Arsenal Football Club's success on the evening of 25 May 2026, under the management of Mikel Arteta, createda remarkable phenomenon.Beyond the images of fans who were deeply moved by this triumph after a 22-year wait,
Thairath Online invites you to explore the concept of Trust the Process and the High Agency workstyle of the young Spanish coach, Mikel Arteta, which has attracted significant attention and can be adapted and applied to the work lives of all of us today.
Arsenal's success did not come solely from splurging on superstar players but from rebuilding a long-lost organizational culture centered on the key principle of "Trust the Process," Arteta's signature phrase, and the development of personnel with "High Agency" qualities. This serves as a masterclass lesson that business leaders can effectively apply in team management.
In management terms, High Agency is an individual's ability to control situations and creatively find solutions when facing limitations or obstacles.
People with this quality do not surrender to problems, do not wait for fate or bosses to provide answers, and never say "it can't be done." Instead, they consistently ask, "How can this task be successfully accomplished?" Having a High Agency team is like having a powerhouse that drives the organization through any crisis.
To transform ordinary employees into highly proactive and effective workers, Arteta laid down three foundational principles.
Arteta began his management by establishing strict rules about discipline and dedication that everyone must equally follow. In the office context, leaders need to define core values and clear work expectations from the start to ensure everyone understands their roles and moves in the same direction.
Patience and consistency are traits leaders must exemplify. When the team's performance dipped, Arteta never blamed his players publicly but encouraged everyone to trust the working system. Similarly, in office management, leaders must create a psychologically safe environment where the team dares to think, experiment, and learn from failures without fear of punishment.
Arsenal players were given freedom to play according to tactics but could independently solve problems on the field. Empowering employees to make decisions and manage their responsibilities fosters a sense of ownership, which is a crucial foundation for High Agency behavior.
To illustrate practical application, here are three key incidents where Arteta restructured the team to achieve success, which can also serve as solutions for organizational issues.
Managing Toxic High Performers
A major turning point for Arsenal was Arteta's bold decision to drop and terminate the contract of then-captain and top scorer Pierre-Emerick Aubameyang due to disciplinary issues and repeated tardiness. In the workplace, many organizations tolerate high-performing or revenue-generating employees despite their toxic behavior. Courageously cutting out harmful elements to uphold organizational rules sends a message that no one is above the system and helps regain respect from committed workers.
Communicating through emotionally resonant vision
Arteta is renowned as an excellent communicator. In the locker room, he often uses everyday objects like a light bulb as metaphors to inspire. Images of a championship trophy in darkness before shining, a dog named “Win” to emphasize victory, or illustrating the connection between brain and heart—all exemplify his approach. Simply managing employees with numbers or KPIs can lead to perfunctory work. Skilled leaders communicate the "value" of the work so the team understands its purpose, naturally generating drive and problem-solving energy.
Identifying and nurturing true leaders
After restructuring the team, Arteta appointed Martin Ødegaard, a young midfielder without an aggressive personality but with strong High Agency traits—responsibility, relentless effort, and serving as a central listener to teammates—as captain. When appointing supervisors or promoting employees, leaders should not choose the loudest or longest-serving but those who are accountable for results, support the team, and serve as good role models.
Building a High Agency team and upholding Trust the Process requires visionary leaders who dare to trust and make decisions for the organization's long-term benefit. When employees believe in the goals and receive proper support, they can maximize their potential to deliver outstanding and sustainable results.
Image: istocks