Integrated_Annual_Report_2026 - Flipbook - Page 118
INTRODUCTION
SASOL AT A
GLANCE
DRIVING SUSTAINABLE
VALUE CREATION
EXECUTING
STRATEGY
DELIVERING
BUSINESS VALUE
SUMMARISED FINANCIAL
PERFORMANCE
CORPORATE
GOVERNANCE
SUSTAINABILITY
REPORT
REMUNERATION
REPORT
ASSURANCE/
ADMINISTRATION
SOCIAL – LABOUR CONTINUED
Human capital management continued
PROGRAMMES AND PERFORMANCE
Talent management and retention
Leadership and capability building
KEY INSIGHT
Leadership capability was strengthened
at scale during FY26, supporting the
development of a robust and future-ready
leadership pipeline.
Leadership capability is developed through
an integrated system of assessment,
targeted development, acceleration
programmes and ongoing coaching and
mentoring support.
PERFORMANCE HIGHLIGHTS
PROGRESS
• 922 (367) top talent and emerging
• Used data-driven leadership
leaders assessed against leadership
capability frameworks
• 1 800+ leaders developed through
Leadership Refresher Programme
• 430 (207) leaders completed
Leader-as-Coach training
• 470 (752) employees reached through
frontline leadership development
Leadership development ecosystem
Leadership capability was strengthened
through an integrated set of interventions,
including:
• Leadership Refresher Programme
(large-scale capability building)
• Leadership Acceleration Programme
(LEAP) for future leaders
- 30 Leaders successfully completed
year one of LEAP 4
- 40 Leaders identified and onboarded
for year one of LEAP 5
• Coaching and mentoring ecosystem:
- 165 internal mentors
- 18 accredited coaches
KEY INSIGHT
Sasol strengthened its talent management approach during FY26, improving visibility of talent
risks and enabling targeted actions to retain critical skills.
Talent lifecycle
Bi-annual talent
reviews
DEVELOP
Digital training platform
significantly enhanced
Focused development
intervention and programmes
MANAGE
Talent risks identified
and prioritised
Mitigation interventions implemented
to strengthen pipeline and successor
readiness for critical positions
RETAIN
Enhanced Sasol’s
compelling EVP
Key retention drivers identified
assessments to identify capability gaps
• A comprehensive assessment of
capability gaps against what is required
for the Business of Today, and finalised
the capabilities that Sasol requires for
its Business of the Future enabling the
Future Sasol Strategy
922 leaders assessed through
IDENTIFY
structured assessment processes
Career
paths
• Strengthened internal coaching and
mentoring capability
IMPACT
• Targeted development interventions to
ensure a positive return on investment.
• Improved leadership capability across all
organisational levels
• Strengthened succession pipeline for
future leadership roles
• Increased consistency in leadership
behaviours aligned to Sasol values
• Healthy talent pipelines for all current and
future business requirements
• Job enrichment for employees
through rigorously designed personal
development plans
Talent management at Sasol is enabled through an integrated lifecycle approach, linking talent
identification, development, risk management and retention interventions to support critical
skills sustainability.
PERFORMANCE HIGHLIGHTS
IMPACT
• 922 (367) leaders assessed
• 5 629 employee engagement
These interventions contributed to:
discussions conducted
• Top retention drivers identified
• Introduction of the Sasol Industrial
and Organisational Psychology Forum
consisting of all industrial/organisational
psychologists
• Improved visibility of talent risks and
succession gaps
• More targeted retention actions for
critical and scarce skills
• Strengthened alignment between talent
management and business priorities
• Enhanced collaboration across the
business and optimisation of assessment
tools and processes to use in talent
management interventions
SASOL INTEGRATED REPORT 2026
117
