What this article misses is that genuine feedback helps us grow, and being open to it is as important as being able to deliver it in a way that doesn't take something away from the recipient. Getting others' input and adapting to it (or learning when to accept but not heed it) is crucial for getting better at whatever endeavor one is engaged in.
If you have a suitable level of trust and respect between you and the person requesting approval or feedback, then your input can be valuable without it being undermining of their ownership of their creation. In fact, the opposite; by soliciting feedback (preferably early, not just at the end of a project), you can help build a sense of ownership from the person giving feedback.
I thought that was the point of the article—give people only genuine feedback that helps, not hassle them with minutia. Giving unsolicited advice to people you manage can undermine the "suitable level of trust" that you would otherwise have, if you're not careful.
There is a big difference, after all, between requesting feedback from someone you respect and getting approval from a superior in a hierarchical power structure.
What the article is touching on is the tendency for some managers to give feedback on everything just because they can. Other people in the organization won't have that privilege, and giving feedback on everything reinforces the fact that the other people in the organization are subordinates and don't have that privilege.
The article didn't miss that at all. The article wasn't about meaningful feedback. It was about petty, subjective feedback that doesn't really serve to make anything better, but to make the manager feel as if they did something.
If you have a suitable level of trust and respect between you and the person requesting approval or feedback, then your input can be valuable without it being undermining of their ownership of their creation. In fact, the opposite; by soliciting feedback (preferably early, not just at the end of a project), you can help build a sense of ownership from the person giving feedback.