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01| Every training method starts with an assumption about the student. Ours starts with an observation instead: most of the people we are about to train have already been through twelve years of education and came out the other side without the capabilities we need. That is the fact the method has to answer to. 02| The easy read is that they failed school. The more useful read is that school and these students failed each other, and that the failure was structural. School mea

01| Learn-by-doing is the most abused phrase in training. Almost everyone claims it. Most of what carries the label is a course with an exercise attached at the end — the exercise invented by the trainer, graded by the trainer, and consequential to nobody. 02| Our version is narrower and harder to fake. The unit of learning is a real project in the Factory pipeline: designed by a Kikundi team, listed on the Exchange, funded by an impact buyer who wants the result, implemented

01| Remove exams and grades and you have removed the two instruments organizations normally use to know whether training worked. Something has to take their place, or the method is faith. 02| Two things do. Contribution analysis inside projects, and an individual SWOT that is private. 03| Contribution analysis asks a different question than a test does. Not what does she know, but what did this project need, what did she actually do, and what would have been missing without h

01| Nothing in IkoCiti is produced alone. Projects are team output, the Factory runs on Kikundi teams, and a Maveriq's working life is almost entirely conducted in front of other people. If that is the operating condition, then training in groups is not a delivery convenience. The group is the instrument being trained. 02| A group is not automatically smarter than its members. It is reliably louder. The default failure is well known and we should name it plainly: the confiden

01| There is a model of scaling that most development organizations have never seriously attempted, and the reason is not that it is unproven. It is that it puts them out of business. Once a community has been trained to a standard, the community does the training from that point on. New people are recruited and made productive by the people who were trained last month, not by professionals arriving with a curriculum and a per diem. 02| For us this is not an efficiency. It is

01| Everything so far concerns a person learning. A platform that only does that is a training provider, and training providers lose their knowledge every time someone leaves. The second half of the method is the platform learning — which is a different mechanism with different failure modes. 02| The distinction is worth stating flatly. Individual growth is valuable. Organizational memory is worth more, because it survives turnover, and turnover in a barrio is not a risk, it

01| The method described here is coherent. Coherence is not evidence, and this book part currently rests on more design logic than data. Setting out what would falsify it is the only honest way to end. 02| Five things have to hold. 03| Learn-by-doing has to close a real capability gap, not a small one. Our claim is that people who did not succeed in formal education can reach adequate professional performance through structured real work. If competence on real projects platea