There is a connection. Change-management consultants try to counter cluelessness by means of carrots, sticks, and firecrackers. Organizational learning may be a foggy phrase, but there's truth in the idea of a corporate learning style. Some companies are quicker studies than others. Culture turns out to be one of those things that cannot be managed directly.
Culture changes slowly, if at all.
Because changing culture is so difficult, you don't do it lightly. Rather, you aim him in the right direction, then let him bounce ahead. It would be utterly foolish to kill those virtues. You have a much better chance of succeeding by being the best version of what you are than by imitating something you are not. Struggling young companies may need to hire an SOB to administer first aid by shutting down whatever's stupid or egregiously whimsical.