There is a balance to be sought when answering questions of this type. Situational questions tend to be seeking answers on two fronts. One is seeking to seeing you know the best answer, another is looking for some detail, making sure you know your stuff. As an example, if the question is: What would you do if a customer is throwing a temper tantrum in public? (Yes, probably asked in more detail) A bad answer is: I would see what they are upset about and make them happy. No detail, nothing showing you have the skill. A better answer is: I would approach the customer, introduce myself, and ask them if I could help them. I would suggest we walk to a private place, away from other customers, where I could get the details of the problem so that I could better understand it and what the customer needs. Once I determine what the customer wants, and build some trust by asking questions to which they will naturally answer yes, building trust, I would give them a refund (or whatever) within company guidelines. This shows you have some basic skills in de-escalation techniques, you understand the important thing is to remove a disruption, an$ you would work to make the customer happy. That is probably a 30 second answer, balancing end results and details. While some behavioral questions will require a longer answer, that is a judgment call in reading the room.

For example I was asked how I would handle an situation if I did not get along with my co worker. I responded that I would discuss the problem F2F, try and find common ground with the individual, remember to stay calm and try to find value in the conversation from both the conflict and the resolution.....Wasn't good enough...

Depends on the context of the situation. I had manager that promoted problem solving and rationalization among peers before bringing it to the managers attention.