Strong and effective leadership, where there is trust and tolerance between all stakeholders, promotes a culture where individuals are encouraged to take greater risks and deliver significant results on the motivational state of students during the teaching and learning process. By leading by example, you lay the foundation for successful change management, implementation and inclusion. Only authentic leaders can turn a vision into reality. This results from the involvement of a following who, in turn, makes significant and lasting changes. In Flood's (2010) view, action research can benefit from a systems perspective because it reminds us that we are "in relationship" with others. In this evolving context, the leader of the panel who planned the change action is also involved in the implementation and action towards the change. The four moments (is this the correct terminology? Perhaps they are considered "processes" or "phases") of the action research cycle are applied in this planning. Action researchers break down the master plan into a series of achievable steps, namely: planning, action, observation, and reflection. Meanwhile, reconnaissance is completed before the planning stage to provide teachers with a vivid description of the camp circumstances and fact-finding (I don't think this needs paraphrasing) of those conditions. It is crucial to get feedback from both colleagues and students