First, figure out why your boss is a micromanager. Usually, you've either given her reason to micromanager you by your performance, or she's a micromanager in general. It's important to figure out which it is, says Alison Green, author of the blog "Ask a Manager."
"People rarely ask, 'What have I done that's inspiring this scrutiny from my boss?' Instead, they're often just annoyed by it, which prevents them from being able to take the actions that could change it. Ultimately the manager's job is to ensure that the work is done well, and [if you aren't delivering], a good manager would have reason not to go on faith," Green says. "But if you're confident that your boss has no reason to doubt your work and/or your ability to stay on top of it, then this may simply be the style she uses with everyone."The article aside, let's expand on this. If you drop the ball on things more often than very occasionally, forget details, don't follow up on things, miss deadlines, or produce work that requires a lot of changes from others, a good manager would get more closely involved—because ultimately the manager's job is to ensure that the work is done well. (Of course, if this sort of scrutiny continues to be required in the long term, a good manager would also address the problem in a larger context—meaning helping you improve or concluding you're not the right fit.) So, the first step is to ask yourself some tough questions to figure out if the problem is actually you.
But if you're confident that your boss has no reason to doubt your work, and this is just her style with everyone, try talking to her. Give specific examples of projects where you felt you could have worked more effectively if you weren't on such a short leash, and ask if there's anything you're doing that makes her feel she can't trust you and how you can work with more autonomy. Suggest other ways to keep her in the loop, such as weekly reports or weekly meetings, so that she doesn't feel she needs to check in as much. If she's resistant, suggest she experiment by giving you more autonomy on one specific project to see how it goes.
In the best case scenario, this approach can persuade a boss to ease up and find more appropriate ways to stay involved. But if nothing else, this approach will at least tell you whether or not things are likely to ever change. And if you learn that they're not, you can then decide if it's something you're willing to live with or not ... which is pretty much the formula for dealing with any workplace frustration.