Any lawyer can tell you which interview questions to avoid due to liability concerns, but some legally permissible questions still make applicants’ teeth grind when asked. Many of these questions seem like smart things to ask, but rarely give you any added insight into the applicant as a future employee. With that in mind, we’ve rounded up the top five worst interview questions to ask an applicant—and what you should ask instead.

School Heads often find themselves in the position of “leading leaders”—that is, guiding people who are used to having the final say in their areas of expertise. A team of leaders understands the importance of getting things done and hammering out logistics. With them, you pit the best of the best against the problems your school faces. That same team can also devolve into a mosh pit of powerful personalities, all needing the last word. Whether your team becomes a league of private school superheroes or a catfight depends largely on how you frame and guide your leaders.

Board members are ultimately responsible for the financial stability of the school, and part of their due diligence requires them to develop a strategic financial plan and a complementary budget. Trustees must keep tabs on budgetary issues, to ensure the strategic financial plan is progressing. However, actual budgets may not always jibe with the projected budgets developed by the Finance Committee. For this reason, the Business Office should provide frequent reports to the Finance Committee.

During World War II, there was a poster depicting an enemy agent eavesdropping on a restaurant conversation about U.S. war vessels. The caption? Loose Lips Sink Ships. This phrase can apply to your Board as well.

News aggregate reddit bills itself as the “front page of the Internet,” collecting information and stories for its users to read and respond to. Recently, a member asked the community at large what free services everyone on the Internet should use—and the response was overwhelming. From the original conversation, we’ve gleaned what we think are the top 20 free resources for private-independent school administrators and educators. From full-length college courses to file converters, our list runs the gamut. Take a look and see what can help you better serve your school community.

In Comprehensive Faculty Development—both our book and our workshop—we talk a lot about approaching professional development from a coaching perspective. It's your role as Division Head to keep the ongoing conversations you conduct with faculty focused, honest, and reaffirming of goals and strategies. These conversations require delivering constructive criticism in a way that brings problems to light while maintaining a positive, productive relationship. It's a tricky balance, but it can be accomplished.

To cultivate prospective donors, you, as the Development Director, can’t afford to work on instinct and hear-say. You need cold, hard facts, and a donor database gives you the data you need at a click of a finger (well, filter). Still, that database can quickly become outdated and useless without regular and thorough maintenance. This month, while you tidy your office and home for spring cleaning, set aside some time to clean your donor database!

In a perfect world, every call during a phoneathon would end in a cash donation and a monthly commitment for more. But reality often gives us more awkward—or even angry!—responses when your volunteers call the development office’s list of leads. To prevent your volunteers from becoming the proverbial “deer in the headlights,” give them some direction to try to change that “No” into a “Yes,” even if it’s only a “yes” next year.

Let's say you have reason to believe a parent may have lied on an application based on something you learned "in confidence." Maybe a father neglected to mention a student's learning disability that your school isn't equipped to accommodate, and you discovered the omission after reading a former teacher's confidential reference letter. Perhaps a mother laughed off suggestions of troubles at home that have proved problematic to previous instructors. The situation must be addressed, but carefully, considering your sources may have requested (or required!) anonymity to come forward. The ways to do so vary, depending on the personality and strengths of the admission staff involved, but we have a few pointers to get you started on the right foot.

Social media can excite your audience. It's an opportunity to connect on a more personal and immediate level with your constituents, drawing them in and immersing them in the daily activities of life on campus. They present a positive picture of your school to prospective students, and remind current families why they chose you in the first place. Of course, such campaigns require time and resources, which can be at a premium in the Admission Office. To make sure you give your social media strategy the attention it deserves, we've got some recommendations to make good use of what limited time you have.