I read that article and it appeared to be critizing or challenging the definition of micromanagement.  I agree that often, when people feel they are being micromanaged, they are really not providing enough information or displaying enough competence to put their manager at peace.  Both of our posts separate the need for direction from directing a team member who doesn't need it.  Directing isn't micromanagement; directing someone to do something for which they have demonstrated a proficiency, however is.

My posts were directed at the managers of the micromanagers.  I've never successfully seen an employee affect the behavior of their manager through anything other than exquisite performance.  See my latest post, <a href="/change-leaders-or-change-leaders" rel="nofollow">Change Leaders or Change Leaders</a> for further discussion on how to change an existing leader.  But the leaders of micromanagers have a greater toolset at their disposal.

Thanks for sharing the link.  Mike...