Building Soft Skills + Technical Skills To Lead Better with Jennifer Wiens

Wesleyne Greer: 00:00:00

As a sales manager, you are judged by the

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performance of your team, and you're praised when they do

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well. But one thing that you've not been able to figure out is

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how to get everyone on your team consistently hitting quota every

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single month. On the Snack size sales podcast, we discuss the

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science of selling stem sales leadership in the science,

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technology, engineering and manufacturing fields is

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difficult. You will learn from sales managers just like you

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that will give you actionable insights and tips on how to

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develop as a leader and achieve your revenue targets every

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single month. So pop your headphones in and get ready to

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listen to my guest today. They will give you information and

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inspiration to ensure that you have actionable insights that

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you can put into place today. Hello, and welcome to another

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episode of the Snack size sales podcast. today. My guest is

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Jennifer Wiens. How are you, Jennifer? Doing great, thanks.

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Awesome. So let me tell you a bit about Jennifer. She is the

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Senior Director of Business Development for Brio tech, a

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late stage startup located in the Pacific Northwest. Brio tech

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seeks to transform health and disinfection worldwide through

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the bio hacking technology of H O CL purse strengths in

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leadership data science and narration have helped

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organizations and C suite executives eliminate blind spots

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capture financial opportunity and build stronger teams.

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Jennifer has advised Ivy League researchers fortune 500

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executives and tech starter founder. She has degrees in

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neuroscience and an executive MBA from Suffolk University. She

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is also a guest lecturer at the Sawyer business school in

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Boston. Wow. So you're pretty amazing neuroscientist MBA

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helping late stage startups and your electric. So tell me,

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Jennifer, how did you start your career I have a degree in

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neuroscience to becoming a director of business

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development.

Jennifer Weins: 00:02:19

Well, I like to stay busy, obviously. But more

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than that, I mean, I was always fascinated with science and

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solving problems. I thought going into education, I ought to

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pursue the STEM field, I was really fascinated by that. And

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so I started my career as a scientist for a good 10 years, I

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kind of went from bench scientists to then managing

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teams of scientists. So I had a nice soft skill set that I

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leveraged as well as the technical skill set. And kind of

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that blend allowed me to pivot over to the business side. And

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then I went and got my business degree. And then before you know

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it, I'm in these different startups for medical device and,

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and healthcare space. And I landed at this current position,

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he actually kind of going into their engineering department and

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like fixing, you know, fixing problems. And then from there,

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the marketing needed fixing problems, and then the sales

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needed fixing problems. So I kind of just been going around,

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and just tackling anything that kind of comes my way and letting

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like seizing opportunities when they come. So is it like is it

Jennifer Weins: 00:03:24

it's part random part by design? Just following my nature? I

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guess you could say, and that's kind of what led me through my

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path.

Wesleyne Greer: 00:03:32

So tell me about that transition from being just

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a bench scientist to leading teams. How was that transition

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for you?

Jennifer Weins: 00:03:40

What happened was, I was going around? Well,

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first I just kind of was stagnant. It was after the Oh,

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eight crash. So after the white crash, you kind of just hunker

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down, you had your job, and you just try to survive. And so that

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was six years. And at that time, I learned all these great

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skills. And I knew I could do more, but there was no

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opportunity. I eventually did get laid off. But then I grabbed

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out an opportunity for promotion as a higher level bid scientist.

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And then two months later, they decided to shut down that

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facility. This was Amgen and Seattle. Yeah. But what happened

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then is at the headquarters, they were moving a lot of

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projects to their headquarters. So I decided I had to follow

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where the work was. And there was this project that no one

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wanted to touch because it was completely behind schedule. It

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was they love mass confusion, lots of ambiguity. A lot of

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people in science are uncomfortable with ambiguity.

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And I was very highly comfortable with that. So they

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put me they kind of thrusted me in this management position

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where they're like, Okay, go start up a lab. You have five

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months, it's this, we're carving out this whole regulatory space

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that we've never done before. And I just kind of I'm kind of,

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I guess, a bold person. So I was like, Yes, I'll do it. And so

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signing up for things that no one else wants to do. I kind of

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was the way that kind of got me To that, you know, go from being

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an individual contributor to a manager. And then I was able to

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hire people, I had a knack for it. And then once you're kind of

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in that category, and you can prove yourself and you do a good

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job, then you're just in that category. You're in management

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all of a sudden, so then yeah, so that's basically the story of

Jennifer Weins: 00:05:17

how that happened. And ever since just been kind of going up

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from there.

Wesleyne Greer: 00:05:22

And so you said you had a knack for hiring

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people? What what are some of the the next are the things that

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you could tell the audience about hiring people and not

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necessarily sales people, just people in general,

Jennifer Weins: 00:05:34

I would say the biggest thing was the

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reassurance you could give candidates on being reliable,

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they apply, you're tenacious, looking at resumes, you get back

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to them really fast, you have an initial interview, you tell

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them, I'm going to get back to you, whether it's a yes or no,

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or maybe doesn't matter within this amount of time, and you do

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it. And what had happened was there's great candidates, and

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they probably had better offers, maybe, but those companies were

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dragging their feet, and I was fast. So that reward I was

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giving them like, oh my gosh, they're responding really fast

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responding, I wasn't able to hire at the top of the pay scale

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whatsoever, it was very middle. But I was trying to promote,

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like, Hey, we're at least reliable and trustworthy. And

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we're gonna do what we say say what we mean kind of

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organization. And that right there was I was able to attract

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the best talent. And then at that, once you have the best

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talent, it's the freedom and responsibility, you let them

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have freedom, but you give them responsibility, that they're

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accountable, but you don't micromanage. So you, you get the

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top talent that way, by being a reliable interviewer, and just

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in that hiring process, and then from there, you respect them as

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adults, and you let them thrive.

Wesleyne Greer: 00:06:48

I love that. Because you know, when you are

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able to show, especially that candidate experience that I am a

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person of my word. So if this is how I treat you, before, you're

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even a part of my team, or a part of my company, imagine how

Wesleyne Greer: 00:07:02

amazing it's gonna be to work for me. And a lot of people

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don't realize that right? Like you said, I'm gonna get back to

Wesleyne Greer: 00:07:08

you. And that's something I always tell when I'm working

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with hiring managers, like, if you talk to somebody on the

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phone, or if you if they carve out 30 minutes or an hour to do

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an interview, the least you can do is just get back to them,

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whether it's an email or a phone call and say, Hey, thank you so

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much however we moved on, so they can no let me focus my

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attention other places, and then it the conversation, that

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environment, the relationship didn't stop, then once you

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brought them on, it's like, okay, I'm not going to be

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micromanaging you. I'm not going to be emailing you in over your

Wesleyne Greer: 00:07:41

shoulders all the time. You're an adult, I trust you. And I

Wesleyne Greer: 00:07:44

think that's one thing that we miss when we're building strong

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teams, right, like hiring, I hired you because you are the

Wesleyne Greer: 00:07:51

best person. And now I'm gonna let you do what I hired you to

Wesleyne Greer: 00:07:53

do. Yeah,

Jennifer Weins: 00:07:54

exactly. And I would try to come at them with

Jennifer Weins: 00:07:57

like a coaching mindset while they're in I mean, all the

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there's a definite, like generational differences on how

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what people expect out of the job. And I would say that the

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Gen Z millennial for sure, they definitely want more career

Jennifer Weins: 00:08:13

building, like within their job, they want to be able to add

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skill sets. So I was always like, Okay, well, let's take

Jennifer Weins: 00:08:19

your resume. And while you're here with us, while we get to

Jennifer Weins: 00:08:22

have you, let's start building your resume. And just through

Jennifer Weins: 00:08:26

that, like, the retention was amazing. I mean, people would

Jennifer Weins: 00:08:29

say, Oh, that's weird. It's almost like you're coaching them

Jennifer Weins: 00:08:32

to leave one day, I'm like, they aren't gonna leave one day. So I

Jennifer Weins: 00:08:35

might as well just get all the great skill sets. But it was so

Jennifer Weins: 00:08:37

funny because they were so incentivized to stay and keep

Jennifer Weins: 00:08:40

building themselves that they stayed. So that was how I was

Jennifer Weins: 00:08:44

able to retain scientists for you know, for the time that I

Jennifer Weins: 00:08:47

had, I was able to kind of like succession plan as well. So I

Jennifer Weins: 00:08:51

could keep moving up. It's basically this philosophy were

Jennifer Weins: 00:08:55

trained somebody to do your job, so that you're free to do your

Jennifer Weins: 00:08:59

boss's job, and your boss is free to do their boss's job. And

Jennifer Weins: 00:09:02

then y'all kind of rise up together. So that that kind of

Jennifer Weins: 00:09:05

philosophy worked really well. And in big organizations, I

Jennifer Weins: 00:09:08

think can be kind of hard to traverse. And there might be a

Jennifer Weins: 00:09:10

lot of politics and uncertainty, but if you can form that, like

Jennifer Weins: 00:09:13

chain of support, it works out really well.

Wesleyne Greer: 00:09:16

Yeah. And you know, I don't understand why

Wesleyne Greer: 00:09:18

managers and leaders they feel so threatened when they have

Wesleyne Greer: 00:09:21

somebody on the team who is performing higher than them or

Wesleyne Greer: 00:09:25

doing shiny more than them and I'm like, But you created that

Wesleyne Greer: 00:09:29

person, right? You poured into them, so you should be happy

Wesleyne Greer: 00:09:32

about that. And something else that you said about your

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retention. And I say this all the time. People don't leave

Wesleyne Greer: 00:09:40

companies, they leave managers, right. And so no matter what's

Wesleyne Greer: 00:09:44

going on in the company, corporate at large, they if you

Wesleyne Greer: 00:09:49

are a strong leader, you're strong manager, your people are

Wesleyne Greer: 00:09:52

not going to leave you and so really what I start my sessions

Wesleyne Greer: 00:09:55

with managers that have high turnover, I'm like you're the

Wesleyne Greer: 00:09:58

problem. company problem, not everything else, not because

Wesleyne Greer: 00:10:05

they couldn't get this done or that then the buck stops with

Wesleyne Greer: 00:10:07

you.

Jennifer Weins: 00:10:08

Yeah, that's very true. And I was kind of

Jennifer Weins: 00:10:11

lucky to I'm gonna say luck because I don't know why it why

Jennifer Weins: 00:10:14

I learned some of this stuff, it just kind of came natural. But

Jennifer Weins: 00:10:18

you know, in science, it can be the soft skills can kind of

Jennifer Weins: 00:10:22

sometimes take a backseat to technical skills. So I would say

Jennifer Weins: 00:10:25

as far as like, actual, like skill building, part of it is

Jennifer Weins: 00:10:29

building the soft skill side for people empathy, the self

Jennifer Weins: 00:10:33

awareness, what kind of communication style are you what

Jennifer Weins: 00:10:35

kind of communication styles the other person? How do you meet in

Jennifer Weins: 00:10:38

the middle, and all these little things, I mean, as well as like

Jennifer Weins: 00:10:41

the technical training and trying to get cross training and

Jennifer Weins: 00:10:43

stuff. So there's a lot you can do as a manager to improve,

Jennifer Weins: 00:10:47

like, the motivation for your staff to stay there and keep

Jennifer Weins: 00:10:51

performing as you know, as good as they can. And everything. So,

Wesleyne Greer: 00:10:55

yeah. And so tell me about so you are a team

Wesleyne Greer: 00:10:58

leader of a technical group, and then you transition to the

Wesleyne Greer: 00:11:01

business side. So right, talk to me about how did that transition

Wesleyne Greer: 00:11:05

come about? And how was that for you?

Jennifer Weins: 00:11:06

Yeah, it's interesting. So there's a couple

Jennifer Weins: 00:11:08

ways like, you can think about having direct reports. And like,

Jennifer Weins: 00:11:12

I had direct reports to the scientific side. And then I had

Jennifer Weins: 00:11:15

gone to business school. And I had moved to product management

Jennifer Weins: 00:11:20

for a scientific like a contracting firm that basically

Jennifer Weins: 00:11:23

contracted out scientists. So from there, I was actually

Jennifer Weins: 00:11:27

technically a, an individual contributor. However, I had

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groups that were like, I was the internal client, for internal

Jennifer Weins: 00:11:36

groups that basically had to do my, like, had my deliverables.

Jennifer Weins: 00:11:40

And in some ways, I wasn't necessarily managing them from

Jennifer Weins: 00:11:44

an HR perspective. But I could still a lot of the same tools

Jennifer Weins: 00:11:48

you use for motivation for people and just interpersonal

Jennifer Weins: 00:11:51

relationship, you apply whether you're, you know, talking to a

Jennifer Weins: 00:11:54

direct report that needs to do something for you, or an

Jennifer Weins: 00:11:56

internal team that needs to do something for you. And then I

Jennifer Weins: 00:11:59

moved to med device, and I was one of two people in the

Jennifer Weins: 00:12:02

startup, and I had external contractors, so they're not my

Jennifer Weins: 00:12:06

employees. Technically, however, I still applied those same skill

Jennifer Weins: 00:12:11

sets. So I went from, you know, having direct reports in

Jennifer Weins: 00:12:14

science, then I was in science, but product management, so is

Jennifer Weins: 00:12:18

shifted more towards the marketing, I had internal

Jennifer Weins: 00:12:21

clients, then I was in a startup, I had external clients,

Jennifer Weins: 00:12:26

then I get hired here. And now I have employees again, and I also

Jennifer Weins: 00:12:29

have external clients. So that's kind of how I made the shift. It

Jennifer Weins: 00:12:33

wasn't like a direct overseeing this type of staff to this type

Jennifer Weins: 00:12:37

of staff from like, performance review and HR. But I had this

Jennifer Weins: 00:12:41

intermediary that I kind of saw as a similar dynamic of how I,

Jennifer Weins: 00:12:45

you know, interact.

Wesleyne Greer: 00:12:47

And so one thing that I like about the way you

Wesleyne Greer: 00:12:49

describe that it's you did this consciously or unconsciously,

Wesleyne Greer: 00:12:53

not sure which one but you know, you kind of started your career

Wesleyne Greer: 00:12:57

as a scientist, individual contributor, then you manage a

Wesleyne Greer: 00:13:00

team. And at some point, you realize that you wanted to

Wesleyne Greer: 00:13:03

transition to the other side of the business. So being really

Wesleyne Greer: 00:13:07

more customer facing, and you said, I don't want to call it a

Wesleyne Greer: 00:13:11

step back. But essentially, you said, Okay, I'm gonna go back to

Wesleyne Greer: 00:13:14

being an individual contributor, because this is a new world for

Wesleyne Greer: 00:13:17

us. So let me learn what they do before I climb, start to climb

Wesleyne Greer: 00:13:22

back up again, and start managing people like that. And I

Wesleyne Greer: 00:13:25

think so many times people are like, Well, I've led a team of

Wesleyne Greer: 00:13:29

50 scientists, I can lead a team of 50 salespeople, and no, you

Wesleyne Greer: 00:13:33

can't, because it's very rare, right? These are very different

Wesleyne Greer: 00:13:36

skill set.

Jennifer Weins: 00:13:37

Yeah, yeah, there was definitely some

Jennifer Weins: 00:13:39

learning I had to do. It's a totally different, like, and I

Jennifer Weins: 00:13:43

just wanted to be respected from like a from, like, when I say

Jennifer Weins: 00:13:47

sales or technical skill set, I mean, even sales has a technical

Jennifer Weins: 00:13:51

skill set, right? And there's tools or specialized tools that

Jennifer Weins: 00:13:54

you might need, oh, no, I wanted to be completely competent in

Jennifer Weins: 00:13:57

those skills before I dare you know, manage people and try to

Jennifer Weins: 00:14:01

coach them through that. So I mean, I had to Yeah, I mean,

Jennifer Weins: 00:14:04

when you're wanting to grow like it's kind of like weight loss,

Jennifer Weins: 00:14:07

you know, you have your graph it's like not gonna be like

Jennifer Weins: 00:14:10

this, it's gonna be like that, you know, and I'm like signing

Jennifer Weins: 00:14:14

over a podcast I'm doing his exact line but it's going

Jennifer Weins: 00:14:16

upwards okay. Anyway, like so you know, you just kind of have

Jennifer Weins: 00:14:23

to like have a North Star and you just have to trust you're

Jennifer Weins: 00:14:27

gonna get there it might take a decade two decades, whatever,

Jennifer Weins: 00:14:30

but just kind of enjoy the your path along the way and kind of

Jennifer Weins: 00:14:33

stepping back so you can like, learn something totally

Jennifer Weins: 00:14:37

different is very exciting, too. It does take the pressure off

Jennifer Weins: 00:14:40

and I will say that it was kind of nice. I gotta say having all

Jennifer Weins: 00:14:44

these employees and a big org chart under me to like nobody.

Jennifer Weins: 00:14:47

I'm like, Wait, there's no performance reviews. Look all

Jennifer Weins: 00:14:49

this time I have this is amazing. So it wasn't all bad.

Jennifer Weins: 00:14:53

You know, you could take some time for yourself, develop

Jennifer Weins: 00:14:56

yourself and then jump back into it.

Wesleyne Greer: 00:14:58

You know, one thing that I find so much

Wesleyne Greer: 00:15:01

within, you know, these technical companies, this arena

Wesleyne Greer: 00:15:04

that we work in a lot of times, whether it's in the sales

Wesleyne Greer: 00:15:08

department, engineering department operations, they have

Wesleyne Greer: 00:15:10

people that are promoted into leadership roles, and the team

Wesleyne Greer: 00:15:13

under you doesn't respect you, because you've never walked a

Wesleyne Greer: 00:15:16

day in their shoes, right? But by you taking that step back and

Wesleyne Greer: 00:15:20

saying, Hey, I'm gonna do this job. So I know this job. And

Wesleyne Greer: 00:15:23

when I push you harder, I know that you can do it, because I've

Wesleyne Greer: 00:15:26

done it right. And so again, going back to that people don't

Wesleyne Greer: 00:15:30

leave companies, they leave managers. And by instilling that

Wesleyne Greer: 00:15:34

within the employees, you're helping them be like, Oh, okay,

Wesleyne Greer: 00:15:38

she's done this. So I know when she's coaching me, that is

Wesleyne Greer: 00:15:42

coming from a good place. So tell me about your current team,

Wesleyne Greer: 00:15:45

the composition of what you do today. Sure.

Jennifer Weins: 00:15:48

So I have our company is only 37 people. And

Jennifer Weins: 00:15:52

excuse me, some of those people are actually in the

Jennifer Weins: 00:15:55

manufacturing, making the thing, right, and so I'm on this other

Jennifer Weins: 00:15:59

business side, and I have a small team, I just have, I have

Jennifer Weins: 00:16:04

one associate that works directly with me in the business

Jennifer Weins: 00:16:07

development. And then I have two marketing liaisons. And then

Jennifer Weins: 00:16:11

what I have for I have an external partner like an

Jennifer Weins: 00:16:15

external resource, and there's like a whole org chart there of,

Jennifer Weins: 00:16:20

I think, eight people right now. So I have to kind of oversee

Jennifer Weins: 00:16:24

what they're doing and kind of set their strategy a little bit

Jennifer Weins: 00:16:27

and give them support. So I first had to train all this

Jennifer Weins: 00:16:30

whole external force. Interesting thing about this

Jennifer Weins: 00:16:33

company, Brio tech is that their core competency really isn't

Jennifer Weins: 00:16:38

supposed to be a huge sales and marketing firm. And that's why

Jennifer Weins: 00:16:42

we had external kind of operate like a virtual company, and have

Jennifer Weins: 00:16:45

this external safety. First labs be our sales engine. And I was

Jennifer Weins: 00:16:50

the one that kind of got introduced to them, and formed

Jennifer Weins: 00:16:54

the relationship, vetted them, and now I'm training them. So

Jennifer Weins: 00:16:57

I'm kind of using them as my organization. But I'm not like,

Jennifer Weins: 00:17:01

you know, I'm not their HR manager, as it were. So I have

Jennifer Weins: 00:17:05

very small staff here. And then we have this external staff. And

Jennifer Weins: 00:17:10

we'll just keep growing that external staff, and then we'll

Jennifer Weins: 00:17:13

grow here as needed. We have some also some international

Jennifer Weins: 00:17:17

kind of little bubbles of staff that we can start leveraging as

Jennifer Weins: 00:17:21

we grow our global footprint as well. So I'm kind of in this

Jennifer Weins: 00:17:24

virtual company space where I'm like this focal point, but we're

Jennifer Weins: 00:17:28

not growing our overhead at headquarters here, we're keeping

Jennifer Weins: 00:17:31

ourselves LEED our investors like that. So there we are.

Wesleyne Greer: 00:17:35

So I like that is it so it sounds like a

Wesleyne Greer: 00:17:38

distributor, but more, you have a lot more control, and you're

Wesleyne Greer: 00:17:44

providing them training and things like that. So I know, as

Wesleyne Greer: 00:17:47

small companies, this is always a challenge. It's like we need

Wesleyne Greer: 00:17:50

more revenue. But for more revenue, we have to increase

Wesleyne Greer: 00:17:53

overhead by adding more salespeople until people don't

Wesleyne Greer: 00:17:55

pay for themselves immediately, right. And so talk to me more

Wesleyne Greer: 00:17:59

about how that external channel is working for you guys. Really

Wesleyne Greer: 00:18:03

great.

Jennifer Weins: 00:18:04

They already have pre existing relationships.

Jennifer Weins: 00:18:06

And so they've brought on this president that has, you know, 30

Jennifer Weins: 00:18:11

years experience dozens of relationships that and they were

Jennifer Weins: 00:18:14

already selling something that was not our product, but it was,

Jennifer Weins: 00:18:18

you know, it was kind of similar doesn't compete directly, but

Jennifer Weins: 00:18:21

they have customer base, also safety first lab sold into Home

Jennifer Weins: 00:18:26

Depot, and we just launched in Home Depot. So we were able to

Jennifer Weins: 00:18:29

leverage a huge retailer relationships. So sometimes when

Jennifer Weins: 00:18:33

you find the right group, the ROI on them is pretty fast, much

Jennifer Weins: 00:18:38

faster than just organically training brand new people to

Jennifer Weins: 00:18:41

form all these connections. So that's kind of what we wanted to

Jennifer Weins: 00:18:44

find the right partnerships with pre existing relationships that

Jennifer Weins: 00:18:47

we could leverage. I love

Wesleyne Greer: 00:18:48

that. And again, I know in this field where we're

Wesleyne Greer: 00:18:53

in manufacturing, and these very highly technical fields,

Wesleyne Greer: 00:18:56

sometimes you'll say, Okay, we're going to expand our

Wesleyne Greer: 00:18:58

Salesforce by using distributors. And then you get

Wesleyne Greer: 00:19:01

like five or 10 generalists, right? And the due diligence

Wesleyne Greer: 00:19:05

that you did, like they're in Home Depot, that's what we're

Wesleyne Greer: 00:19:08

selling our products into. Now, there we have synergy, okay,

Wesleyne Greer: 00:19:11

they're already doing this, and we have synergies. They're

Wesleyne Greer: 00:19:14

talking to the people we want to talk to, yes, you guys are the

Wesleyne Greer: 00:19:17

right one. And then you're going over and above, and you're

Wesleyne Greer: 00:19:20

actually working with them. Because so many people do

Wesleyne Greer: 00:19:22

distribution wrong. They just say, Okay, here's some product

Wesleyne Greer: 00:19:25

brochures, send us any leads that you have, and we'll kind of

Wesleyne Greer: 00:19:28

work through it. And so it's like, as they give you this

Wesleyne Greer: 00:19:31

portfolio of 50 products, 50 companies that they're

Wesleyne Greer: 00:19:34

representing yours is like the last one on the list, but it

Wesleyne Greer: 00:19:38

sounds like you actually have strategy around it, which is why

Wesleyne Greer: 00:19:43

it is successful for you. Yeah,

Jennifer Weins: 00:19:45

I think that like we have a great product

Jennifer Weins: 00:19:48

that is I believe one of a kind and so I don't think this firm

Jennifer Weins: 00:19:53

really wants to push other stuff right now. They see it as a win

Jennifer Weins: 00:19:57

and it has so much latitude like it can be sold in all these

Jennifer Weins: 00:20:01

different channels is going to keep them so busy. So I got I

Jennifer Weins: 00:20:04

were lucky because we have such a great thing to sell, and that

Jennifer Weins: 00:20:08

they don't need to have a catalog of 20 items. In fact,

Jennifer Weins: 00:20:11

that would kind of dilute out the main message of what we

Jennifer Weins: 00:20:14

offer. So, so yeah, it worked out really well. We're also

Jennifer Weins: 00:20:18

really lucky because it just seems like the interesting cool

Jennifer Weins: 00:20:20

things are coming to us like the universe is putting things

Jennifer Weins: 00:20:23

together. I'm not really sure. Like, if this is it just appears

Jennifer Weins: 00:20:27

like this. I don't. So it's that's really been really

Jennifer Weins: 00:20:31

exciting. Just kind of I didn't have to sweat too hard to find

Jennifer Weins: 00:20:35

these guys. That just kind of happened. So got lucky, I guess.

Jennifer Weins: 00:20:39

And yeah, we're really excited to see what other kind of

Jennifer Weins: 00:20:42

international things come our way too.

Wesleyne Greer: 00:20:44

You've given me so many like success stories

Wesleyne Greer: 00:20:47

already. I mean, Home Depot having your products as a late

Wesleyne Greer: 00:20:50

stage startup and thing, we're a company of 37 having your

Wesleyne Greer: 00:20:53

products in Place Like Home Depot, like basketball giant

Wesleyne Greer: 00:20:57

company, to me, that's a huge success. But talk to me share

Wesleyne Greer: 00:21:02

something that you're particularly proud of whether

Wesleyne Greer: 00:21:05

it's a project and employ a team, something that you're

Wesleyne Greer: 00:21:08

really excited about, okay,

Jennifer Weins: 00:21:10

I'm really excited because this technology

Jennifer Weins: 00:21:14

is I fail, it's like really transformative, we had applied

Jennifer Weins: 00:21:18

to the World Health Organization, essential

Jennifer Weins: 00:21:21

medicines list or application is online. In that application,

Jennifer Weins: 00:21:25

you're going to be able to see, like just a, it's a 55 page,

Jennifer Weins: 00:21:29

super robust, breaking down all of our science, all of our

Jennifer Weins: 00:21:32

publications that we've been doing for the past four years,

Jennifer Weins: 00:21:34

and all the peer reviewed journals. Not only that you get

Jennifer Weins: 00:21:37

to see the before and after transformative pictures, healing

Jennifer Weins: 00:21:40

pictures, people with amazingly terrible injuries, diabetic

Jennifer Weins: 00:21:44

wounds, whatever it is going from just dire situation to

Jennifer Weins: 00:21:49

healthy skin. And I am really excited for the celebrity of our

Jennifer Weins: 00:21:54

ingredient to get out there. One cool thing we did get a little

Jennifer Weins: 00:21:58

bit of press@health.com. That magazine just wrote an article

Jennifer Weins: 00:22:02

and mentioned us it's like this is a buzzy ingredient. And it is

Jennifer Weins: 00:22:07

everything the hype says it is and had all these great things

Jennifer Weins: 00:22:09

to say we didn't know it was coming. So when unexpected,

Jennifer Weins: 00:22:12

great press is like always a surprise. And we're really

Jennifer Weins: 00:22:15

excited for that who essential medicines decision are we going

Jennifer Weins: 00:22:18

to be added to the list of 60 countries to be sold as a

Jennifer Weins: 00:22:21

medicine fingers crossed, but we think we have a good shot. So

Jennifer Weins: 00:22:25

we're ready to list

Wesleyne Greer: 00:22:26

a little bit more about the actual product,

Wesleyne Greer: 00:22:28

because you're telling us all the amazing thing that you're

Wesleyne Greer: 00:22:31

getting these accolades, but tell us what does it do because

Wesleyne Greer: 00:22:33

I know that you have a gift for our audience. So I want to make

Wesleyne Greer: 00:22:36

sure that they are able to go out and they know exactly what

Wesleyne Greer: 00:22:39

you guys do.

Jennifer Weins: 00:22:40

Yeah, so we hfcl that's the acronym for the

Jennifer Weins: 00:22:44

molecule hydrogen, oxygen and chlorine. It's called

Jennifer Weins: 00:22:47

hypochlorous acid. And this molecule exists in all of our

Jennifer Weins: 00:22:51

white blood cells. Right now. It's evolved with all mammals.

Jennifer Weins: 00:22:54

And it's what we use to fight infection. It's what we use to

Jennifer Weins: 00:22:57

promote healing. If you get a cut, it's growing the skin

Jennifer Weins: 00:23:00

backup and it's going to reduce inflammation, all the redness it

Jennifer Weins: 00:23:03

simmers that down. It's like the fix it molecule on the fix that

Jennifer Weins: 00:23:07

lady, this is the fix it molecule makes everything

Jennifer Weins: 00:23:10

better. Okay. Now, when this, this company has been able to

Jennifer Weins: 00:23:14

isolate it, make it pure and scale it up. So they scale it

Jennifer Weins: 00:23:18

using saltwater, amazingly, but they have a very complicated

Jennifer Weins: 00:23:22

sophisticated machine with very sophisticated software to

Jennifer Weins: 00:23:25

precision control the manufacturing, make it super

Jennifer Weins: 00:23:27

scalable. So you can go on the shelf of any retail store any

Jennifer Weins: 00:23:31

amount of retail stores, keep it stable with a long shelf life

Jennifer Weins: 00:23:34

and keep it very pure. There's no contamination in there. And

Jennifer Weins: 00:23:38

it's reacting like as if we just took the best part of inside

Jennifer Weins: 00:23:41

ourselves took it to the external world. And just you

Jennifer Weins: 00:23:45

know, you can use it in disinfection, we're on the EPA

Jennifer Weins: 00:23:47

list and to kill Coronavirus. We can use it in cosmetic all the

Jennifer Weins: 00:23:51

before and after pictures. You see these amazing, I mean

Jennifer Weins: 00:23:54

people's skin conditions are getting cleared up. And it's

Jennifer Weins: 00:23:57

just incredible. Our Amazon reviews are littered with before

Jennifer Weins: 00:24:00

and after pictures saying what just happened my my piercing

Jennifer Weins: 00:24:03

healing got completely healed. And there's medical indication.

Jennifer Weins: 00:24:07

So we're working through the FDA right now with some additional

Jennifer Weins: 00:24:10

claims. So we kind of have all these great things we're hoping

Jennifer Weins: 00:24:14

to totally disrupt and ruin the toxic chemical industry, which

Jennifer Weins: 00:24:18

might not make us some friends but that's okay. And we're

Jennifer Weins: 00:24:23

looking to Yeah, I mean, just simplify everything. You don't

Jennifer Weins: 00:24:27

need to buy a bunch of, you know, expensive prescriptions or

Jennifer Weins: 00:24:31

products, you can reduce it down to something a little bottle

Jennifer Weins: 00:24:34

that costs you know, $6 can save you a ton of money and we can

Jennifer Weins: 00:24:39

get this technology out to places that really need it out

Jennifer Weins: 00:24:42

in the middle of third world countries. They can't afford

Jennifer Weins: 00:24:44

vaccines and they need disinfection and it's safe. I

Jennifer Weins: 00:24:47

mean you can you can have it, you know in the air and you

Jennifer Weins: 00:24:51

recognize it because it's just that pure molecule that exists

Jennifer Weins: 00:24:54

in us anyway. So that's kind of that Spiel with the products and

Jennifer Weins: 00:24:58

we're you know, we're excited to see what at all the different

Jennifer Weins: 00:25:00

product lines, we can put it in pet care, home care, you know,

Jennifer Weins: 00:25:05

baby care, whatever, there's like no limit.

Wesleyne Greer: 00:25:08

Wow. And so this, what you just did is what

Wesleyne Greer: 00:25:12

I consider the best of technical sales, right? Because

Wesleyne Greer: 00:25:17

essentially, this is a really, really technical product, right?

Wesleyne Greer: 00:25:20

We started this hydrogen, oxygen, chlorine, but what does

Wesleyne Greer: 00:25:23

it do? And that's what matters the most, you can order this on

Wesleyne Greer: 00:25:27

Amazon to help care of skin conditions, you can disinfect a

Wesleyne Greer: 00:25:31

whole hospital, I'm just gonna say, right, you can send it to

Wesleyne Greer: 00:25:34

third world countries to help them cut down the risk of

Wesleyne Greer: 00:25:36

infection. And it all started, it was adding a few, a few

Wesleyne Greer: 00:25:43

elements together right in the lab. And now look at what it's

Wesleyne Greer: 00:25:47

doing. And then all those acronyms, the FDA, EPA, who

Wesleyne Greer: 00:25:51

right and so you guys are doing amazing work. And I know that

Wesleyne Greer: 00:25:56

with you leaving the commercial effort, that there's no stone,

Wesleyne Greer: 00:26:01

there's no thing that will be unturned. So tell us about the

Wesleyne Greer: 00:26:05

gift that you have for the audience.

Jennifer Weins: 00:26:07

Oh, I have a gift, it is a coupon code. It's

Jennifer Weins: 00:26:13

a you know, hopefully, that's considered a gift. I mean, it

Jennifer Weins: 00:26:16

requires you kind of buying something but but you know,

Jennifer Weins: 00:26:20

you're 25% off pride 25 Go to our website, you fill up your

Jennifer Weins: 00:26:25

cart and use that and we're doing that for Pride month

Jennifer Weins: 00:26:28

coming up. So pride 25 25% off your entire order. And yeah,

Jennifer Weins: 00:26:34

also any viewers out there, if you want to connect with me on

Jennifer Weins: 00:26:37

LinkedIn, and keep that connection going all, you know,

Jennifer Weins: 00:26:40

I can send you something maybe like a ball, you know, no big

Jennifer Weins: 00:26:44

deal. Just try it out. I love to just get the stuff out there.

Jennifer Weins: 00:26:47

And once people use it, though they get be do become addicted.

Jennifer Weins: 00:26:51

So you know, I'll do like the first one free kind of situation

Jennifer Weins: 00:26:54

here.

Wesleyne Greer: 00:26:58

I love it. I love it. So you can get 25% off

Wesleyne Greer: 00:27:03

your entire order. If you go to the website, which will be in

Wesleyne Greer: 00:27:07

the show notes or reach out to Jennifer on LinkedIn. And you

Wesleyne Greer: 00:27:10

can find her LinkedIn URL in the show notes. Also, thank you so

Wesleyne Greer: 00:27:15

much, Jennifer. It's a pleasure chatting with you today and

Wesleyne Greer: 00:27:20

learning more about your background, as well as your

Wesleyne Greer: 00:27:22

company and the amazing work that you guys are doing. Thank

Wesleyne Greer: 00:27:25

you so much. And that has been another episode of the Snack

Wesleyne Greer: 00:27:29

size sales podcast. Remember, head to our website snack sized

Wesleyne Greer: 00:27:34

sales.com To get your free ebook and learn 10 simple strategies

Wesleyne Greer: 00:27:39

to kickstart your sales. Until next time in everything you do

Wesleyne Greer: 00:27:43

transform your sales.

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