本研究係以行動研究方法探究如何建構有效改變行為模式的團體教練模型，這是教練領域研究較少提及的部分。本研究的參與研究對象為一家中小企業製造業的四位高階主管以及六位中階主管，分兩梯共四個循環進行行動研究，每個循環都歷經「規劃  行動  發現  修正｣的行動研究歷程，最後得到的研究結果如下；
一、整個行動研究的結果，最後歸納出一個系統性團體教練模型（Systemic Group Coaching Model），共有四個層次：第一層內圈為安全，第二層為持續團體教練（Check-in、行動後回顧、支持者的反饋與前饋、同儕教練、實驗、團體動力、核心學習），第三層包含八大關鍵要素（訪談評估/反饋調整、團體教練設計、團體開展、個人教練、連結、鼓勵與挑戰、回到中心、回顧學習與成功），第四層最外圈為團體教練的四個階段（團體開始中點結束延續），透過系統性團體教練模型協助教練帶領團體教練過程中能有效的規劃與執行，協助主管的行為改變與領導力提升。
二、從兩梯次的期末360調查反饋結果來衡量個人行為改變的幅度，依照行動目標若完全有改變滿分為10分，第一梯他評的平均分數為7.5分（最低6分，最高8.5分），第二梯他評的平均分數為7.7分（最低6.2分，最高8.7分）。
三、團體教練的成功因素依照兩梯次四個循環共16次團體教練的結果歸納，將成功因素連結至系統性團體教練模型中，讓後續教練進行團體帶領時可以有清楚的參考方向，
四、團體教練過程中整個系統創造的共同學習有10個大類：依學習最多的類別前五項由左至右排序為自我管理、溝通能力、教練能力、團隊合作、培育部屬。從結果分析共同學習的類別與該團體的個人目標有關，團體中個人的目標會影響整個團體的共同學習方向。
研究者建議企業可運用團體教練來培育主管領導力的成長、改變慣有的行為模式、學習人際技巧以更有效的建立團隊。從個人的轉變影響關係的轉變，進而讓組織願景目標的達成更加快速。也提供對團體教練有興趣的教練與心理工作者如何運用系統性團體教練模型的具體建議。對於未來的研究建議有三個方向：企業的角度、工具的運用與不同心理諮商學派的團體介入方式。

This research is conducted with the methodology of action research in order to explore how to facilitate behavioural changes through group coaching model. This is a topic that seldom studied in the coaching profession. The research target is group of 4 senior managers and 6 middle managers in a small-medium manufacturer. These target participants were divided into 2 classes and had gone through a total of 4 coaching cycles. Each cycle comprised of a process of 4 stages, “PLAN”->”ACTION”->“DISCVOER”->“ADJUST”. And the key findings of the research are summarized as follows:
一、A Systemic Group Coaching Model is created induction of the key findings in this action research: There are 4 layers: The first layer is SAFETY, the second layer is CONTINUOUS GROUP COACHING (Check-in, After-Action Review, Stakeholders’ FeedForward and Feedback, Peer Coaching, Experiment, Group Dyanmics, Group Learning), the third layer includes the 8 critical factors (1:1 Assessment & Grounding, Group Coaching Design, Group Coaching Kick-Off, 1:1 Coaching, Connection, Encouragement & Challenge, Self-Awareness, Review of Success & Learning), the forth layer is about the 4 stages of Group Coaching (Kickoff -> Mid-Point ->Closing ->Continuing) , through the Systemic Group Coaching Model, the coach lead the group coaching smoothly by effectively planned and executed, at the end, helped the group members to enhance their leadership through effective behavioural changes.
二、Personal behavioural changes were measured through the final 360 review scores, the highest score is 10 (completely changed). The average score of others’ ratings in the first class is 7.5 (lowest score was 6, highest was 8.5), and the average score of others’ ratings in the second class is 7.7 (lowest score was 6.2, highest was 8.7).
三、The success factors are concluded by induction of the findingds in the 2 classes of 4 cycles and altogether 16 group coaching sessions. And these success factors are related back to the Systemic Group Coaching Model, to serve as a reference for coaches who may lead groups in future.
四、The key learnings created by the group coaching process for the participants are categorized into 10 different types: self-management, communication skills, coaching skills, teamwork, developing subordinates. From the research result, it is found that the group learning is related to the personal goals, and the personal goals are found to be positively related to and directing the group learning.
The researcher suggests that if coporations can invest in group coaching to help their leaders to change their old behviours patterns and to learn interpersonal skills, they will see that the personal changes will finally drive and changes the relationships in the organization. And these changes in relationships will then create positive impact on the communication of the vision and execution excellence. The researcher also suggests that for the coaches and psychology practitioners who are interested in group coaching should try to use the Systemic Group Coaching Model. There are 3 suggestions for future researches: Corporate’s perspective, Tools application and the intervention of different schools of counseling.

第一章 緒論 ----------------------------------------------------1
第一節 研究背景 -----------------------------------------------1
第二節 研究動機 -----------------------------------------------2
第三節 研究目的與研究問題---------------------------------------5
第四節 名詞解釋 -----------------------------------------------6
第二章 文獻探討 -----------------------------------------------7
第一節 教練的相關研究 ------------------------------------------7
第二節 團體教練與團隊教練的相關研究 -----------------------------11
第三節 探索團隊教練理論模型 ------------------------------------16
第四節 探索團體教練理論模型 ------------------------------------30
第五節團體團隊教練有效性之研究 ----------------------------------33
第三章 研究方法 ------------------------------------------------34
第一節 行動研究的意義 ------------------------------------------34
第二節 採用行動研究方法的理由 -----------------------------------34
第三節 研究場域與參與研究者 -------------------------------------35
第四節 研究者的定位與經歷 ---------------------------------------36
第五節 研究倫理-------------------------------------------------37
第六節 研究的實施 -----------------------------------------------37
第七節團體教練過程的資料蒐集、整理、分析 --------------------------42
第四章 研究結果與討論 -------------------------------------------44
第一節 循環一 --------------------------------------------------44
一、計劃與行動 -------------------------------------------------44
二、循環一行動後的發現與修正 ------------------------------------51
第二節 循環二 --------------------------------------------------56
一、計劃與行動 --------------------------------------------------56
二、循環二行動後的發現與修正 -------------------------------------65
第三節 循環三 --------------------------------------------------73
一、計劃與行動 --------------------------------------------------73
二、循環三行動後的發現與修正 -------------------------------------78
第四節 循環四 ---------------------------------------------------84
一、計劃與行動 --------------------------------------------------84
二、循環四行動後的發現與修正 -------------------------------------92
第五節 綜合討論--------------------------------------------------100
第五章 研究結論與貢獻--------------------------------------------103
第一節 研究結論 -------------------------------------------------103
一、有效的團體教練的整體流程架構應該包含哪些步驟與組成？ -----------103
二、團體教練的方案的有效性探討，衡量個人行為的改變幅度？------------108
三、團體教練的關鍵成功因素為何？ ---------------------------------109
四、團體教練過程中，整個系統有創造哪些共同的學習？ -----------------111
第二節 研究貢獻 -------------------------------------------------112
第六章 研究限制與建議 --------------------------------------------114
一、研究限制 ----------------------------------------------------114
二、對企業界運用團體教練的建議 ------------------------------------114
三、對專業教練與諮商專業工作者的建議 ------------------------------115
四、後續可以持續研究的方向 ---------------------------------------115
參考文獻 --------------------------------------------------------116
附錄 ------------------------------------------------------------122

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