{"id":1463,"date":"2025-07-02T11:40:11","date_gmt":"2025-07-02T09:40:11","guid":{"rendered":"https:\/\/www.umana-analytics.com\/?p=1463"},"modified":"2026-01-22T14:23:34","modified_gmt":"2026-01-22T13:23:34","slug":"lo-stress-non-e-sempre-negativo-come-distinguere-tra-eustress-e-distress","status":"publish","type":"post","link":"https:\/\/www.umana-analytics.com\/en\/lo-stress-non-e-sempre-negativo-come-distinguere-tra-eustress-e-distress\/","title":{"rendered":"Lo stress non \u00e8 sempre negativo: come distinguere tra\u00a0eustress\u00a0e distress"},"content":{"rendered":"<h5 class=\"wp-block-heading\">Quando si parla di stress, la mente corre subito a immagini di pressione, sovraccarico e fatica. Ma la scienza ci ricorda che non tutto lo stress \u00e8 dannoso: in certi casi pu\u00f2 persino attivare, motivare e far crescere.&nbsp;<br>La vera sfida non \u00e8 eliminare lo stress, ma capire come funziona e quando pu\u00f2 essere positivo.&nbsp;<\/h5>\n\n\n\n<div style=\"height:36px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Le due facce dello stress:&nbsp;eustress&nbsp;e distress&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">La distinzione tra forme di stress \u201cbuone\u201d e \u201ccattive\u201d risale alle prime ricerche di <em>Hans&nbsp;Selye&nbsp;(1956)<\/em>, il padre del concetto moderno di stress. Secondo&nbsp;Selye, <strong>lo stress \u00e8 la risposta fisiologica e psicologica del corpo a una richiesta<\/strong>. In s\u00e9, non \u00e8 n\u00e9 buono n\u00e9 cattivo: <strong>\u00e8 una reazione<\/strong>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La chiave sta in come percepiamo e interpretiamo lo stimolo. Quando viviamo una situazione come una sfida stimolante, che ci attiva ma non ci sopraff\u00e0, parliamo di&nbsp;eustress&nbsp;(dal greco&nbsp;eu, \u201cbuono\u201d).&nbsp;<br>Al contrario, quando lo stress ci blocca, ci sovrasta o ci logora, siamo di fronte al distress, lo stress negativo.<\/p>\n\n\n\n<div style=\"height:70px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-3e41869c wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-width wp-block-button__width-50 is-style-fill\"><a class=\"wp-block-button__link has-text-color has-background has-link-color has-text-align-center has-custom-font-size wp-element-button\" href=\"https:\/\/f0hkb.share-eu1.hsforms.com\/2WW5md6KPQcGvv5Oh5AraEw\" style=\"border-style:none;border-width:0px;border-top-left-radius:100px;border-top-right-radius:100px;border-bottom-left-radius:100px;border-bottom-right-radius:100px;color:#222222;background-color:#f2ff93;padding-top:255;padding-right:255;padding-bottom:255;padding-left:255;font-size:23px\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Iscriviti alla nostra Newsletter<\/strong><\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:70px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Il ruolo centrale della percezione&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Una stessa situazione pu\u00f2 generare reazioni opposte in persone diverse. Ci\u00f2 che fa la differenza non \u00e8 tanto la natura dello stimolo, ma <strong>la nostra valutazione soggettiva<\/strong>:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>abbiamo risorse sufficienti per affrontarlo?&nbsp;<\/li>\n\n\n\n<li>ci sentiamo in controllo?&nbsp;<\/li>\n\n\n\n<li>vediamo un significato personale in ci\u00f2 che stiamo facendo?&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Se rispondiamo s\u00ec, \u00e8 pi\u00f9 probabile che la nostra esperienza rientri nell\u2019ambito dell\u2019eustress: <strong>stimolante<\/strong>, ma gestibile.&nbsp;<br><br>Al contrario, quando manca il senso, non vediamo soluzioni, o ci sentiamo inadeguati, lo stress diventa <strong>tossico<\/strong>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tre fattori fondamentali influenzano questa valutazione:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Controllo percepito<\/strong>: pi\u00f9 sentiamo di avere potere d\u2019azione, pi\u00f9 \u00e8 probabile che viviamo lo stress in chiave positiva <em>(Karasek, 1979)<\/em>.&nbsp;<\/li>\n\n\n\n<li><strong>Senso e significato<\/strong>: gli individui tollerano meglio la fatica se vedono un fine coerente con i propri valori <em>(Antonovsky, 1987)<\/em>.&nbsp;<\/li>\n\n\n\n<li><strong>Supporto sociale<\/strong>: la presenza di relazioni fiduciarie riduce l\u2019impatto negativo dello stress <em>(Cobb, 1976)<\/em>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<div style=\"height:36px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">La confusione sullo \u201cstress ottimale\u201d&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Nel linguaggio manageriale, \u00e8 ancora molto diffusa l\u2019idea che \u201cun po\u2019 di stress faccia bene\u201d, e che ci sia un \u201clivello ottimale\u201d da raggiungere per massimizzare la performance.&nbsp;<br>Questa idea si basa spesso su un\u2019interpretazione troppo semplicistica della legge di&nbsp;<em>Yerkes-Dodson&nbsp;(1908)<\/em>, secondo cui la performance cresce con l\u2019attivazione, ma solo fino a un certo punto.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tuttavia, questa teoria:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e8 nata in laboratorio con animali, non in contesti organizzativi umani;&nbsp;<\/li>\n\n\n\n<li>non distingue tra tipi diversi di stress;&nbsp;<\/li>\n\n\n\n<li>non considera la soggettivit\u00e0 individuale.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">In realt\u00e0, non \u00e8 lo \u201cstress\u201d a farci performare meglio, ma l\u2019attivazione positiva che deriva da una sfida sentita come gestibile, significativa e motivante.&nbsp;<\/h4>\n\n\n\n<div style=\"height:36px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Gli effetti dell\u2019eustress<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Diversi studi hanno evidenziato i benefici dell\u2019eustress&nbsp;nei contesti di lavoro:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>migliora il coinvolgimento emotivo <em>(Simmons &amp; Nelson, 2001)<\/em>;&nbsp;<\/li>\n\n\n\n<li>rafforza la resilienza e il senso di autoefficacia <em>(Lazarus &amp;&nbsp;Folkman, 1984)<\/em>;&nbsp;<\/li>\n\n\n\n<li>stimola l\u2019apprendimento e l\u2019adozione di nuove strategie;&nbsp;<\/li>\n\n\n\n<li>aumenta la probabilit\u00e0 di vivere emozioni positive anche in presenza di sfide <em>(Folkman&nbsp;&amp;&nbsp;Moskowitz, 2000)<\/em>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Non si tratta solo di \u201csentirsi meglio\u201d: l\u2019eustress, quando sostenuto da contesti favorevoli, pu\u00f2 davvero incidere su performance, creativit\u00e0 e benessere psicologico.&nbsp;<\/p>\n\n\n\n<div style=\"height:36px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Gli errori da evitare in azienda&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Molte organizzazioni, ancora oggi, cercano di \u201cstimolare\u201d i team generando pressione, urgenza e competitivit\u00e0. Ma usare lo stress come leva gestionale \u00e8 un errore.&nbsp;<br>Ecco perch\u00e9:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>non si pu\u00f2 sapere in anticipo come una persona interpreter\u00e0 lo stimolo;&nbsp;<\/li>\n\n\n\n<li>ci\u00f2 che attiva qualcuno, pu\u00f2 bloccare qualcun altro;&nbsp;<\/li>\n\n\n\n<li>lo stress negativo ha costi altissimi, in termini di turnover, malattia e disaffezione (ILO, 2003).&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Al contrario, le aziende dovrebbero concentrarsi su come favorire le condizioni per generare&nbsp;eustress, ossia:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>definire obiettivi chiari e realistici;&nbsp;<\/li>\n\n\n\n<li>offrire supporto e feedback costruttivo;&nbsp;<\/li>\n\n\n\n<li>garantire autonomia e senso di padronanza;&nbsp;<\/li>\n\n\n\n<li>creare ambienti in cui si pu\u00f2 sbagliare senza paura.&nbsp;<\/li>\n<\/ul>\n\n\n\n<div style=\"height:36px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Misurare ci\u00f2 che conta davvero&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Se vogliamo <strong>trasformare lo stress da ostacolo a risorsa<\/strong>, dobbiamo iniziare a misurarlo in <strong>modo scientifico<\/strong>.&nbsp;<br>Non basta un questionario sul carico di lavoro: serve capire come le persone vivono e interpretano le sfide quotidiane.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Con le giuste tecnologie, oggi \u00e8 possibile:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>rilevare la percezione di controllo e autonomia;&nbsp;<\/li>\n\n\n\n<li>monitorare il&nbsp;fit&nbsp;tra persona e contesto;&nbsp;<\/li>\n\n\n\n<li>identificare segnali precoci di distress;&nbsp;<\/li>\n\n\n\n<li>progettare interventi personalizzati, basati su dati reali.&nbsp;<\/li>\n<\/ul>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Soluzioni di <a href=\"https:\/\/www.umana-analytics.com\/en\/trustie\/\" target=\"_blank\" rel=\"noreferrer noopener\">people&nbsp;analytics<\/a>&nbsp;e strumenti di indagine validati scientificamente, come quelli sviluppati da Umana-Analytics, permettono di trasformare l\u2019ascolto delle persone in strategia organizzativa.&nbsp;<br>Perch\u00e9 non si pu\u00f2 migliorare ci\u00f2 che non si misura.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lo stress \u00e8 un fenomeno complesso, ma non inevitabilmente dannoso.&nbsp;La differenza tra&nbsp;eustress&nbsp;e distress non sta nello stimolo in s\u00e9, ma nell\u2019interpretazione soggettiva, nelle risorse disponibili e nel contesto in cui si opera.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le organizzazioni che sapranno <strong>creare ambienti capaci di sostenere l\u2019eustress<\/strong>&nbsp;e riconoscere tempestivamente il distress saranno quelle in grado di generare valore duraturo: <strong>per le persone e per il business<\/strong>.&nbsp;<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-3e41869c wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-width wp-block-button__width-50 is-style-fill\"><a class=\"wp-block-button__link has-text-color has-background has-link-color has-text-align-center has-custom-font-size wp-element-button\" href=\"https:\/\/f0hkb.share-eu1.hsforms.com\/2WW5md6KPQcGvv5Oh5AraEw\" style=\"border-style:none;border-width:0px;border-top-left-radius:100px;border-top-right-radius:100px;border-bottom-left-radius:100px;border-bottom-right-radius:100px;color:#222222;background-color:#f2ff93;padding-top:255;padding-right:255;padding-bottom:255;padding-left:255;font-size:23px\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Iscriviti alla nostra Newsletter<\/strong><\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:80px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Riferimenti:<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Antonovsky, A. (1987).&nbsp;Unraveling&nbsp;the mystery of health: How people&nbsp;manage&nbsp;stress and stay&nbsp;well.&nbsp;Jossey-Bass.&nbsp;<br><\/li>\n\n\n\n<li>Cobb, S. (1976). Social support&nbsp;as&nbsp;a moderator of life stress.&nbsp;Psychosomatic&nbsp;medicine, 38(5), 300-314.&nbsp;<a href=\"https:\/\/psycnet.apa.org\/doi\/10.1097\/00006842-197609000-00003\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/doi.org\/10.1097\/00006842-197609000-00003<\/a>&nbsp;<br><\/li>\n\n\n\n<li>Folkman, S., &amp;&nbsp;Moskowitz, J. T. (2000). Positive&nbsp;affect&nbsp;and the&nbsp;other&nbsp;side of coping. American&nbsp;Psychologist, 55(6), 647\u2013654.&nbsp;<a href=\"https:\/\/psycnet.apa.org\/doi\/10.1037\/0003-066X.55.6.647\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/doi.org\/10.1037\/0003-066X.55.6.647<\/a>&nbsp;<br><\/li>\n\n\n\n<li>International Labour Organization (ILO). (1997).&nbsp;Workplace&nbsp;stress: A&nbsp;collective&nbsp;challenge.&nbsp;<br><\/li>\n\n\n\n<li>Karasek, R. A. (1979). Job Demands, Job&nbsp;Decision&nbsp;Latitude, and&nbsp;Mental&nbsp;Strain:&nbsp;Implications&nbsp;for Job Redesign.&nbsp;Administrative&nbsp;Science&nbsp;Quarterly, 24(2), 285\u2013308.&nbsp;<a href=\"https:\/\/doi.org\/10.2307\/2392498\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/doi.org\/10.2307\/2392498<\/a>&nbsp;<br><\/li>\n\n\n\n<li>ILO. (2003).&nbsp;Safety&nbsp;in&nbsp;numbers: Pointers for a global&nbsp;safety&nbsp;culture&nbsp;at&nbsp;work.&nbsp;<br><\/li>\n\n\n\n<li>Lazarus, R. S., &amp;&nbsp;Folkman, S. (1984). Stress,&nbsp;appraisal, and coping. Springer publishing company.&nbsp;<br><\/li>\n\n\n\n<li>Selye, H. (1956). The stress of life. McGraw-Hill&nbsp;<br><\/li>\n\n\n\n<li>Simmons, B. L., &amp; Nelson, D. L. (2001).&nbsp;Eustress&nbsp;at&nbsp;work: the&nbsp;relationship&nbsp;between&nbsp;hope&nbsp;and health in hospital nurses. Health care management review, 26(4), 7\u201318.&nbsp;<a href=\"https:\/\/doi.org\/10.1097\/00004010-200110000-00002\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/doi.org\/10.1097\/00004010-200110000-00002<\/a>&nbsp;<br><\/li>\n\n\n\n<li>Yerkes, R.M., &amp;&nbsp;Dodson, J.D. (1908). The Relation of&nbsp;Strength&nbsp;of&nbsp;Stimulus&nbsp;to&nbsp;Rapidity&nbsp;of&nbsp;Habit&nbsp;Formation. Journal of Comparative&nbsp;Neurology&nbsp;&amp;&nbsp;Psychology, 18, 459\u2013482.&nbsp;<a href=\"https:\/\/doi.org\/10.1002\/cne.920180503\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/doi.org\/10.1002\/cne.920180503<\/a>&nbsp;<\/li>\n<\/ul>\n\n\n\n<div style=\"height:78px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"<p>Quando si parla di stress, la mente corre subito a immagini di pressione, sovraccarico e fatica. Ma la scienza ci ricorda che non tutto lo stress \u00e8 dannoso: in certi casi pu\u00f2 persino attivare, motivare e far crescere.&nbsp;La vera sfida non \u00e8 eliminare lo stress, ma capire come funziona e quando pu\u00f2 essere positivo.&nbsp; Le [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":1472,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[8],"tags":[19,48,16],"class_list":["post-1463","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-organizzazione","tag-ricerca","tag-team"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Stress buono o cattivo? 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