FREE YOUR SMEs FROM TRAINING THE BASICS

This replaces ad-hoc, SME-led fundamentals training (live walkthroughs, repeated explanations, shadowing, and one-off docs) with a self-serve, modular learning system employees can pull from when they need it. Most clients use this to: • Reduce repeated SME explanations • Standardize how fundamentals are taught • Free up experienced staff for higher-value work

The full engagement is structured as phased work, not one continuous build. • Phase 0 (Readiness & Planning): up to 2 weeks • Phase 1 (Skills & Module Planning): ~1 week • Phase 2 (Build Sprint): typically 30–45 days, depending on: • Number of modules • SME availability • How many build slots are purchased • Phase 3 (Launch & Close-out): ~1 week Projects move based on readiness, not calendar pressure. Modules only enter the build queue once inputs are complete.

Nothing breaks—but timelines adjust. • Modules do not enter the build queue until SME input is ready • Other ready modules continue moving forward • Delayed inputs simply roll into the next available build window If delays extend the engagement beyond the original sprint window, the project moves into a Continuation Sprint (month-to-month) until completion. This protects quality and prevents rushed work.

No. The sprint is format-agnostic by design. Depending on the skill and use case, outputs may include: • Modular eLearning (Storyline or Rise) • Practice scenarios or simulations • Job aids, checklists, or reference guides • Structured SharePoint pages or internal knowledge bases • Playbooks or workflow-based resources • Short practice modules paired with non-course assets The rule is simple: we choose the lightest asset that helps someone do the work correctly, not force everything into a course.

The sprint includes a defined number of skill-level assets, agreed during Phase 0. A “module” does not automatically mean a long course. One skill might result in: • 1 short practice module, or • A reference hub + job aid + micro-practice, or • A simulation with supporting documentation If additional skills or assets are identified beyond the original scope, clients can: • Add an additional sprint, or • Extend the build phase month-to-month

This offer focuses on Level 1 and Level 2 measurement. You can expect: • Clearer access to role fundamentals • Reduced SME time spent repeating basic training • Increased employee confidence performing key tasks • Faster readiness to contribute in real work We typically embed: • In-module feedback • Pre/post confidence checks • Lightweight learner and manager signals These results often support retention and productivity indirectly, but this sprint does not claim or measure long-term performance outcomes.

No. This engagement focuses on reducing training waste and improving access to fundamentals (Kirkpatrick Levels 1–2). Performance alignment, standards, coaching systems, and Level 3–4 measurement are handled through a separate engagement when the organization is ready.

No. PAS is a separate, higher-tier engagement designed for organizations ready to: • Define required outputs and standards • Coach managers to those standards • Measure performance beyond completion The Foundations Sprint often serves as a prerequisite to PAS

That’s common. We can: • Reuse what’s accurate and useful • Re-structure it into modular, skill-based assets • Replace what’s outdated or inefficient The goal is not more content—it’s usable, self-serve fundamentals.

You own the content and business IP. • All learning content, language, and know-how belongs to your organization. • Jaxon Learning retains design source files created using our licensed tools (e.g., Storyline) unless a source-file transfer is purchased. • Job aids, documents, and internal resources belong fully to you. This keeps delivery efficient while protecting both sides.

No—and that’s a good thing. This sprint works best for: • Business units relying on SMEs for ad-hoc training • Teams with no bandwidth in L&D • Enablement leaders supporting tool or process adoption • Organizations still handing new hires PDFs, binders, or tribal knowledge • Groups that want practice, not just information It is not a fit for organizations that: • Want strategy decks only • Expect behavior change without manager involvement • Are not willing to define or prioritize skills

After Phase 3, you can: • Run independently • Purchase a Maintenance Plan for minor updates • Extend the build for additional modules • Upgrade into PAS when ready Nothing auto-renews unless explicitly agreed.