While training has always been an integral part of the HRDA strategy, business development has been its outstanding initiative. Its record of success and failure deserves careful scrutiny by all those who have chosen the CED approach to serve a disadvantaged community. How did HRDA propose to choose, create, and manage profitable businesses which would hire the people who were its clients? Where was the capital to come from? HRDA's solutions to these problems makes this organization an outstanding and stimulating model for all CED groups.