While situated learning is effective for error prevention, an individual’s capacity to learn can be adversely influenced by the conditions they are subjected to (Reason, 2000). Design organizations need to foster a leadership enriched culture and structure that engenders groups and teams to develop error free work practices, as their prevention can only be achieved to a limited extent by interventions at an organizational level. Fundamentally, people need to take responsibility for their actions and take the necessary precautions to not succumb to slips and lapses. In overcoming issues pertaining to memory and lapses in consciousness, personal aids such as post-it notes and tie-on labels have been found to be effective reminders (Reason, 2002). In addition, if incentives (e.g. remuneration and additional leave) are used to motivate people to improve process quality, then an individual’s ability to learn and reduce errors can increase. Providing designers with adequate time to produce documentation, implementing audits, reviews and verifications, and using computer-aided design applications will go some way to containing errors, but not mitigating them. Similarly, at the project level, the implementation of constructability analysis, building information modeling, benchmarking, champions of practice, quality management, risk management, alliancing and integrated procurement methods can also be used to contain errors, but there is a limit to the extent to which they can be eliminated using these strategies. Furthermore, such strategies are rarely, if at all, implemented simultaneously during the delivery of construction and engineering projects. If they were, then many of the problems that arise in projects due to safety, rework, claims and disputes could be prevented.