系統性教練在咨詢領域中代表一種極具價值的以問題為導向和以解決方案為導向的方法論。然而，本論文的目的在於探討系統性教練在傳統咨詢範疇之外的應用，特別是在領導角色的領域內。
為了彌合理論與實踐之間的鴻溝，以訪談領導者的形式進行了質性研究，這些領導者將系統性教練方法融入其領導風格中。這些訪談的重點在於檢視這種整合對其個人領導風格的影響。這些訪談提供了對這些領導者具體經驗和見解的深入了解，將系統性教練的理論概念扎根於實際組織背景中。
對訪談的分析顯示，系統性教練使領導者能夠從解決問題者轉變為員工的資助者、促進者和支持者。成功的關鍵屬性包括耐心、同理心、主動聆聽，以及遠離威權領導。
與有經驗的經理人的訪談突顯了系統性教練的多重好處，包括改善員工關係、滿意度、參與度和動力，以及促進獨立決策、解決問題和承諾。系統性教練促進經理人及其團隊的持續學習和個人成長。
總的來說，系統性教練代表了一種不斷演變的領導風格，具有適應性、激勵和效率的潛力。本論文深入剖析了系統性教練在領導中的作用，提供了有價值的洞察。

Systemic coaching represents an extremely valuable problem-oriented and solution-oriented methodology in the field of consulting. This thesis, however, aims to investigate the application of systemic coaching beyond the conventional consulting context, specifically within the area of leadership roles.
To bridge the gap between theory and practice, qualitative research in the form of interviews with leaders who incorporate systemic coaching approaches and practices into their leadership styles was conducted. The focus of these interviews is to examine the impact of this integration on their personal leadership styles. These interviews provide insights into these leaders' specific experiences and insights, anchoring the theoretical concepts of systemic coaching in a practical organisational context. The analysis of the interviews shows that systemic coaching empowers leaders to transform from problem solvers to enablers, facilitators, and supporters of employees. Key attributes for success include patience, empathy, active listening, and a shift away from authoritarian leadership.
The interviews with experienced managers highlight the multiple benefits of systemic coaching, including improving employee relations, satisfaction, engagement, and motivation, as well as fostering independent decision-making, problem-solving, and commitment. Systemic coaching promotes continuous learning and personal growth for managers and their teams.
In summary, systemic coaching represents an evolving leadership style with the potential for adaptability, motivation, and efficiency. This thesis provides valuable insights into systemic coaching's role in leadership.

TABLE OF CONTENT
THESIS VALIDATION LETTERi
ABSTRACT CHINESEii
ABSTRACTiii
1INTRODUCTION1
2LITERATURE REVIEW & THEORETICAL BACKGROUND4
2.1DEFINITION TO UNDERSTAND SYSTEMIC COACHING4
2.1.1System4
2.1.2Circularity4
2.1.3Systemic Thinking5
2.1.4Systemic Coaching5
2.2BASIC PRINCIPLES OF SYSTEMIC COACHING6
2.2.1Holistic Thinking6
2.2.2Process Orientation6
2.2.3Impact Orientation6
2.2.4Ressource Orientation6
2.3SYSTEMIC QUESTIONING APPROACH8
2.3.1Analytical Approach8
2.3.2Linear Mindset Approach8
2.3.3Evolutionary Mindset Approach8
2.4THE USE OF SYSTEMIC COACHING IN LEADERSHIP9
2.4.1Goals of Systemic Coaching in Leadership9
2.4.2Traditional Leadership VS Leadership with Systemic Coaching10
2.4.3Necessary attitudes for implementing systemic approaches in the leadership style11
2.4.3.1Active Listening11
2.4.3.2Avoiding Advice12
2.4.3.3Creative Questions12
2.4.3.4Trust and appreciation12
2.4.3.5Distance12
2.4.3.6Openness to New Goals13
2.5APPLICATION OF SYSTEMIC QUESTIONING METHODS FOR MANAGERS14
2.5.1Characteristics of systemic questions in leadership15
2.5.1.1Open-ended Questions15
2.5.1.2Future, Goal and Resource Oriented16
2.5.1.3Thought-Provoking17
2.5.1.4Focus on the “Inside“18
2.5.1.5Behavioural Questions instead of Situation Questions19
2.5.1.6Differences & Scaling:19
2.5.1.7Counter Questions20
2.6THE COACHING CONVERSATION FLOW22
3METHODOLOGY24
3.1DATACOLLECTION25
3.1.1The Sample25
3.1.2The Interviews25
3.1.2.1Interview Guide27
3.2DATAANALYSIS27
4ANALYSIS OF THE EMPIRICAL DATA29
4.1MOTIVATION FOR SYSTEMIC COACHING30
4.2USE OF SYSTEMIC COACHING30
4.3SKILLS AND COMPETENCES32
4.4CHANGES IN LEADERSHIP33
4.5EMPLOYEE RELATIONS35
4.6BENEFITS OF SYSTEMIC COACHING IN LEADERSHIP36
4.7LIMITATIONS AND CHALLENGES38
5CONCLUSION41
6REFERENCES43

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