Wthin the context of ARD, capacity strengthening is seen as a process of continual development, as opposed to one-off training. It enhances interaction, builds trust and creates synergy between research institutions and public and private sector actors, smallholder farmers and development organizations. Strengthening the capacities of these different actors for collaboration enables them to address a whole range of activities, investments and policies, and take advantage of opportunities to make change happen.

The paper takes a critical look at two key interventions identified to deliver the PAEPARD capacity strengthening strategy. Firstly, the training of a pool of agricultural innovation facilitators (AIF) to broker relations between relevant stakeholders for the consolidation of effective consortia. PAEPARD envisaged the role of AIF as to support both the face-to-face and virtual (via skype, email or social media) engagement of partners in capacity strengthening processes.

Despite efforts over recent years to improve the status of agriculture in sub-Saharan Africa, little change has been noted, due partially to the fact that efforts have come from individual entities, which had short-term funding or lacked the necessary expertise to scale up research outputs. Disconnect between researchers and end-users has further hindered the success of such efforts.

The nature of the issues around which Agricultural Research for Development (ARD) partnerships are formed requires a different way of conceptualizing and thinking to that commonly found in many agricultural professionals. This brief clarifies the components of a system of interest to an ARD partnership.

Networks and organizations need to find ways to be more effective in pursuing their objectives and thus seek to “learn” to be able to respond, innovate and adapt to complex, changing social and environmental conditions, thus bringing about social change. An essential capacity for ARD (Agricultural Research for Development) partnerships is therefore the ability to reflect and learn. Learning is not simply about increasing knowledge and skills or changing attitudes; it is about making sense of complexity to act more effectively.

This brief illustrates the different forms of knowledge, and the ways to create and manage it.