How to Be Intentional and Most Effective with 30/90-Day Conversations
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Having 30/90-day conversations with new employees is a practice that should consistently be carried out. These conversations are important for engaging the new hire. They are also valuable for you, as a leader, to gain a new perspective on your organization and make changes to better your school district.
JoAnn Sternke, former Superintendent of the Pewaukee School District (PSD) in Wisconsin, knows first-hand what these conversations should look like, and most importantly, those key questions leaders should be asking each and every new hire.
We have recently had the honor of onboarding Sternke to the Studer Education team. From her expertise as a leader of schools to her fresh perspective here in our office, here is what we learned from Sternke on how to be most effective and intentional in carrying out these 30/90-Day Conversations.
JoAnn Sternke, former Superintendent of the Pewaukee School District (PSD) in Wisconsin, knows first-hand what these conversations should look like, and most importantly, those key questions leaders should be asking each and every new hire.
We have recently had the honor of onboarding Sternke to the Studer Education team. From her expertise as a leader of schools to her fresh perspective here in our office, here is what we learned from Sternke on how to be most effective and intentional in carrying out these 30/90-Day Conversations.
How to be Intentional and Most Effective with 30/90-Day Conversations
Having 30/90-day conversations with new employees is a practice that should consistently be carried out. These conversations are important for engaging the new hire. They are also valuable for you, as a leader, to gain a new perspective on your organization and make changes to better your school district.
