Lominger Interview Questions and Answers: The Behavioral Interview

By Indeed Editorial Team

Updated December 20, 2022

Published February 4, 2020

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

During the interview process, employers will ask behavioral questions, also known as Lominger questions. There are no specific right answers for each question, but preparing a thorough and thoughtful response can help you stand out during the interview process. In this article, we'll explain Lominger interview questions in more detail and provide sample questions and answers as a guide.

What are Lominger interview questions?

The Lominger competency model is used by human resource groups to understand how potential employees may act in certain situations. Developed by two individuals who have a background in leadership and talent management, these competencies help organizations find employees who fit with the work culture and company goals.

Lominger interview questions typically determine certain attributes and soft skills. They may evaluate skills such as time management, teamwork, organization and leadership abilities. They can also assess how you may react in situations and how you overcome challenges.

The STAR method is an excellent way to answer nearly any Lominger interview question. STAR stands for:

  • Situation: Describe a challenge you faced.

  • Task: Explain your role in the situation.

  • Action: Detail the steps you took to overcome the challenge.

  • Result: Explain what happened as a result of your actions.

Lominger interview questions and sample answers

Lominger interview questions will cover various themes such as leadership, teamwork, conflict resolution, problem solving and work ethic. These questions may also seek to determine strengths and weaknesses and how you might use these in a work environment. Your interview will likely ask you some or all of the following behavioral questions:

  • Tell me about a time where you had to collaborate with others at different levels of the organization.

  • Share a time when you had to work with a difficult team member.

  • What is your process in delegating tasks effectively?

  • Tell me about a time when you handled an unsatisfied customer, colleague or manager.

  • What is one of your best ideas and how was it implemented?

Tell me about a time when you had to collaborate with others at different levels of the organization

Collaboration is a valuable skill to many employers, especially when you work closely with other team members. Your answer can demonstrate your collaboration and teamwork skills. When you answer, show that you're willing to work with others at all levels and how you might find opportunities for collaboration. Remember to use the STAR method if possible.

Example: "At my previous job, our manager put together a team to solve a specific issue that started happening with one of our new products. We had about half a day to figure out how to fix the problem and how to market it to our customers. I volunteered to lead the group. Even though I was not at the most senior position in the group, everyone was willing to listen to my ideas.

We were able to figure out from the customers describing the issue and other test results that there was a miscalculation in the programming. We worked together to fix the issue and present it to the public. The updated product is still on the market with a five-star review."

Share a time when you had to work with a difficult team member

When working with teams, conflicts may arise. Knowing how to handle conflict is an important skill to possess. This is a great way to show both your leadership and conflict resolution skills, including how you work with different personalities.

Example: "There was one particular team member of mine who wanted to become a manager. Sometimes, he would act as if he was already a manager, making other team members uncomfortable. He had a lot of qualities that would make him a great manager, so as the team lead, I had a conversation with him about his actions and how he could improve.

After that, when delegating, I tried to make sure he got tasks that would help him demonstrate his ability to be a leader. In about six months, we needed another team, and I was able to recommend him to be the team lead."

What is your process for delegating tasks effectively?

Leadership roles often require delegating tasks to others in a way that fits everyone's strengths and time constraints. Knowing how to delegate is an important part of leadership skills. When answering, make sure to offer a detailed response that shows how you managed delegating and your thought process during delegation.

Example: "I try to evaluate the different strengths and weaknesses on the team—how to use their strengths to maximize the tasks or develop someone's weakness into a strength. Then, I prioritize the tasks to figure out what needs to be done sooner or if one task needs to be finished to start a new task. Once I consider all of these factors, I can delegate effectively and efficiently."

Related: How To Prepare for a Behavioral Interview

Tell me about a time when you handled an unsatisfied customer, colleague or manager

This question is an excellent time to demonstrate your problem-solving and emotional intelligence skills. Choose a response in which you show how you manage conflict and react quickly to challenging situations.

Example: "In one of my previous positions, I was a customer service representative. I mostly worked with customer complaints and quickly learned how to keep customers calm while finding a solution. On one specific occasion, I worked with a customer who was experiencing issues with a product they had just purchased. I listened to all of their concerns first, then apologized for the inconvenience.

Luckily, the product they purchased was under warranty, so I offered to replace it or issue a refund. They chose to get a new product and later wrote a positive review on our website. I believe it's important to empathize with anyone I'm speaking to and to make sure they know I'm listening to them. It helps build a solid relationship and professional connection."

Related: Situational Interview Questions and Answers

What is one of your best ideas and how was it implemented?

This Lominger behavioral interview question requires you to demonstrate your professional creativity. When developing an answer, you can mention small suggestions, like changing a part of a process to make it more efficient to company-wide changes.

Example: "At my current position, I developed this idea for a Tuesday service project. Our company wanted to do more philanthropic work, even dedicating work hours for employees to be able to get involved. We worked with a non-profit organization that needed more service during working hours, so it worked out well. Every other Tuesday, we went out into our community, helping to serve others and creating beautiful spaces for them. Not only has it boosted morale in our company but also our community."

Lominger interview tips

Answering Lominger questions shouldn't be an especially intimidating process as it really just takes some simple preparation. Here are some tips you can follow when answering Lominger interview questions:

  • Be prepared with examples. Practice answers to common Lominger questions so you can recall them easily during the interview. Think about specific keywords from the job description that you can use to answer your questions.

  • Do your research. Do some research on the company to find out what type of qualities the organization looks for in its employees. These are most likely related to the questions they will ask you.

  • Be truthful. You want to be genuine in your answers. If you don't have specific examples, think of other cases that might be close to what they are asking. The interviewer wants real examples and will understand if you might not have them, as long as you're truthful.

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