One of the most mysterious elements of startup culture is question that Naval Ravikant posed in his tweet above.
So, where does it really come from ?
Culture is mostly intangible at the earliest stages, and tends to be dictated by the relationship amongst the founders (or the founding team). In my time at Feeva, and my startup project at Virginia Tech, the culture of the group could primarily be described as a function of the relationship the group shared among themselves.
At the same time, culture morphs at various stages of team size and the product lifecycle of a startups offering. In the very beginning, everything pretty much happens around the one and only conference table (if you have one that is) and all decisions around hiring, strategy, fund-raising, marketing, tactics, etc are made. I think this changes at somewhere around 15 people or so, when the company needs to start to institute a basic abstraction of decision making by a few for the collective. This evolution in a young companies life (or need for change) is a seminal moment for the long term culture of the company.
And naturally, a company and its organization continues to morph at 50, 250, 500, 1000 employees and upwards and onwards! It is critical for the founders/founding-team to think about their culture at each of these stages to define how they want to make decisions and conduct business. In the long run, the relationship between the founders/founding-team really drives the culture of the company.
There are umpteen examples of this: Google (with its college campus lifestyle), Facebook (the hacker way), Twitter (and its emergent chaos), my own experience at Feeva (though not public), and several others out there.
what do you think?