Great question.  I guess I'm going to need to do a series on this topic.  For peers, if you have some trust with them, off-line, after the fact or before it, ask your peer if they will give their resource some freedom.  Assure the peer that you're going to make sure they stay informed and I might even offer to provide feedback to the micro-managing peer.  That way they can begin to see that people will perform well without strict direction.  Of course, if the peer doesn't trust you, that won't work either.  You have to go back to the trust-building phase.

Always work to show the micromanager that you're <em> for them</em>, regardless of your organizational relationship.  It all must start there.

Mike...