Luiz Vazquez/©Gulf News

[Okay, not all of them. ]

In the past year I’ve been invited to several career events, to coach or hold speeches about choosing a career, a life vision, or something similar. At first, it was kind of surprising, since this blog’s aim is not career planning. But there is a need out there, and talking to young people I discovered why.

First, I’m not that old. I’m a Gen Yer myself. But I guess I’m one of the “early ones” who got to have less opportunities. And that’s a good thing. You’ll see why.

Talking to Gen Yers these past few months made me realize a huge point. They are overwhelmed by opportunities. There’s too much to choose, too much to do. And not enough time to try them all. Not enough time even to decide.

There’s career fairs, “Open Day” events, business simulations, case studies, internships, management trainee programs (yes! we have one as well!), mentorship programs, work and travel programs around the world, and to top it off, endless study degrees and MBA programmes just in case you don’t want to go into the real “full time 9 to 5″ working world yet.

So, having too many opportunities is a bad thing?

Yes, it is, if you don’t choose.

The whole purpose of having multiple opportunities is getting a larger array of options to choose from. But that makes the choice process even more difficult.

In a way, what happens with Gen Yers and their career choice is similar to what goes on when you’re on the Internet.

There’s so many things to choose, so many things to read about and experiment, that you only skim through.

You don’t leave the time to read a book. You don’t take the time to immerse.

But the problem there, see, is that if you only skim through, you won’t learn the real deal. True wisdom and experience are not found in interned articles. They’re found in the time you spend reading the entire book.

They’re found in experiences in which you allow the time to really learn everything.

So, to all of you out there who want to experience just one more thing before “settling down”, let me tell you this.
Settling down isn’t the end of your journey. It’s the real beginning.

Part of my job (one of the parts I love most) is to create and supervise development programs for employees who want to move to the next level. Sometimes you spot a potential leader inside the group of participants, and the guy (or girl) just sky rockets by himself.

Other times, you must create the awareness of potential in someone who doesn’t even know he’s capable of more.

I realized how simple this is and thought it could be shared.

How to coach – in simple steps:

First, the context. There has to be some sort of learning experience going on. A Fast Track program, a promotion the person wants and may be getting; a yearly feedback process; an assessment center; or a longer (3-5 day) “deep” training. You can be the boss of the person, a peer or the HR consultant. It can be a talk in your smoking break or a formal discussion in an office.

In my case, this was the final interview for a development program. The participants had been in it for a few months, they had been going through some difficult experiences (covering for their bosses, leading projects) outside their comfort zones. Many of them had never done these things before, and they didn’t know if they were doing them right.

Coaching question:
What’s your “before and after”? What have you learned? How did you change?

This will prompt the awareness of the learning experience. The person will realize (hopefully! ) that the ownership of the experience is within them; and that the outcome will be positive, no matter what. What they may realize is that it’s not about the destination, it’s about the journey. In my case, all participants described deep, extraordinary changes, the sort of changes that companies dream about developing in their people. Daring to do more; learning more about subordinates before making requests; asking for their team’s opinion instead of directing…and so on.

Second, there needs to be a “safe” environment. If you’re the boss of the person, show that what she will answer will be not held against her. In my case, I clearly positioned this final interview not as a selection stage, but more like a wrap-up discussion for the whole program. People knew they were not to give the “politically correct” answers, and there was no way to do that. And in some cases, they acknowledged the mistakes they did – which is always a sign of courage and awareness, and a strong signal of trust.

If there isn’t a setting based on trust, learning will not truly happen.

Coaching question:

What was your approach? What did you do differently? What was the result?

Third, there needs to be a common understanding that the process is not over. Sometimes people will acknowledge mistakes or learnings, but they will not know where to go from there and they will expect guidance. In this case, they were expecting some kind of verdict – “You did well”, “You will be promoted”. But by putting the verdict with the manager/HR person, the closure of the learning process is incomplete. What you want, as a coach, is for the person himself to realize what still needs to happen for him to learn further.

Coaching question:

Where do you see yourself on the path? What areas still need development?

So what I did was to place the ownership back in their hands. This is risky because at times you will have a person who will say “But I am ready now. I am 100% perfect. Why can’t anyone see that?” and get frustrated. That’s when you as manager/peer/HR need to step in and hold a mirror in front of them: “How do you evaluate yourself on competency A/B/C? Do you believe you also master X, Y, Z?” and give examples “For instance, I understood last Tuesday you got mad and yelled at someone in your team during a meeting. It looks like you still need some time to run a constructive meeting. What do you think?”

In my case, people were extraordinarily honest – that’s the beauty of a long term learning process. You don’t need to hold the mirror in front of them – the experiences do the job themselves. They realize they can do more, when they actually step up and see that it’s not that difficult. Or when they bump their head and go “Ah, I was supposed to do this differently. How should I approach it?”

Finally, they need to also own the actual process further. That’s why the final coaching question is:

Where do you need help on the remaining development areas? How will you ensure that help will come?

Many people still believe it’s their manager’s job to ensure that they grow. They will say “But I put this in my development plan and nothing happened.” “Why didn’t you do something about it?” “But it’s not my job to do that!”

Really? Whose development is it, anyway?

Finally, try to make this coaching process natural. You do that by ensuring people have a positive experience out of the discussion, and that they receive encouragement along the way.

Sometimes you will coach a hi-po, who will climb Everest after your discussion; other times you will try to squeeze the juice out of someone who’s just not “ripe” enough.

In such cases, try to go through the above questions yourself. Coaches are learners too, you know.

As a corporate worker, I’m one of the lucky ones who get to do something they really enjoy, and something I’ve wanted to do for many years. Some might even say “living the dream”. However when I draw the line at the end of the day, the answer isn’t always “happy”.

As a human being, I’m still searching. And I wonder – am I not fulfilled because, in fact, I’m not doing what I’m supposed to do? Is the “Holy Grail” of my career still out there in the distance?

Or, even worse, maybe I’ve got no clue about what what actually fulfills me?

I’m pretty sure many of you know what I’m talking about.

There are a few things quite important when talking about happiness.

1. First, and foremost, the place where most of our interest goes.  Whether it’s clothes, shoes, furniture, homes, travel or the newest gadgets, they all come with MONEY.

It’s clear already – and a demonstrated fact! – that having money doesn’t bring happiness. In fact, there are hundreds (thousands!) of people who earn more than they need, and still feel unhappy, even depressed. Gretchen Rubin says it better than me in her book, and here on her blog:

Money is not a source of happiness (but yes, money does matter in ensuring a certain degree of comfort).

OK, now that money is clearly aside, then there’s the newest school of thought:

2. DOING WHAT YOU LOVE.

I’m sure you’ve heard about the saying “Do what you love and the money will come.”
Ok, what about happiness?
Doing that you love should certainly provide some degree of happiness, right?

Then how do you explain that most hermits live completely alone, in seclusion, don’t actually do much every day, or if they do, it’s regular chores like scrubbing floors or digging the earth, and are still completely happy?

Work may be purifying (”Arbeit macht frei”) or satisfying, or personally rewarding, or meaningful. It can make you feel remarkable, loved, or contributing.

There are even companies who deliver happiness solutions to employees, or articles to empower happiness at work.

But work in itself (read: a great career) is not a condition for happiness, either.

Shawn Achor says that instead of working to be happy, working environments should enable people to be happier in the first place – that’s how they will achieve more in their work.
So happiness is the prerequisite, not work in itself.

3. The third idea is the spiritual school of thought – happiness through love, given or received.

I would tend to kind of agree to this, because it’s clear that love is the main source of positive energy in the world.

I refer here to love not as infatuation, not as the fierce love at the beginning of a relationship, but the deep affection that resides after years of friendship.

Happiness through love is sharing a chocolate. It’s playing boardgames with my friends and not getting upset when the werewolves win again. It’s baking 5 trays of muffins for my birthday. It’s writing on the kitchen board “30 things I love about you.”

And none of the above are received. All are given.

I’ve come to a personal conclusion about fulfillment or happiness.

Happiness comes from the inside, from being who you are and sharing that around.

It does not come from work, which is an external factor. Even if I have a job that I love, if I lose it, I will still be happy, because I can find another fulfilling activity. In fact, if you do what you love, chances are, your self will get eaten by your work. What will remain of who you are, outside of your working activity?

The hint of happiness that can come to those of you/us who do what they love, is because we are able to show more of who we really are, most of the time. We’re able to share the spark inside to the people around. But fulfillment is not the activity in itself – it’s the spark. It’s the sharing.

Once more, I convince myself that the true career I’m pursuing is not the one in the corporate world, it’s the one to my heart.

The above is a mix of things I love.
And this has been a short and dry weekend, because I have not been able to collect my artistic energy and do something with it, like paint or write (hm, on the latter there seems to be some work in progress right now…)

Poetry and art should be infused into everyday life, don’t you think?
But somehow, all that IS infused in everyday life is work, stress, getting things done, writing lists of to-do’s. And then in our spare time we’re either running around to do all that other work that couldn’t get done during the week, or we’re just so exhausted, that we lie around stuffing figurative junk in our heads. It’s no news to me when I hear that people do nothing but sleep in their weekends. Or dream about laying in bed for a whole day to watch movies (oh wait, that’s me!)

We’re unable to connect to beauty unless our minds and hearts are open to it.
And that becomes harder when our energy dissipates into abstract spreadsheets.
Where does my energy go, day by day?
And how would it be possible to keep little pieces of it, to keep them nice and clean, so that when I look at the sky, I’m inspired?

Food for thought:

I’m going through some confusing, yet change-prone times. It seems to come around every few years, a restlessness and need to re-define my life. Normally it includes hating what I’ve worked hard to earn, and a feeling that unless I do some big change around here, I’m not – ever! – going to be really happy.

And yes, I am pretty much black-and-white in my thinking.

But here’s the big idea I’ve come across so far.

What you hate is what actually prompts you to change. And it CAN be an ingredient that lingers on.

Enter Example 1. The Nemesis.

Part of being a coach is to be non-judgmental, balanced and accepting unique individualities around me. Part of being an insecure, socially awkward, female dreamer is not. So of course there are people I don’t feel comfortable with, and whose behaviours I find (sometimes) unacceptable. And I know I sometimes make my feelings quite obvious. What can I say, my personal belief is that balance comes with being able to express yourself.

But when I digged deeper into the reasons the other person(s) had that effect on me, guess what I found. Looking into the eyes of my nemesis, I found myself. Those were my own behaviors, my own fears, reflected back on me. Being rash, being vindictive, being mean, being judgmental. I own them just as much…

My nemesis reflects me.

Enter Example 2. Oyster Grit

I was extremely happy to be a part of the Romanian ICF conference of 2012 (ICF = International Coaching Federation), an event linked around coaches and people working in the human development field.

One of the speakers, Andrea Lee, talked about how “Oyster Grit” inspires drive for change, and can fuel the personal brand behind a coaching niche. “Oyster Grit” is the [sand] stuff inside the oyster that’s nasty to look at, but good to have, because…it gives birth to the pearl. So if you don’t have the grit, there’s no pearl.

She talked about a coach who was so upset with what happened in the academic world, with the lack of accountability and follow-up with students’ papers, that she built an online tool that did just that – tracking accountability.

So I thought what this means for me. I’m want to see more managers who realize the importance of coaching – or at least 1:1 talks! – with their people. Too few managers see the need to give constant feedback and to set time aside for their teams’ development. Everyone knows how to put coaching on their IDP (Individual Development Plans), yet very very few actually (1) know HOW and (2) actually DO IT.

So this is my Oyster Grit. And I set to change it – I dream of a company where bosses are consciously focused on their people’s development. I dream of bosses who go up to their direct reports and say “How can I help you?” or “What do I need to change?”. I want managers to not shy away when it’s time to fire someone or give tough feedback, but I want them to do it in such a way that the employee sees the development and the learning out of it.

I want managers to treat their subordinates like human beings, rather than human resources.

The good news, is that we’re not that far off. I know a few role models I’m proud to learn from myself. But this is my grit, and it inspires me extraordinarily to be working on the pearl that will come out of it.

Enter Example 3. My Life.

I guess I’m a good corporate working girl. Climbed up the ladder pretty fast; have high learning agility; take feedback instantly and learn from it; know the political rules and (sometimes) also follow them. I’ve got far and I still have a long way to go.

But corporate life doesn’t make me happy.

I’m an underwater thing, I like to paint and I see lifelines when people tell me their stories. The ability to immerse myself in other people’s lives is what makes me a good (life) coach. I like to read and I would have been an excellent librarian. Carturesti, will you please employ me?

There have been many times when I thought of leaving my (personally rewarding and long term dreamed) job and heading out the world. Doing freelance coaching and training. Living off paintings and selling them on Etsy. Blogging and speaking at inspirational events. The last time I thought of this was last week.

But you know what? Corporate life is the fuel to my learning. It puts me in difficult situations, it makes me meet interesting people I would otherwise not look for, and it provides the necessary bitterness to make the other half sweet. And I don’t hate it that much. As a matter of fact, if I would leave it, I’m sure I would miss it.

The only thing I set out to do is not to let the bitterness eat out the sweetness. I’m going to shift the balance to the other end. I’m going to paint and post it out to the world. I’m going to re-open the opportunity to coach – I want to know your stories and contribute to them. I’m going to go out and smell the flowers, and gaze at the blue sky.

I’m not ashamed to be a corporate dreamer.

Let’s see what happens.

“A young monk was walking on the side of a quiet river, trying to decide where to cross. Suddenly he observed that on the other side was a great Zen master. Convinced that his problem was solved, he shouted to the great master:

“Teacher, how can I cross to the other side of the river?”

The great master answered:

“But you are already on the other side of the river!”

I’ve written numerous times about my need to slow down, or to be grateful, or to regain balance. It seems it’s a recurring topic, one of those life lessons that keeps coming back until you’ve learnt them properly.

I’ve been fighting insomnia, anxiety, restlessness and the likes for the past half year. I’m sure many of you can agree that once your head hits the pillow and you start building to do lists (kind of like Sarah Jessica Parker in “I don’t know how she does it”) it becomes a second nature. Somehow, late night seems to be the only time when long forgotten tasks jump up and suddenly seem 10 times more important than in daylight.

So what can one do when faced with a mind unable to rest? Other than writing blog posts in an attempt to self-educate?
Read books about insomnia. Read books about anxiety. Read books about emotional balancing. All providing very nice logical advice about how to slow down and how to talk to yourself in a nice soothing manner. It works wonderful once you know how to do it and once you actually STOP to do it.

But I don’t. Easier said than done.

And somewhere along  I found an old friend, the Eastern mindset.

I’m not going to describe its teachings, because not everyone feels in line with them or could adopt them. I’m just going to tell you what I found works for me.

1. Accepting reality as it is, without trying to control it.

Did I mention that anxiety comes in a “Buy one, get one free”-pack with the need to control? And of course, once you try to control the end result and it doesn’t come out 100% as you want (perfectionism, anyone?), you get anxious again.

Accepting reality – being late, not delivering 100%, the imperfections that arise no matter what – can set you free. Understanding that you are nothing but a leaf in the wind, and that your influence is limited, can be liberating.
I’m not talking about sitting there and doing nothing. I’m still taking the garbage out and getting upset when the dishes are in a pile in the sink. But I don’t want feel the need anymore to complete all possible tasks in a short time frame. I will stop filling up my weekend with social tasks that I “have” to do and running from a place to another. I want to stop worrying about the “inevitable big bad thing” (”drobul de sare”) that might come. If it will come, I will deal with it.

2. Exercising compassion and altruism

Essentially, all people want to be happy. Matthieu Ricard says “nobody wakes up in the morning saying “May I please suffer the whole day?”" You are the same. I am the same.

Then we should support each other with that. Accepting that behind any apparently mean action or word, there is a need of that person to be happy. If we could address that need directly, instead of responding in a rash and mean manner back, maybe we could do a better good.

So I choose to not respond anymore to the devil on my shoulder that compares me with everyone else. “But if he did that, why couldn’t you?…” I want to recognize and address the need to be understood.

3. Mind needs exercise just as much as the body does.

So if you train your muscles 3 times a week, why would you not do the same with your mind?

It is said that regular meditation soothes the mind, clears it out and makes it sharper.  I can only say that it helps with sleep issues. I’ve got no clue if what I’m doing is right. And maybe there is no such thing as “right”, as long as it works for me.

I’m just sitting there, cross-legged, for around 15 minutes, and try to think of nothing except for my breath. If my thoughts drift away, I just bring them back. In the same way, during the day, if my thoughts drift away to anxiety or annoyance, I bring them back. Not all the time, of course…

If you’re interested in meditating, don’t think you have to build a place or a time for it…it’s really not that difficult. All you need is a few minutes of uninterrupted silence. And, just like working out, you have to do it regularly. It is said that 10 minutes of daily meditation is incomparably healthier than 2 hours weekly.

Dani from Positively Present (a blog I highly recommend for anyone who’s looking for some inner peace and positive inspiration) also wrote about her experience with meditation. We’re all beginners here…all it takes is a bit of time and willingness.

4. Taking life – and myself – less seriously

This is long work in progress and perhaps the area where the most work is needed. Any tips on how to laugh more, anyone?

“Sometimes in order to have a different perspective on the world, you need to bend over and look at it from upside down.”

(picture from www.personalbrandingblog.com)

I’ve been asked to deliver 3 Career workshops in less than 3 months, and while I love doing that, I can’t help but thinking what might be the increasing need behind. Is it a trend?

According to many studies, Millennials (or Generation Y) are the spoiled and undecided generation. Sure, they have strengths, such as exceptional ability to master new technology and keep themselves up to date with everything (yes, everything, including what you posted last night on Facebook!).

And while they ask “What should I do with my life?” their parents, teachers, mentors, or bosses smirk and look elsewhere. Because older people think “It’s just a fad. Get on and do something. I never had the luxury to decide. I had to work, to bring you up.”

Well maybe Generation Y really needs this help. Maybe we’re so flooded with opportunity, with encouragement and with insanely high expectations that we don’t know what to target first. And there seems to be this huge pressure to “choose something, do something, be on a path of some sort.”

And that’s okay. Uncertainty and not knowing where to go are okay.
Because you will change, anyhow.

Here are some simple tips for having a clear view on where you want to go.
And if you want more, just click on the right side of my blog page, in the Tools area. You’ll find the Career Planning tool there.

1. Look at your overall life picture and take into account what will change.

2. Look inside and ask yourself what you like to do and what you know well. Even if the “Do what you love and the money will come” quote might not appply 100% of the cases, it’s still worth trying to find a career that fits with your strong points.

3. Look into the future at where you want to be and track your steps back to now. Create some milestones. Heck, at least create a direction.

4. Create a product to sell. That’s you. Who are you and why should anyone hire you? Make a Personal Brand.

(Some might argue that Personal Branding should come first. After all, how do you expect to get somewhere, or at least know where you’re going, if you don’t know who you are?

My opinion is that Personal Branding is more like a marketing tool to the outside. Sure, the inner search for self should happen before. But that’s not the subject of this post, or of Career Coaching. That’s something entirely different.)

As a final note, all I can add here is “Build some synergy“. Connect. Find others who have the same questions.
Inspire back.

This is the short version of a tool I’ve developed for the latest Career Coaching workshop at IQAds Kadett. Feel free to download and use it, and approach me if you have any questions.

I wished for a quiet year in 2011 – a year with my family, friends, new home, and work. I wished for no big changes, no surprises, and good sleep. I got all minus the last one. But I compensated by learning to cook and experimenting in my new kitchen.

Now in 2012 I have almost no resolutions, and I’m happy with that. And that’s because I made sure to ask the following questions in advance:

1. What do you want to achieve?

It should be something positive – not something you want to quit, let go of or stop. If you want to lose a bad habit, turn it into a good habit instead. Focus on the bright side

2. Is it about YOU?

Make sure that your resolution is something for yourself, not something to please others. You won’t be motivated if it’s not something you truly want, but only feel obligated to accomplish.

3. How did you do in 2011?

Look at the past year. Is it something you missed or couldn’t do before? Did you really want to do it but something else prevented you? Make a benchmark – start from somewhere.

4. How does it fit with 2012?

How does this resolution integrate with who you want to be next year? How does it fit in the greater scheme of your life? Does it really matter in your journey over the next year?

5. How does it connect with your identity?

What does this resolution say about you and who you want to be?

Having these in mind, you might end up with only one or two resolutions – but you will feel these are the right ones for you. If you’re looking for further inspiration try this link.

And you know what? Fewer resolutions are easier to keep in mind and keep track of.

So, what do YOU want to do in 2012?

Inspired by the recent Time Management infograph in DOR Magazine (the infograph was made by Quickdata.ro but for some reason can’t be found on their website, so I’m afraid you’re going to have to buy the magazine ) I set out to research a bit on Jevons’ Paradox.

Jevons’ Paradox :

- The more efficiently a resource is used, the more the demand for it will increase.

- Accept this: the more productive you will be and the better you use your time, the more your time will be needed.

(for the full infograph: “Tac-Tic”, page 14 DOR magazine, #7. )

Jevons Paradox is actually more than 150 years old. During the time of the Industrial Revolution, this guy called William Stanley Jevons discovered that actually the efficiency of coal as the new fuel energy resource made coal consumption rise even faster.

In short, the fact that coal was more efficient as a source of energy made the demand for coal rise even faster.

Let’s make a parallel with your time.

If you’re more efficient/productive with your time, naturally you’re the kind of person that:

- estimates quite well how long a task will take

- prioritizes often and well

- knows how to book time in the calendar for her tasks

…and tends to overwhelm her calendar because she knows she still has 10 minutes to call mother, check email, get dressed and do her hair.

Ironically enough, the more efficient you are, the more crowded your calendar can get.

What do you think about this paradox?

This is a post inspired by my Power Tool submission for my coaching training. A Power Tool is an antagonism (two opposite concepts) that a client can use to his benefit in one extreme or the other. I chose to write about Control.

Control vs Freedom

We live in an era of multitasking, and we find ourselves having to accomplish so much more in less time. When we see everything like a checklist from which we have to tick off tasks, no wonder we develop into time management junkies or control freaks.

The need to control may arise from social pressure. Even since childhood, we are taught specific norms – “You have to be good to your siblings”; “You have to get straight A’s or you won’t get to a good college”; “You have to work hard otherwise you won’t get results”. In the end what results is a sort of psychological conditioning that “If” something gets done in a proper way, “Then” an appropriate result will be the consequence.

What happens in our mind when the mechanism of control gets started is a need to do something because “that’s the rule”, “that’s how it has to be done”.
For example, people who experience the need to control usually motivate their behavior by saying “but it has to be done exactly this way”.

Words such as “I have to”, “he/she/it has to”, “I must”, “it’s required” and similar show a mechanism of control. Often what happens is that the person who has a greater need to control ultimately ends placing a much higher stress on him or herself,
Moreover, the person who controls sees herself responsible for the results, and may end up blaming herself unnecessarily and harming her own self confidence when these results do not happen.

Let’s take an example.
Let’s say Jill is a housewife with two kids, one of which has problems in school. Jill makes her son specific schedules for study and checks his homework every day, in hope that by close examination and control she can influence the results. Once her son doesn’t bring home the desired A’s, she sees herself as a bad mother and places even closer supervision on her son. Ultimately, the whole environment damages their relationship.
Jill is caught in a vicious cycle of controlling and blaming herself, while her son will hide his grades, being afraid of her judgment. He will build a defense mechanism by talking less and less about school in an attempt to shut her control out. However this will only fuel her need of supervision, involvement and control.

What reverse mechanism could be used against the need to control?
The opposite of control is letting go. Freedom is letting go.
Freedom means not caring for the results, and not seeing oneself responsible.

If freedom is taken to an extreme, like with control it can become damaging – a certain degree of responsibility should be maintained. For example, seeing oneself not responsible for the end result but at least for one’s contribution in the process.

Freedom can be synonym with allowing ourselves the choice; recognizing the need to attain a certain result and asking ourselves yet again:
“Is this result really necessary?”
“Do I really have to be there at 3? What will happen if I am 5 minutes late?”
“Am I required to always have dinner for the family every day? What if we go out or order take out once a week?”
“Does it have to be clean always before guests arrive?”

How can we cultivate a healthy degree of freedom?
Allow spontaneity in our lives. When going on a trip for example, we could not plan every single step of the way, and simply venture on unknown roads. Sometimes we may end up in more interesting places.
Allow unplanned things to take over. People who need to control tend to worry a lot when something unplanned comes up, because it messes up their entire agenda. Allowing your agenda to be messed up, from time to time, builds a healthy mindset.
Bask in chaos. Walking in crowds, going out for no reason, leaving the phone/watch at home, intentionally, these are all reverse mechanisms that make complete control impossible. However, it’s not indicated to do the same with your credit card!

By choosing to let go, you can work on your own response, and by building internal awareness and strength in the face of shifting priorities, you can begin to internalize freedom.
Because, in the end, freedom is an inner state, just like control, and balance is created from the shift between them.