I think it's less about getting feedback on the work product (how is this good or bad? what should I change?), which is emotionally taxing for the feedback give

I think it's less about getting feedback on the work product (how is this good or bad? what should I change?), which is emotionally taxing for the feedback giver. What you want is the context of how it's going to be used (what meeting will this be presented in? what leaders will have access to it? what are the problems these people will be trying to solve?). If you know the answers to those things, and can get a sense of how your boss is working, you'll be able to give yourself the feedback you need on whether your deliverable fits the bill.