Traditionally, errors are avoided in training. In contrast to this approach, it is argued that errors can also have a positive function and that one has to learn to deal efficiently with errors on a strategic and an emotional level (error management). An experiment tested these assumptions. One group (n = 9) received guidance for error-free performance; another group (n = 15) received error training. In the latter group, errors were produced by assigning problems that were too difficult to deal with. The error-training group showed higher scores in the nonspeed performance tests. Error training seems to be positive for people with high scores on the cognitive failure questionnaire (Broadbent, Cooper, FitzGerald, & Parkes, 1982).