They can also assess how you may react in situations and how you overcome challenges. 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 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? 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. When working with teams, conflicts may arise.
Knowing how to handle conflict is an important skill to possess. Find recommended training providers, device resellers, and learning consultants to support educators and leaders to understand how best to leverage technology for better learning outcomes. Microsoft Imagine Academy provides industry-recognised technology skills, education, and certifications students need to succeed. Education Training and events overview. Training and events Build teacher capacity through training and collaboration.
Once the employee indicates he or she understands the behaviors under review, the manager should provide feedback and work with the employee to create action plans that address areas where competencies are not met.
HR teams can help by providing a competency rubric such as the one below. Note: The point of the rubric is not to assign a score to the employee. Instead, it is a tool used to establish how well employee behavior meets the corresponding competency model. Basing performance reviews on competencies helps managers determine how employee behavior influences task completion and job success. Doing so also allows managers to base feedback not on goal achievement but on behavior.
Consider the difference between these two feedback examples:. By focusing on improving behavior, rather than task failure, competency-based feedback sounds less judgemental and is less likely to result in a defensive employee. Competency model performance reviews also encourage managerial coaching, inviting the employee to take part in creating an action plan to increase overall performance. For employees, competency models help identify and address weak areas in their professional development, increasing their worth as employees and moving them closer to attaining career goals.
Like any robust performance management system, competency models are never set in stone. Competency models should guide performance reviews, and they can be adjusted if performance reviews reveal a disconnect between the competency model and actual employee behavior.
Skip to content. What are Competency Models? Examples of Lominger competencies include: action-oriented, approachability, building effective teams, business acumen, and career ambition.
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