A very long time ago, I worked for a company that was having growing pains. They tried a few things, one of which was codifying the 'culture' in a list of prese

A very long time ago, I worked for a company that was having growing pains. They tried a few things, one of which was codifying the 'culture' in a list of present-tense statements that management wished to be true. It was originally called "the 40 points" but by the time I left, it was up to 66 points. I asked my boss ('ask' is a euphemism, as I remember it) what was up with this list (given that the statements were almost entirely false in the moment), and he told me that there are two ways to guide people when an organization hits a certain size: with detailed and explicit rules like the military, or with concepts to guide smart people to make decisions roughly in line with the direction chosen by management. With experience, I have found that there are more than two options (that was my first 'real' job after working at a gas station as a teenager). The "N points" were deprecated after a few years, and amazingly (to me, anyway), the company still exists. As many people have said, culture usually comes from the leaders' actions, not from their wishes. Or their lists.