The ability to communicate toward a shared goal, coordinate roles, and bring out each other's strengths to produce outcomes no individual could achieve alone. Focuses on collaboration as a team member, distinct from setting direction or aligning goals.
Teamwork is a compound skill that spans coordination, mutual support, situation monitoring, and communication when multiple people work together. It's not just about being in the same space. It includes tracking each other's work status, offering and receiving help when needed, and resolving conflict constructively. It starts with recognizing your own role within the team and connecting it to others' roles, then progresses to managing team dynamics in complex situations, and ultimately to transforming how teams work altogether.
This is the first experience of working as a team. Most of your work has been done individually, but you're starting to understand how the team's goals connect to your role and learning basic communication rules like attending meetings, sharing progress, and asking questions. You're beginning to see how other members' work connects to your own.
What Comes Next
If you've checked off most of this list, you're ready to enter the Active Contributor stage, understanding role distribution within the team, exchanging feedback with peers, and proactively participating in joint work. This corresponds to O\*NET Coordination scale anchor point 28 (schedule coordination), and the shift from basic communication to role awareness is the key transition.
Provides quantitative anchors for level boundary design using the 3-tier Coordination skill proficiency scale across 894 occupations (Lv.28 schedule coordination → Lv.57 joint work → Lv.85 multi-party project direction)
Provides structural grounding for expanding teamwork competency domains at each level through four core competencies (Leadership, Situation Monitoring, Mutual Support, Communication) and their KSA behavioral indicators
Provides academic grounding for classifying checklist items into behavioral dimensions using the Big Five model (Team Leadership, Mutual Performance Monitoring, Backup Behavior, Adaptability, Team Orientation) + 3 coordinating mechanisms derived from 121 studies
Provides empirical grounding for designing observable behavioral indicators in each level checklist using an individual-level measurement scale of 9 teamwork competency dimensions validated with 802 participants
Provides domain-specific authority for reflecting role awareness and contribution diversity in level checklists through 9 team roles (Thinking/Social/Action clusters) based on 9 years of observational research
