And I think some leaders DO do what you stated above. I don't think all management is bad. But often times, those leaders in management rely on people who make stupid mistakes, and sometimes make stupid mistakes themselves. That's why I think the leader's greatest asset is the people he's depending on.
You stated: "So I have to be good at delegating so I can have the accountants do there job in the beginnning of the week but I have to be analytical when I go through my check of their work. I also have to be able to establish the parameters in which I will let them "play" with the numbers--no cooking the books on my watch. I have to inspire my program development people to think out side the box, but I can't do that for them--I have to sel-lead to stay up with the latest developments in my area of influence and I have to promote my peoples work and stand up for them etc-- what am I doing over that time? My specific point is that labeling of a "leader" or "manager" is not an accurate description of what people are doing--especially wrt leading.
A good leader would delegate to a person he KNOWS will do the job right. A good leader knows that, because he has the right people working for him, he can depend on the work they've done, and doesn't need to review their work. A good leader hires people who already "think outside the box", who already HAVE the skills he needs them to have, and yet still provide training to improve their skills and update them. A good leader stands behind his employees because he knows he always can - that they have done their best, and he believes in the decisions they have made. A good leader, like you said, creates an environment in which his employees can succeed, and then lets them do so.
I think when "management" tries to manage too much, it's because they feel they have to. And the reason they feel they HAVE to is because they have the WRONG people working for them. So if your people are lacking skills, then train them. If your people are lacking ethics, replace them. If your people are lacking motivation, motivate them. But a leader DEFINITELY can't "manage" people into doing their jobs so that he can do his. Micromanagement is just tiring for the manager and irritating to the team members. Make the right choices in PEOPLE, and you can "lead" instead of "manage".
You also stated: "he supplied them he made sure they had training oppurtunity and he gave them the parameters (plan) in which to succedd and then he set them loose. IMHO, the ability to understand that dynamic and to work with it, is, as evidenced by the restriction blindly placed on leaders, the major problem in corporate America." -----I wholeheartedly agree.
I hate the terms "manager" and "leader", too. They aren't "efficient" - LOL!