This brief news article on the British Psychological Society website highlights how coaching has a greater impact on performance than does training or 360 degree feedback – instinctively this feels right, but perhaps is arriving at an incomplete analysis.
Coaching has the ability to create focussed action on the part of an individual; it sets out the desired goal to achieve, explores the reality of where someone is, challenges the individual to consider different routes to achieving this aim and then bears witness to what they finally decide to commit to by way of action and change.
This change however, is rarely achieved without some catalyst; effectively handled, 360 degree feedback is an excellent method to act as a catalyst – it raises self-awareness and builds acceptance of what needs to change, and in doing so, enables individuals to form more measured goals to pursue in the first place.
So whilst coaching may have a greater impact on performance than 360 degree feedback (or training, but I will keep that for another post!), I suspect if they extended the research and analysis, they would find that coaching AND 360 degree feedback has a greater impact on performance than does coaching alone.