Abstract
The purpose of this research is to show leaders how Social media, Facebook, Twitter, and LinkedIn can quickly enhance a leader's understanding of how social media documents change in the culture. Social media search tools improve leadership's capability of having relevant information about anticipative changes in regards to transformational elements. Social media tools can search live change management topics and delivers results. The social media findings of change Management, Total Quality management, and organizational development benefits leaders by providing knowledge from social media searches. Technological, social, and economic environmental changes are driving rapid change in organizations. Simple word searches generated multiple sites and resources that are interlinked and become available to anyone open to learning. The results show leaders the benefit from the exposure to how social media accelerates ideas of communication within communities of multiple site perspectives. The results of this research are succinctly summarized on how provide up to date innovative ways to gain acceptance and connection for why accepting change is possible.

Leaders who stay current with organizational changes are more effective decision makers. How can a leader stay informed with the changes that affect today’s organizations?
Twitter, Facebook and LinkedIn are social media tools a leader can quickly search for information about Change Management, Leadership, Total Quality Management, and Organizational Development. This paper describes the search results of using these tools and summarizes detailed explanations of how these tools work in action. Social media captures these new technologies with open communication that organizations need for anticipating change. These improved communication tools make it easier for leaders to understand and adjust their plans to adapt the organizational environment. The research demonstrates that change will continue to occur and leaders who are informed will be able to connect with people to adapt their thinking with a better future for their organization.
A well-accepted definition of change management is a systematic approach to dealing with change, both from the perspective of an organization and on the individual level. Over time, what this systematic approach looks like has morphed into a high-tech environment forcing management to succeed by adapting. Social media, like Facebook, Twitter, and LinkedIn allow managers to facilitate change faster with acceptance with those being affected. "The technological, social, and economic environment is rapidly changing, and organizations will only survive if adequately able to anticipate and respond to changing demands" (Brown, 2011, p. 7).
There are some unique ways to manage change using these tools, if only you open yourself up to possibilities. Social media can provide the following advantages: Improve employee involvement, allow information to flow in multiple directions, Improve idea generation by sharing ideas, Establish effective two-way communication, more engaged learning experiences for employees using collaborative platforms and encourage discussions about company goals, purpose, and vision (Torben, 2013). People seem to be more comfortable using these mediums with open, honest, and productive interactions occur. It is the starting path to a new generation of trends.
All one has to do in order to get an idea of the possibilities that exist using Social media is search the sites for like information. A simple search for “Change Management” produced multiple sites with links to companies that specialize in Change Management. These included Association of Change Management Professionals, Change Management Institute (Facebook, n.d.), Professional Network: Change Management Group, Change Management Institute (different from the one found through Facebook), and Strategies and Consulting for Change Management (LinkedIn, n.d.). The list was endless. So, what does this mean to the CEO sitting in his office and wondering how to get the company employees, scattered throughout 20 states and five different countries to accept changes that are inevitable? These resources offer new and innovative ways to gain acceptance to change, “Creating a climate where everyone involved in a change program feels free and not threatened to communicate with others can minimize resistance in the long run” (Brown, 2011, p. 154). The links on social media gave great advice on how to make this a reality in your organization. Therefore, you go on Social Media and get some great information on how to institute change in your organization. However, to make this happen, you need to increase your leadership skills. Leadership for managers is critical to the success of any change program. Employees want leaders that are forward-looking and decisive. In addition, workers are more receptive to change from strong leaders (Brown, 2011). Well, you came to the right place if improving your leadership skills is a priority because leadership skills can be learned and improved upon. According to Gordon Tredgold (2014), many young people want to be able to connect in some way with their leadership, usually by being friends on Facebook, following them on Twitter, or communicating via LinkedIn. They want an informal communication channel to leadership they can use when they feel the need, and there is a high expectation that leaders will support this idea (2014). It is obvious there are many benefits of being socially connected, like being more authentic and connected to your employee's needs. A simple search on Social Media provided the following types of sites: Leadership & Empowerment Summit, Leadership Alumni Association (Facebook, n.d.), Leadership Development Program, Leadership Think Tanks, and Leadership Resources (LinkedIn). I found it to be very interesting that not only could you find resources for improving your leadership style in the 21st Century, but also you could find World Leaders (or at least the resemblance of World Leaders) all over Social Media. It seems Twitter has become an immensely powerful political tool. There are Twitter pages for Presidents, the Pope, Foreign Ministers, and individuals that are more powerful. Leadership is an ever-changing phenomenon and being able to incorporate new technology into how you lead becomes critical.
Now that it has been discussed on how change management and leadership can contribute to keeping a company current and relevant let’s dive into two approaches that businesses can utilize to assist in the process: Total Quality Management (TQM) and Organizational Development (OD). Brown (2011) defines TQM as an organization strategy of commitment to improving customer satisfaction by developing procedures that carefully manage output quality. TQM is not just a plug and plays business formula; it is a philosophy and set of guiding principles that focuses on customer satisfaction, teamwork and the continuous improvement process (Brown, 2011). TQM synthesizes both the analytical tools used in designing systematic approaches to improve performance, and the human resources required to execute the objective. Some essential characteristics of TQM are as follows: it is organization-wide, visibly supported by leadership, embedded in corporate culture, and partners with customers and suppliers while keeping in mind everyone in the organization has a customer. Additional characteristics include reduced cycle time, its range of scope, and the concept of doing it right the first time, corporate citizenship and finally the fact that no single formula works for everyone. If a leader, or team of leaders, utilize these TQM tools and characteristics, it will not only make the organization more efficient, but will develop the potential of its individual members while reinventing the corporate culture to be one with a strong commitment to improving quality in all organizational processes (Brown, 2011). In relating TQM to the ever expanding world of social media and it's online presence I would like to focus on the characteristic of everyone in the organization has a customer, precisely how customers form a perception of a business based on their online and social media presence. Reputations are made and destroyed with just a few keystrokes in the virtual world. “Want to check out a business before laying out some hard earned cash on a service or product, just check out any number of websites such as Amazon, Consumer, Yelp, Zagat's, etc” (Quora.com, 2015). If an organization wants to maintain positive relations with its customer base online then it is paramount for them to prevent rumors and a bad reputation. Many companies have set up departments or personnel to monitor their reputations 24 hours a day. Negative rumors are quickly squashed and correct any wrongs with unsatisfied customers. Realistically most companies have bad days or make errors. It is much better to resolve issues with customers than have them complain through social media. I can personally attest that bad reviews on websites have deterred and stopped me from patronizing a business. When a company acts quickly to resolve a customer's bad experience, it will go a long way to keeping a positive reputation in the rapidly evolving cyber world (Holden, 2013). Now let’s zoom out and look into Organization Development (OD) as a whole. For starters, Brown (2011) describes OD as the long-range efforts and programs aimed at improving an organization's ability to survive by changing its problem-solving and renewal processes. Sounds simple enough? The field of OD, and how it can be utilized to keep a company currently, is vast, expansive and cannot be adequately summarized in the confines of this term paper, but we can hit the highlights. The field has emerged out of necessity, as it is often stated, "The only constant is change" (Brown, 2011). Leaders would be wise to not only learn the history lessons of companies that failed to renew and survive such as American International Group (AIG), General Motors, Chrysler and Lehman Brothers, but also to learn and apply the major characteristics of OD in hopes of keeping their business current. The field of OD is comprised of six major components: change, collaborative approach, performance orientation, humanistic orientation, systems approach and the scientific method (Brown, 2011). The leader that can identify and successfully apply these characteristics to their business will be the leader who follows the footsteps of those who have transformed such companies such as 3M, General Electric, and Southwest Airlines. Any online search for sites such as Facebook, LinkedIn or Twitter will provide no shortage of articles from the business sector addressing Organizational Development. “One particular article on LinkedIn that can catch someone’s attention is titled Organizational Development: Redesign with Millennials in Mind” (LinkedIn, 2015). The article addresses this new generation of employees who are more concerned with "perks" such as casual dress codes and flexible work hours, and how we can incorporate them into the OD process. The article goes on to list three tips when designing OD content to keep the millennial employee engaged. First, know what is needed (or not needed) for all. Change for the sake of change is neither relevant nor useful. Choose the topics that need to be addressed and keep everyone involved. The next tip is that curation is essential. Information on anything is available at the click of a button. If you want to keep your millennial employee engaged, then consider structuring your OD program into learning tracks and allowing them to choose the content and learning modality as often as possible. Finally, connect your Millennials and let them navigate the OD landscape in a way that is familiar to them. The creation of "Peer Partnerships" provides a safe and productive space to facilitate relationship building across the organization. The article concludes that by employing these three tips, you are showing that the organization values the millennial's mindset and that the OD programs you are offering will be something they want to tap into. Social media will only grow and become more commonplace in our society and organizations. According to Forbes, 94% of all businesses with a marketing department used social media as part of their marketing platform. Almost 60% of marketers are devoting the equivalent of a full workday to social media marketing. Charts show that 85% of all businesses that have a dedicated social media platform as part of their marketing strategy reported an increase in their market exposure. “58% of business that have used social media marketing for over three years reported an increase in sales over that period “(Bosari, 2012). How we use it to market business strategies such as change management, leadership, TQM and OD can make or break an organization and put at risk the livelihood of its employees. There is no arguing the advantages that social media plays in any organization trying to stay relevant in today's quickly changing market. Transformational change requires an organization to be proactive and not reactive to the organizational demands. The objective of the transformational change is to move eventually an organization away from past practices and move the organization into the future agenda. Any organization that has not adapted to the social media opportunity should be redirecting its entire transformational change process toward it. Social media has its place in the organizational atmosphere now. According to one source, "social media technologies enable people to easily and effortlessly see information about someone else, we say that the technology was used to make that person's knowledge visible" (Tream, 2012). A good way to implement these social media technologies into the workplace would be first to try to link your business with the consumer base. This allows people to see your organization and it allows you to be visible in the technological world. Once the business has had its time to grow with the social media sites, you can then allow the outreach process to begin. An organization should try to "link in" or "connect" with as many other organizations as it could. Social media gives organizations the opportunity to share insight and knowledge with greater speed than ever before. When the decision has been made to move forward with the social media plan, the organization in then committing to that transformational change, and they should stick with the end goal, to get more business/revenue. An interesting observation reveals "users of social media in organizations sometimes recognized the visibility of their work behavior afforded by the use of the technology and were strategic in presenting themselves to others” (Tream, 2012). What that means is; the employee is more professional and understanding that they have higher visibility in the workplace and that whatever they do reflects upon their employer. This creates a better culture and a better representation of the organization as a whole. Leaders are at the forefront when it comes to transformational change in the organization. It is their job to keep up with management trends and the marketplace and to shift the direction of the organization based on that trend information. Social media offers the perfect platform to see how other companies are handling organizational issues and how they are continuing with any changes they might be implementing. The social media platform allows a large-scale flow of information between anyone, including leaders. According to one source "transformational leaders are intuitive experts at motivating followers to see the collective purpose of their jobs" (Dike, 2013). A collective purpose means that the employees see real time results that pertain to them, not just the organization. A leader could use a large variety of different methods to keep up to date with change. In this particular example, we are focusing our sight line on social media. Social media allows the leader to make observations in real time, as they are happening. A good observation about transformational change is "Change is necessary. It's how organizations (companies, schools, sports teams, charities) compete. But, change is also dangerous, capable of destroying relationships, trust, and productivity" (Dike, 2013). It is the job of a good leader to understand that change will happen and that they have to find the best way to deal with the change whether that be through social media or another manager to manager interaction. A leader can use social media to tap into a vast online database of people sharing insight and knowledge with one another instantaneously, globally. A good leader will understand that and make the transformational changes based on the needs of their organization, they just need to be able to browse adequately social media sights for the best and most available information on transformational change they can.
It should now be clear on how leaders will stay current with transformation change and a strategy of maintaining currency with technologies on how to help with getting the job done. The detailed explanations on the use of the tools Change Management, Leadership, Total Quality Management, and Organizational Development should help future leaders take advantage of opportunities in their organizations. The latest trends of Social media seems to be the central point around these new technologies that organizations are grabbing onto to get the results needed to succeed. The reality of the changes is just improved communication tools within the organization environment. At the end of the day the research presents that transformational changes are easy to adjust to the needs of the organization. The last step is to stop and think if these changes are going to continue to expand with leaders and will some leader teams be left behind?

References
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