One of our clients, a member of our master group, asked me about the best practices for tracking (quantifying and measuring) soft skills like leadership. The first obvious answer that I had in my mind was: "Use 360 degree feedback, compare before and after results and this will help to get an idea about one's leadership skills."
I was not really happy with my own answer. It seemed to be a very formal approach for getting a single "skill index" that works great for corporate reports, but doesn't really have any practical application. As a result, I suggested to link soft skills to tangible business objectives. A client objected that he is reading a book on leadership now that can be hardly linked to any tangible objective...
This conversation helped me to answer some contradictory questions about tracking soft skill, I've sorted out my thoughts in a new article and this presentation: http://www.bscdesigner.com/how-to-track-soft-skills-like-leadership.htm
What do you think: is tracking soft skills applied to specific objective is better than a simple tracking of soft skills (using something like 360 degree feedback)?