The document discusses creating psychological safety in organizations by addressing inappropriate behaviors and establishing clear protocols for objecting to how disagreements are expressed. It suggests organizations should split disagreements into objecting to content versus objecting to how content is discussed. When someone is offended by another's behavior, they have options to express caution, objection, or stopping the behavior. If issues remain unresolved, peers can make a decision, rather than HR or management. The goal is to empower individuals and democratize power so people are not afraid to speak up when others misbehave.