The development of leadership evaluation procedures has been impeded by the same obstacles that have slowed the development of soft skills systems engineering techniques. Problems include the difficulty of finding a "true expert", the general lack of clarity concerning ultimate criterion measures, and the fact that leadership skills are essentially disjunctive. The assessment center concept is discussed briefly as a possible prototype of future evaluation approaches. This paper outlines soft skills systems engineering, who the "true expert" is, the nature of the real world, measuring the impact of leadership training and development, ultimate criteria of measurement and a disjunctive approach for a disjunctive concept. (A sixteen item bibliography is included.) (KP)