Previously I shared some tips for building diverse teams. 

Once you’ve built your team, your biases don’t go away. If you build a diverse team, you may have different management challenges than with a team of people just like yourself. If you can get past your biases, you’ll have a better, more innovative, higher performing team; you’ll develop your employees more; and you’ll get better at what you do. 

Minimize Unconscious Bias

We do most of our processing unconsciously and everyone’s thinking suffers from incorrect assumptions. We all have this. It is a product of the culture we are raised in. For example, women and men in North America both display the same level of implicit assumptions about women. 

To learn more about unconscious bias and how to counter it:

  • You can take the Implicit Association Tests
  • Or better yet, watch Google’s talk
  • Read the Harvard Business Press book Managing Diversity and apply the tools contained within it. (It’s a very quick read.) (Much of the ideas in this post are from that book.)
  • Expose yourself to as much diversity as possible. Go to lunch with someone you wouldn’t normally go to lunch with. 
    • An interesting exercise is to think of the person in your organization who is most different from you in as many aspects as possible and invite them to lunch. 

Avoid Favourites

As managers we often identify with and focus on our top performers, our “best candidates”, our “superstars”. We may even pick a favourite who reminds us of ourselves. 

Or, we focus on those who are struggling and need help. 

But the ~80% in between the top and the bottom performers are a great resource who will stay on our teams longer and build their expertise and their performance with experience

The superstars will develop on their own, and they will also tend to leave. They move around a lot. The under-performers will need to learn to figure out things on their own, and may also tend to leave, or to improve and move into the middle group. 

(Thanks to Aleissia Laidacker for the ideas in this section.)

Pay attention to team members, not just superstars. 

Avoid Assimilation, Differentiation

Assimilation is the idea that we, as people, are all the same. It puts pressure on employees to downplay differences. An example of this would be when I was the only woman programmer in my company and I would wear ratty video game t-shirts and no make-up so I would stand out less. 

But differences exist and can be celebrated. Different backgrounds, perspectives, etc. are valuable. ***However, avoid differentiation.

Differentiation is the idea that diverse employees are different and are suited to certain tasks. This pigeonholes employees. 

One example of this is when someone told me during a performance evaluation that they hadn’t been planning to hire me because I was a woman, and everyone knows women can’t program, but that he had convinced everyone because he knew that women programmed differently, and that they could study me and maybe learn something. He figured that I would think more systemically then the others, and that he could tell which parts of a certain game on my resume I had coded. (He was right about me thinking systemically, maybe, but not right about which parts of that game I had coded.) 

Another example of this is when someone asked me during an interview if I was a better manager than a man, since women have special powers over men. I’ve never been a manager as a man, so I have no way to test that theory, but I think it’s crap. 

For all traits where we find averages differences between men and women, the bell curves still vastly overlap. You can’t assume anything about an individual. 

Inclusion is the idea of a workplace free of assumptions, where ideas can come from anywhere and open discussion is fostered. This is what to aim for. We can’t be scared to acknowledge differences and we can’t assume they exist where they may not. 

Bonus: When you foster an inclusive environment, it is not just the diverse employees who tend to perform better. Members of the dominant group will also tend to feel more comfortable bringing forward any previously hidden unique and weird talents or ideas. 

Maintain Balance

If you have a dominant group on your team, team members in the minority group can experience sidelining and stereotyping. 

There seems to be a 30% threshold. For example, if you have less than 30% women, sidelining and stereotyping may occur, while it tends not to occur once you have >30% women. The opposite can occur as well: If you have less than 30% men, they may be sidelined. 

If you manage a team that has a dominant group and has minority groups that are <30%, you’ll need to watch for problems. If problems occur, structural intervention, such as restructuring the team to break up bully groups, is more effective than managerial intervention

Be Open And Creative With Team Building

On a diverse team, cultural differences in communication styles and norms can be a challenge and everyone will have to be ready to be open and flexible

As well, conventional team building activities may not apply. While I enjoyed going to a hockey game once or twice to learn about why my colleagues enjoy it, it’s still not my preferred activity. I like ballet tickets. Find ways for team building activities to really foster understanding between groups

Sponsor Someone And Seek Sponsorship

Offer sponsorship.  All mentoring is not the same.  Mentors who go beyond giving feedback and advice and also use their influence to advocate for the mentee are sponsors. High-potential women are over-mentored and under-sponsored relative to their male peers. Without sponsorship, women are less likely than men to be given top roles and also more reluctant to take them. 

And if you are not part of the dominant group, seek sponsorship. Seek as many mentors as you can find. Your sponsor or mentor does not need to be part of the same minority group(s) as you are, but they should be aware of the issues surrounding bias etc. You may need to train them yourself.