Yes I see what you mean. I guess there's a grey area where one can start crossing into the other.

Micro management in terms of super-detailed instructions does have buckets to do with trust I think and this has to do with the culture of the organisation. Hopwever even though organisational culture may not support trust particularly well it is still open to us to acknowledge that is the case on a person to person basis and create trust relationships one at a time.
If it's possible to surface the issue in discussion with the boss and suggest all the benefits they can get from moving to a different model then that will work. I have done it.
In general though I think far too little attention is given to training managers in the realities of human motivation and relationship management. In fact in 35 years I cannot think of one organisation that actually has any training resources devoted to how to really get the best out people.

This is a fascinating subject to me as I feel sure that the ROI on building this into an organisation would be far beyond trying to squeeze an extra cent or two out of production costs, or as Hamel points out continue to look for ever more operational efficiency as if it were the only business improvement game in town.

Kind Regards

Mike