I would not distinguish supportive/adversarial management styles as much as the workload chunking, responsibility for delivery and management of it.
Suppose your team consists of individual independent contractors or for example the team members are all spread across multiple offices. Such an arrangement is effectively indistinguishable from WFH arrangement as you do not really have the aforementioned face to face contact anyway.
Can management make it work? WFH may mean slacking in hackernews, office will mean slacking at the water cooler. Do you really need multiple a day face to face conversations "how are WE doing this"? Maybe the workload actually requires intimate contact for efficiency/quality. Maybe you can chunk workload into 40 hour chunks, have workers independently arrive at solutions and just sync once in a while.
On one hand yes, this is management lacking control. On the other hand this is about trust in workers and workload chunking.
Suppose your team consists of individual independent contractors or for example the team members are all spread across multiple offices. Such an arrangement is effectively indistinguishable from WFH arrangement as you do not really have the aforementioned face to face contact anyway.
Can management make it work? WFH may mean slacking in hackernews, office will mean slacking at the water cooler. Do you really need multiple a day face to face conversations "how are WE doing this"? Maybe the workload actually requires intimate contact for efficiency/quality. Maybe you can chunk workload into 40 hour chunks, have workers independently arrive at solutions and just sync once in a while.
On one hand yes, this is management lacking control. On the other hand this is about trust in workers and workload chunking.