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Advice 1: Being diligent is never a bad thing. As a newcomer to the workplace, it’s always good to be diligent; what’s worst is to be overambitious yet lazy. Generally, when new employees start working, they don’t adapt to the environment right away; those who are more diligent are more likely to receive guidance from senior employees and thus get more opportunities. 　　I remember once, three new members joined the department; one came from a top-ranked university, one from a second-tier university, and one from a fourth-tier university. That student from the prestigious school had a smart demeanor and was good at making impressive statements, which initially caught my attention. I decided to test him from time to time; after some time, however, I realized that he wasn’t reliable. He had good verbal skills, but he would back down whenever faced with complicated tasks. His biggest flaw was laziness – if he could write fifty characters, he would never write fifty-one. It’s not a matter of ability; his writing style is decent as well. Several newcomers have managed to complete the task, but he has never done it even once. 　　After a few attempts, this child was rejected. 　　Speaking of that student from the second-rate school, who seemed dull at first, it turned out to be a very hardworking child who adapted to the environment quickly; in the end, this child also fared best among us. 　　Advice 2: Gain experience at large companies, foster growth at small businesses. Newcomers often ask us whether they should go to a large company or to a growing small business In my opinion, if you are a newcomer, it is recommended that you start at a larger organization where you can learn many standards and rules. However, since large organizations usually have established organizational structures, it can be difficult for newcomers to advance (in general), and they may end up acting merely as a small cog in the machine. After gaining some experience in working and handling tasks at a large company, moving to a small organization with strong growth prospects makes it easier to obtain opportunities for rapid advancement. 　　My experience was the opposite, so I took some detours. I started at a small company that was growing very rapidly; as a result, I quickly took on key responsibilities there. However, that small company had no set rules in place – although its business was expanding fast, its overall planning, business processes, and human resource management were in a chaotic state. Later, the company was reorganized and became part of a larger firm; the people from the original company found it very difficult to adapt. On one hand, the business management and personnel systems in the larger company were more complex, and on the other hand, we had not received proper training, so we naturally couldn’t adapt to the company’s operational procedures. We also lacked the necessary experience in handling personnel matters. However, I am someone who likes to observe and draw conclusions; I’ve gotten used to it now, but some of my colleagues still complain constantly. 　　For example, when I was in a small company, due to the rapid pace of its development, the establishment of systems and processes lagged behind. Many projects did not have any documentation, or only very basic documentation available. At that time I was in charge of a department, but I didn’t understand these things either; the plans and reports I submitted to my supervisors were very simple – sometimes they just consisted of a few sentences written on a piece of paper. My supervisors didn’t require much detail from me, and they would simply give their instructions on those documents. The consequence of this approach was a lack of rigor, which made subsequent management extremely troublesome. After joining the new large company and coming into contact with its management, I realized that projects should be managed in this way! 　　Once you have accumulated enough experience in working in small businesses, if possible, you should consider moving on to work at larger companies. This time, it’s not about learning the rules and regulations, but rather about gaining experience and growing on a bigger stage. By this time, you are no longer the inexperienced newcomer you were when you first started working; you have gained a lot of experience in both dealing with people and handling tasks, and your capabilities are far beyond what they were before. If you truly possess such capabilities, you will have more opportunities to showcase yourself on a larger stage. 　　Advice 3: Build relationships, but don’t be opportunistic. When a newcomer arrives at an organization, it is important to gradually establish good relationships with colleagues in their own department as well as those in other departments; this is crucial for the newcomer to succeed and develop effectively within the organization. It’s not good when some newcomers, after arriving, only talk to the people around their table, or only interact with those from their hometown or their seniors. There are also those who wander around everywhere and disturb others, which can easily lead to resentment from others. 　　More newcomers don’t know how to take the first step in interacting with senior employees. In fact, as newcomers, it’s never a bad idea to be humble, polite, smile, and do more rather than talk too much. Unless in environments with particularly hostile interpersonal relationships (including departments under poor leadership), generally speaking, although senior employees may take advantage of newcomers at first (due to human weaknesses), over time they tend to be willing to help them. Of course, newcomers should not engage in annoying behaviors such as interrupting randomly, flattering excessively, or taking advantage of others. 　　A fairly obvious taboo in the workplace is: being too showy. I remember there was a girl who came to the company for an interview; she was very lively. She really wanted to work there and was very proactive towards everyone, especially the managers. One day, an employee was going abroad, and at the farewell dinner held in his honor, MM was also invited to attend. As everyone was saying goodbye, MM suddenly stood up, ignoring the atmosphere of the moment, and started to toast the manager repeatedly, saying many enthusiastic words that did not match the overall mood at all. Later, during a department meeting, it was also suggested that this MM attend as an observer, but she got up and spoke again on her own initiative (although she wasn’t a full-time employee of the department and should have just listened). This made people feel somewhat uncomfortable. Eventually, she even went to the manager’s office to advise him on how to lose weight; as a result, she didn’t stay as expected. 　　There’s also a newcomer who is very energetic; he quickly understood the interpersonal dynamics within the department as soon as he arrived, and he seized the opportunity to communicate with the top manager. At first, I thought he was quite smart, so since I was in charge of him, I assigned him some more challenging tasks and recommended him to the top manager as well. It turned out that this newcomer was too active and lacked sense; he only focused on the top leader, and would delay anything other than tasks assigned by that leader, including those I gave him to test him. Later, this newcomer found better opportunities within the company, so he went straight to the president’s assistant and asked to be transferred. As a result, everyone in the company became aware of his existence. However, the company’s management refused to let him work in that key department, and he could no longer stay in his current department either, so he had no choice but to leave. Advice four: Be sure to stay silent about things you do not understand. Something similar happened in a neighboring department – the bonus that the supervisors had promised that department was put on hold. Thus, various speculations arose. One day, I heard a newcomer who was neither young nor old – I call him neither young nor old because he was already quite old, but had just started working there – say to everyone that the company’s management had contracted pink eye, and since they considered their salaries to be too high, they decided not to give them any bonuses. Later, that person repeated such statements on various occasions, speaking in all seriousness. It seems rather childish of this person. There could be various reasons why the bonuses cannot be paid out. For employees at the lower levels who are not aware of how things work at the company’s upper management, it’s best not to make random guesses without knowing the truth, so as to avoid putting themselves in a difficult situation. Later on, it turned out that there was an error in the funds for their department, but the bonuses were still paid out. Every industry or organization has its own set of rules, and there are some insider details that we will never be able to know. All we can do is stay silent and watch. 　　Advice 5: Be discerning and seek help. In the workplace, where interests exist, conflicts arise as well; yet there are also people worth associating with. It’s a matter of whether one can encounter such people, recognize them wisely, and have the fortune to receive their guidance. In the workplace, some people have unique approaches to handling tasks, while others possess a keen insight when it comes to interacting with others. Some have strong judgment skills, and others are good at resolving disputes and conflicts... If such people are willing to help you when you’re in trouble, it’s truly fortunate for you. 　　At a critical moment in my career transition (when I was very confused, full of doubts, and not sure what to do), someone told me that no choice is perfect; if you can’t predict the future, then follow your most innate feelings – do what you like! Also, during a difficult period when I was struggling with some personal issues, someone told me that strength comes from having no desires – just focus on doing things ； While I was focused on local matters, someone told me to go out and take a look… All of this has been of great help to me. In the workplace, broadening one’s horizons relies, on the one hand, on one’s own observation and understanding, and on the other hand, on guidance from those who are more experienced. This expert might not be an authority in any particular field; they simply help us with a specific topic at a given moment. 　　The ultimate goal in the professional world is to meet someone who excels in every aspect (character, behavior, and professional skills). Such people are rare and hard to find, but those with good character and outstanding skills in certain areas can certainly be encountered throughout one’s long career. If you do meet such people, be sure not to hesitate to seek their help. 　　When it comes to knowing people, I think of one thing. A new employee joined the company and was assigned to Department A. One of the department’s managers treated him very favorably; the new employee was overjoyed by this attention. The manager often told the new employee things like such-and-such department being bad, or describing how certain people had performed in the past. The new employee believed these statements wholeheartedly and always followed around that manager. Since the manager said a certain department was problematic, then there must indeed be problems with that department; and since the manager said something about a certain person, then that person must indeed be as described. From this perspective, the newcomer decides on his attitude toward his colleagues in the surrounding departments, and gradually he feels that in almost all other departments, whatever he does is met with resistance, and young people both within and outside the department do not associate with him. The newcomer thought that everyone was jealous, and that as long as the manager treated them well it would be fine. Once, an error occurred in the department’s work; the newcomer warned the manager in advance and reported the issue to them afterward. Due to the manager’s failure to pay attention, serious losses were incurred. The company held someone accountable, and the manager said to the newcomer, \"Don’t worry; I’ll take responsibility for this. Be more careful in your work next time.\" Although the newcomer feels wronged, they don’t think it’s all their fault and want to please their supervisor by giving them face. However, I overheard that leader saying to the company’s management: Although XX (the newcomer) graduated from a prestigious university, their abilities are poor and their sense of responsibility is weak. I had warned them repeatedly about this matter, but they still didn’t take it seriously, resulting in such a serious problem – and they have no ability to fix it at all... The newcomer could hardly believe his own ears. Later, unable to stay in Department A, he changed departments and then realized that over the past year his perspective had been too narrow; the various departments and people in the company were not as he had initially thought. 　　There’s one more thing: a new employee joined my department. This department isn’t one of the key departments in the organization, and its financial situation isn’t good; naturally, the bonuses and other benefits are also inadequate. After the new employee arrived, he asked about salaries and other related matters. The experienced employees, of course, complained, saying that this was the worst department around. As a result, the new employee developed negative views, and he shared these feelings with other new employees from departments that hired people around the same time. 　　As I understand it, when newcomers arrive in a new place, their understanding of the surroundings is usually only superficial. Older employees are allowed to express their complaints, but newcomers shouldn’t do the same, because they have made contributions to the department and have been there for many years; they are like family members, so it’s okay for them to say things that might seem harsh. But once they’re outside the department, they remain united in facing external challenges. Newcomers, who haven’t done anything yet, shouldn’t speak critically. Later, the newcomer spent a long period of awkward time in the entertainment department before gradually getting along well with everyone. 　　In some old organizations with a long history, the relationships between people are complex; there are colleagues and classmates who have known each other for years, and even family ties. Among them, there are both conflicts of interest and long-term emotional bonds – a mix of truth and deception. It’s best for newcomers to avoid getting involved in these conflicts rashly. Sometimes you hear an older employee scolding another one, but in reality they might have a very good personal relationship. If a newcomer tries to intervene to uphold justice, at best they will be seen as crazy, and at worst they will be considered overconfident. 　　There was such a case: a female employee in a certain department who had been missing for a long time suddenly returned. The department decided to take action against her, and they held a meeting to get everyone’s opinions on the matter. The woman cried bitterly, saying that she hadn’t been in touch with the company for certain reasons (in fact, she had taken the company’s products to the south to work on private projects). There were two opposing opinions within the department: one group favored imposing a penalty, while the other suggested letting it go. At that time, a newcomer with a kind heart felt sympathy and even said that the MM hadn’t caused any losses to the company, so her personal privacy shouldn’t be used as a reason for punishing her. As a result, the newcomer gave the manager the impression of having no sense of right and wrong, and being worldly and cunning. Advice 6: Say what needs to be said; don’t keep things to yourself if communication is necessary. As mentioned earlier, don’t speak rashly about matters you are not familiar with ； But if there are such things, you must learn to express them, such as the progress of your work, your ideas, the difficulties you face, and so on. First of all, whether a person has the ability or not, they need to show it and also express it verbally (and in writing as well); it’s not enough to just do things without communicating. Communicating while working allows your supervisors to be aware of the progress of your work, and it also helps other people cooperate with you (what is known as teamwork). Otherwise, how can your leaders know whether you are capable or not? Especially when a malfunction occurs, it is essential to report it promptly. Do not wait until the problem becomes severe and out of control before informing your superiors, which will make things worse. Do not keep secrets out of fear of being laughed at, dismissed by your supervisors, or thinking you can avoid consequences by hiding the issue. Remember, no one is infallible, and your supervisors/colleagues know they won’t be harsh on you. 　　Secondly, speaking and writing during the work process serve as a way to summarize one’s work; through this process, one’s thinking becomes more organized, insights may arise, and logical reasoning skills are strengthened. If you are doing important work, be sure to write it down – regarding business aspects, collaboration, working methods, and so on. Without summarization, there can be no improvement; without improvement, you will forever remain just a cog in the machine at work. Opportunities: New employees (especially those with ongoing tasks) should be well-prepared. Leaders want to see who is making progress, who is motivated, and who can be entrusted with important tasks in the future; therefore, new employees must not wait to be called on before speaking rashly. The department once hired eight MMs; those who spoke in an organized manner at those meetings had prepared thoroughly in advance, and such people tend to draw more attention. 　　Regarding recruitment in general: I helped a friend with a recruitment process some time ago, and I have some thoughts on it. 　　The financial institution where my friend works is a good company in the area; they plan to hire two graduates. Due to the tight timeline, they asked me for help. I first turned to some acquaintances, and one of them recommended a candidate who seemed to have strong skills in the relevant subjects. I then gave the student the phone number so that he could go and apply for the position directly at the company. It was Friday; my friend waited for a long time, but the student didn’t show up. Later, there was a call asking if it would be possible to come on Saturday. My friend said they wouldn’t be working on Saturday, so maybe next week. After that, my friend thought it wasn’t very good, so I contacted a teacher from my alma mater, and as a result several students showed interest in coming. Then, the friend waited for another day or so. My friend said that these kids shouldn’t fail to call even if they’re coming or not; if they have classes, they should at least call to make an appointment! 　　A few years ago, when the department needed to recruit undergraduate students, I went straight to the counselor in a certain department at a school. The counselor introduced me to about a dozen students; some of them said that so-and-so was a good candidate, and so I paid more attention to those whom they had recommended. There’s one who is said to be physically capable as well; he asked nonchalantly what your company’s annual income is Is there some certain number? I won’t go if it’s below a certain number. How many people will be in each dorm room once we get there? I won’t go if there are more than four people. I think this student has been misled by something; at 20 years old, one should at least have some understanding of social norms. 　　Advice 7: Broaden your horizons and increase your network. When a newcomer starts working, it is imperative to get familiar with the tasks related to their department and position as quickly as possible, and to start working right away (if conditions permit, one should learn more, ask more questions, and practice more; even if conditions are not ideal, efforts should be made to start working promptly). At the same time, it is also important to become familiar with other positions within your own department, as well as the processes and operations of other departments in the company; this is crucial for your rapid growth. If it is a technical position, one must be familiar with the work of the business-related positions – knowing what sales roles are doing ； If you are a skilled salesperson, never assume that those in the back office have nothing to do. You need to understand your work at the company as a whole; you also need to be aware of the company’s processes and the role of your position within them. Through this process, you gradually become more familiar with the company’s operations, build professional networks, learn about the rules and methods used in other positions, adopt the strengths of others, and broaden your horizons rather than staying confined to a narrow scope. 　　There is such an example: A from the technical department made a mistake not long ago that no one had expected. It turns out that a year has passed, and this colleague has never left his department at all. Apart from the few tasks assigned to him, he knows very little about the company’s main business activities, nor does he show any interest in the details of those operations; hence, jokes are inevitable. At work, if you don’t take the initiative to learn on your own, who will teach you these things? 　　Another meaning of broadening one’s horizons is to not be confined by the trivial matters of the small environment around us. Sometimes, you encounter various trivial matters around you (like household chores or small issues), and such things are inevitable. You can listen to them without getting too involved. If they attack you, don’t get involved in it; keep your focus on something broader. Remember to maintain your ability to think independently, and never get trapped in such small circles. If your mind is filled with thoughts of chickens and dogs, then your outlook will not be broad, your vision will be narrow, and whatever you do will be troubled and poorly done. 　　As a newcomer, making friends with people of good character is also a way to broaden one’s horizons. These people are like rosewood furniture, exuding wisdom and a sense of solidity, and they will surely bring you great benefits. 　　If you happen to meet a supervisor who is both a teacher and a friend, that’s your good fortune. But remember, even in such a case, don’t think you can treat your boss as a brother. A boss is just a boss. You can respect a leader, but you shouldn’t rely on them, nor should you develop any emotional ties with them; otherwise, you won’t be able to maintain your independence and objectivity. Remember, you can’t stay under the protection of a certain leader forever; think about how you will survive once that person is gone Throughout your long career, you may encounter outstanding individuals who are like fine rosewood furniture, as well as people who are worthless and chaotic. More often, though, you’ll meet seniors who have both flaws and strengths. What you need to do is show sincerity, kindness, and a willingness to cooperate. **Fangfang, don’t be too sensitive or stubborn.** Advice 8: Don’t be too picky. There are two women in a certain department, both of whom are highly competent. Woman A has a bold personality and takes risks at work, while Woman B is meticulous and thorough. The department plans to promote one of them, but the manager finds it difficult to make a decision after comparing them. One day, MM B wrote an excuse note that read: 1 day off, 1 hour of overtime on certain day, 0.5 hour working in place of someone else on another day… In total, the actual time off was 3.5 hours. 　　The manager generously gave a day off, but the results of the promotion were also announced: MMB was eliminated. 　　Do you know why? MM B is too picky; she even goes down to the minute, which makes it seem like she’s not capable of taking on important responsibilities. 　　Understanding People at Work (Continued) Someone asked how to get along well with others in the workplace without conflicts I think what’s important is to increase one’s knowledge of different types of people while sticking to principles, and to learn how to deal with various kinds of people. Conflicts are sometimes inevitable, and they’re not always a bad thing; you need to be prepared to turn your first conflict into something that contributes to your own growth. 　　As the saying goes, in a large forest, there are all kinds of birds. Here are a few examples to illustrate. 　　Bird A: Likes to pry into other people’s private affairs, spreads what it hears around, enjoys competing with others, and is highly jealous. Such people generally have little popularity or status in their workplace; they lack strong professional skills. They spend their time talking about who bought a new outfit today, who had an argument with their spouse tomorrow, or who stood out in some way… It’s some hormone in their bodies that prevents them from exercising self-control (some say it’s a mental disorder, haha). In extreme cases, they might even go so far as to search through your personal belongings or steal data from your computer, and they like to show off verbally. For such people, they generally don’t cause much harm, so there’s no need to worry too much; being polite is sufficient. However, due to their tendency to inquire excessively and talk too much, avoid talking too much with them, and be careful that they might spread your information throughout the company. People like this might not seem too bad at times; they’re just a bit annoying. But there is one type of person who requires special caution: those who have personal relationships with people in higher positions and who are extremely jealous. Although they aren’t popular among their colleagues, any comments they make about you, intentionally or unintentionally, to their superiors can have a devastating impact on you. 　　Bird B: Likes to brag, turning small matters into big ones and the non-existent into existing. 　　There is such an example: a newcomer came to the company for an internship; they really wanted to stay, but had no way to do so. At that time, Lao Mou showed up. He bragged about his unusual relationship with the manager, so the newcomer invited Lao Mou to eat and asked for his help. After eating with the newcomer several times, Lao Mou said that he had made things right with the manager, who was now considering the request. The newcomer was very grateful, so they gave gifts to Lao Mou as well. Lao Mou pretended to be serious and said that the manager was about to hold a meeting to discuss things… But in reality, no one knew for sure; Lao Mou wasn’t even an important person at the company. Not to mention delivering messages to the manager, he even had few opportunities to meet with them in the first place. In the end, of course, the newcomer didn’t stay. 　　It’s easy to identify such people; just look at the attitude of those around them toward them. If one day you meet someone who says to you, \"XXX, you’ve been praised and rewarded today because I spoke well of you to your supervisor,\" don’t be overjoyed right away; first, see if this person really has the ability to help you. Those who genuinely want to assist you and have the capacity to do so won’t speak in such exaggerated ways. 　　Among such people, one must be especially wary of those who tell endless lies without any sense of shame. It’s one thing if they just brag, and take advantage of you in small ways; but if they lie about everything, distort the truth, and invent things out of thin air, then one must stay far away from such people… It’s a sign of poor character. 　　Bird C: Is cruel to others; they always have something to say about anyone and anything, whether it relates to them or not. They treat you with disdain when they’re not familiar with you, but become friendly once they get to know you. Once they spot a flaw in you, they will make fun of it, and if you achieve something good, they will mock you (perhaps not right in your face). 　　Such people are often those who have suffered setbacks in their careers over the long term, and chronic depression has led to this state. There are two types of such people: those who have no power or influence are just annoying with their constant talking and showing off; they especially like to bully those who are weaker than them, but their attacks are aimless – targeting you one day and him the next. It is important to note those who are inherently or later on develop a dark mindset; especially those who hold some power or resources. Such people are true pests in the workplace, as their psychological issues cause them to view everything in a negative light. Their attitude toward others and various situations is also extremely negative. The former may only make you feel unhappy from time to time, while the latter can inadvertently ruin your career. If, unfortunately, you end up living next to such a person, then you need to be careful. Such people can’t stand to see others succeed; even if it harms them themselves, they will still try to create difficulties or traps for others. If this person also appears cheerful all the time, be even more cautious. 　　There are also ways to identify such people. 　　If a person seems fine on the surface, but is harsh in his words toward most people around him (perhaps everyone), and even likes to create obstacles over trivial matters, always trying to interpret and understand things from a negative perspective, then you should be careful. At the very least, such a person has a malicious nature. As for what level he falls into within this category, it depends on whether he has any limits in what he’s willing to do – whether he’s capable of doing anything or if there are things he cannot do. 　　As newcomers, there aren’t many opportunities to encounter serious villains in the workplace and get entangled with them. Usually, we end up dealing with people who have psychological or personality flaws. What we need to do is observe quietly, identify such people, avoid letting them get hold of us, and not be afraid of them; we should think ahead about ways to deal with them and then leave them behind. Pay special attention to those individuals who behave abnormally; when dealing with them, be neither weak nor aggressive, protect your personal privacy, and prevent them from harming us. 　　As your strength increases, it becomes harder for them to hurt you. 　　Bird D: Narrow-minded and short-sighted. 　　Such professionals overlap with those in categories A, B, and C mentioned above, and there are quite a few of them in the workplace. When everything is fine, it’s okay; but as soon as something good happens to you, they immediately make things uncomfortable for you, spreading rumors and even setting traps for you. Among such people, the dangerous ones are not those who openly oppose you, but rather those who appear calm or even cheerful; what’s concerning is that they simply can’t get past you and thus feel the need to vent their anger. As for the severity of the consequences of such venting, some people don’t consider it, while others do so on purpose. Therefore, one must fully recognize the weaknesses of human nature: avoid becoming arrogant when successful, and not sink into despair when unsuccessful. 　　In one sentence: Don’t be afraid, get prepared, and continuously improve your overall capabilities (to use a cliché), if you want to succeed in the competitive world of work. Advice 9: Prepare for your first conflict. Generally speaking, when interacting with colleagues and conflicts arise, we should try to resolve them in a gentle manner (such as asking a mediator to help), avoiding direct and intense confrontations. This gives both parties room to maneuver; even if we are in the right, it’s better to be forgiving (after all, it’s all for the sake of work). This helps prevent the conflict from escalating and turning into a feud. However, if the other party goes too far and subjects you to humiliation, causing stress both physically and mentally, with problems remaining unresolved over and over again, then you need to be prepared for your first workplace conflict. Conflicts are inevitable; suppressing your feelings all the time is not a good approach, and it’s even less worthwhile if it harms your physical and mental health. Perhaps through a conflict, the core of the problem can be resolved, and your situation can improve. 　　There is such an example: a new employee was often bullied by someone who, having worked under the leader for many years, enjoyed a certain degree of trust with him. At first, MM kept giving in to that person, but later that person became overconfident and often lied to slander MM. During a project meeting, the manager asked that person to inform MM, but they failed to do so, which caused MM to be late. The leader asked for the reason, and someone said that they had given notice; the leader then criticized MM, who decided to stop tolerating it any longer. The MM, being quick-witted, asked a few questions: Did someone else tell you to do this, and was it my mobile phone or a landline that was called? Someone said that your phone is busy when they try to call you. MM said that since the line was busy, it means I wasn’t notified; then why don’t you call again? Are you playing at home? Someone said it was called from the road, and MM said that when calling from the road it’s done using a mobile phone; the call history on that phone should show my phone number at that time. Please show this to Mr. So-and-So. Someone panicked and said they couldn’t remember if they had sent the invitation; it seems I was the one who was supposed to give the notice, but I’m not sure if they did so or not. MM went on to say that whether you notify me personally or ask someone else to do it, if the call is made, there will be a record of the call on my phone, whether I answer it or not. If the call doesn’t go through, then one should keep trying to call until I am notified; otherwise, it cannot be considered as me having been notified ； In either case, there will be a record of the call on your phone as well as on the caller’s phone or landline. Could you show it to Mr. So-and-So? 　　MM spoke in a calm, unhurried tone, with a clear gaze, and for a moment, there was complete silence.