This, totally and completely.
And having got your team working that way, it cuts both ways. You can't in good conscience hang them out to dry when things go wrong. Mistakes are shared and collective.
I did have a somewhat similar situation to the one in the article. In my case, the identity of the team member in question was known to the senior management, and they wanted to dismiss him for something they knew he had done. In that situation, and knowing *why* he had taken the action they were unhappy with, I felt it better to tell them that I took full responsibility, and that if they pressed the issue I would claim the action had been taken under my direct instruction alone. That was enough to stop them. In this instance, though, it wouldn't have helped the team member to know how close they'd come to being dismissed, so I never told him, just quietly changed procedure.