Are We Ready for Self-Management ?

The question is closely linked to the level of skills and competencies that entry level employees bring with them.
Generally speaking I prefer to think about managing/coaching with a long leash rather than micromanaging, meaning empowering people to take actions and to be accountable for them.
Creating a self management culture within a business organization has to do more with leadership than management, because leaders have a vision of where, when, and how the organization is heading. They are able to share this dream and the direction that other people want to follow. True leadership vision goes beyond a written organizational mission statement or vision statement. The vision of a leader is found throughout the workplace and is manifested in the actions, beliefs, values, and goals of the organization's staff.
A leader inspires his followers by appealing to their common sense rather than resting on his formal authority.
A leader fosters hope rather than fear.
A leader says "we" rather than "I".
A leader do not need to ask for respect; followers willingly respect him.
A particularly helpful way to support new-entry employees in their quest to become future leaders is through mentoring. A close relationship with a senior executive of proven leadership skills is likely to keep a young manager open and willing for growth. Mentoring should be paired with a portion of warm, friendly, positive, and proactive support, which means that the mentor should free up important time on his agenda to perform this task.

Comment published in Harvard Business School Working Knowledge

http://hbswk.hbs.edu/item/5507.html