I'm well aware of what Soft Skills are supposed to be, and there is plenty of information out there on how employers can measure it. We even have a question right here on that: Soft skill evaluation/review .
How can I get, or perform, an honest evaluation of my own soft skills, outside of the context of any specific employer's evaluation process/context/system? The most obvious answer has seemed to be to ask others, but I haven't succeeded in getting anything resembling a consistent answer, either from friends, family, co-workers, or supervisors. Some say I'm a soft-skills genius, others say I'm more middle-of-the-road, some say my soft skills are so low that I am virtually guaranteed career failure, but decline to provide any specific guidance on what specifically is wrong with mine or how I can improve. Is there a better, more objective, or more scientific way to estimate one's own soft-skills capabilities? I'm not necessarily asking about how to get a formal grade report or diploma, but how to move beyond random opinions into actionable territory, such as knowing that (for example), I might be very good specifically at making appropriate eye contact, so-so at regulating tone-of-voice, and rather bad at analyzing power structures in 21st century white-collar office politics.
This question is also not a duplicate of How to Include Soft Skill Activities , as that question assumes that one already knows their specific soft skills strengths, and just needs to find a way to explain them in an employer-friendly way.
I have heard an argument that Soft Skills are always company-dependent to some extent, so if that is the case, then this question is about company or employer independent soft skills, or soft skills that are broadly useful at most employers, as opposed to specific skills such as knowing the specific trigger words that cause that guy in Accounting to have a meltdown or knowing exactly what color suit Mrs. Jones in HR believes is most appealing. By contrast, many hard skills have employer and even career-independent metrics - for example, there are several formal exams in workplace literacy and math that one can take and receive not only a formal score report, but a learning plan for career growth.
Also, this question is really about the evaluation process that could lead to the development of an action plan for building specific soft skills, not about what such a plan would look like or how it could be implemented. For example, if I can find out that my primary soft skills growth area is eye contact, I can avoid spending money that I don't have on an expensive voice coach or lessons on business writing style.