Graduation programmes are innovative because they combine regular cash transfers with livelihood promotion and – most innovatively – a combination of training and tailored coaching. The latter is sometimes considered the ‘X-factor’ in the graduation model, but little evidence exists regarding its role in affecting change. This paper presents findings from a mixed methods evaluation of a graduation programme in Burundi. We find that (i) training and coaching are important complements to cash and material support in achieving positive change, (ii) positive effects extend to the wider community, and (iii) continuous, tailored, and positively engaging modes of messaging are imperative for achieving change.
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