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On February 5, more than 800 people gathered to run a 10- kilometre race at 5pm at the Public Health Ministry. The majority was members of DTAC staff and included 114 of the most-senior managers.

Whilst the challenge of "The Impossible Race" was to have 80 per cent of senior managers complete the run within 90 minutes, the objective was in fact part of DTAC's transformation to become the "most admired brand" in Thailand, with the race demonstrating that things thought impossible are indeed possible.

Over 90 per cent of the staff did complete 10km within 90 minutes and the chief executive led the way by coming in first in 49 minutes.

The benefits of exercise are clearly documented. For an individual, it provides more energy, reduces stress, promotes confidence and dramatically brings down sick-leave requests and associated costs. Also, as can be seen in this example, the benefits are not just for the individual. Exercise can foster teamwork, cross-company collaboration and can even be part of a companywide transformation.

While general health in Thailand has improved, one in three people over the age of 35 are still at risk from obesity-related conditions.

These facts affect our companies and yet, what surprises me, is why companies do not do more to promote health, exercise and well-being among employees? While some do, the majority seems to be "ticking the box". For example, access to a gym is not actively promoting healthier lifestyles.

Possibly, some executives feel this stands on the boundary of work and personal life, which prevents more proactive attention from the organisation. However, it is possible to have very active programmes and incentives without getting to the point of including them in people's objectives - incentives to lose weight, or give up smoking, bonuses for less sick days, accompanied with long-term and sustained well-being and exercise programmes. There needs to be someone accountable for running, measuring, reporting and refining the programme, which should become part of the company's DNA.

As usual, I believe the initiative needs to start from the top down, with the boss being the active champion. Investments in this area are not huge but they do have a substantial payback. And while corporate health clearly results in significant returns, it will also ensure employees are happier.