Managing errors during training

Abstract

Errors are ubiquitous and may be expected particularly during training, when trainees’ knowledge and skills still need to be developed. Traditional approaches to training tend to focus on correct behavior and – implicitly or explicitly – attempt to avoid errors during training. The present chapter takes a different approach and reviews research on how errors can be integrated into training to benefit learning. Evidence suggests that exploration and encouragement to learn from errors during training (i.e., error management training) leads to better performance than traditional approaches, particularly when adaptation of learned task strategies to novel tasks is required (i.e., adaptive transfer). This effect is mediated by cognitive and emotional self-regulatory processes that are instigated in error management training – more than in traditional training – and which in turn benefit learning and performance. Research further suggests that error management training may mitigate negative effects of low trainee motivation and cognitive ability. Trainers may consider giving trainees the opportunity to work independently and make errors during training, at least if the skills to be used on the job are diverse and cannot be covered completely during training. Future research may continue to explore domains in which error management training can be applied successfully and to investigate how learning from errors can be integrated in informal learning on the job.