Featured are organization coach Sarah Kiefer and podcast host Oliver Schmidt
Psyche

#53: When You Just Can't Bring Yourself to Clean Up: An Organization Coach on the Reasons Why

Many people simply can’t bring themselves to clean up. The reason is usually not laziness, but chronic exhaustion, ADHD, or ingrained habits. In Episode 53, organization coach Sarah Kiefer explains why “Messi” is often misunderstood and which small, practical methods (mini-steps, time boxes, body doubling) lead to real success in everyday life.

“I just can’t seem to clean up.” Organizing coach Sarah Kiefer from Ordnungswelt hears this phrase almost every day. People who can’t clean up aren’t necessarily lazy, and conversely, many of the reasons for “not being able to clean up” are hidden. Exhaustion after a long day at work, ADHD symptoms, long COVID, or depression can make it difficult to make decisions, plan, and stick to routines.

Find out in this podcast: 

  • Why "I just can't seem to clean up" is often not a personality trait, but a symptom
  • What Distinguishes Chronic Disorganization from “Messy/Hoarding” Behavior
  • Such as exhaustion, ADHD, long COVID, or depression can make tidying up more difficult
  • How Shame and Social Media Comparisons Exacerbate the Problem
  • Typical patterns: all-or-nothing thinking, planning and decision-making paralysis
  • Prioritizing: Where Does Tidying Up Really Help in Everyday Life?
  • Methods: Bodydoubling, club sessions, short time slots, and prompts
  • Prioritizing: Where Does Tidying Up Really Help in Everyday Life?
  • When Therapeutic Support Is Needed and How Coaches Can Help

Excerpt from the podcast interview with organization coach Sarah Kiefer: 

"Tips or individual auctions rarely provide a lasting solution" 

Oliver Schmidt: Sarah, what is meant by “chronic disorganization”—and how does that differ from the usual mess that everyone experiences from time to time?

Sarah Kiefer:Chronic disorganization means that people don’t know where to start over long periods of time. It’s not just occasional chaos after a stressful day, but a persistent pattern: nothing in the home has a designated place, those affected feel overwhelmed, and they can’t figure out how to tackle a project.

Often, these issues stem from neurodivergent conditions (e.g., ADHD), health limitations such as long COVID, or mental health conditions such as depression. That’s why simple tips or one-time cleanup efforts rarely provide a lasting solution. The underlying causes run deeper and often require complementary strategies.

How does the so-called “Messi Syndrome” differ from this? Or is that just an extreme example of disorganization?

Sarah Kiefer:What is often referred to in German as “Messi syndrome” corresponds more closely to the term “hoarding disorder” in English. It is a form of chronic disorganization in which the problem lies primarily in an inability to let go: People develop very close, emotional attachments to objects, are unable to part with them, and hoard excessively.

In these cases, simply tidying up often doesn’t help and can even be harmful if the person affected isn’t receiving psychotherapeutic support. It’s also important to note that similar living conditions can arise for entirely different reasons—such as depression or exhaustion—and each requires a different approach.

The media tends to take a blanket approach to the issue and label everything as “Messi,” even though the causes vary widely.

What typical behavioral patterns do you see in people with ADHD or similar challenges? Why does this so often lead to persistent disorganization?

Sarah Kiefer:Among people with ADHD and related challenges, certain patterns are particularly common: problems with prioritization and planning, “all-or-nothing thinking,” and a lack of routines. Many think, “If I can’t do it right, I’d rather not even start.”

Added to this is the difficulty of realistically estimating a project’s complexity, effort, and duration; making decisions; and sticking with it when the first obstacle arises. Perfectionism sometimes plays a role: if the closet can’t be organized perfectly, the laundry just sits there.

A lack of energy and exhaustion make this worse. Anyone who has barely any cognitive resources left at the end of the day can't handle the extra decisions.

You say, “Order means knowing where things are.” Can you elaborate on that? How should we think about order so that it really helps us in our daily lives?

Sarah Kiefer:Yes, for me, organization is primarily about knowing where things are so I can find them quickly. Aesthetics come second. In practical terms, this means: designated spots for everyday items ( keys, wallets, important papers), making routines clear (e.g., where does the mail go, what’s the process for a bill from the mailbox to payment), and incorporating small, practical solutions (a shelf for sweatpants next to the door, a labeled basket).

It’s important to pay attention to your own habits: When and how do you use certain things? This will help you figure out where it makes sense to store them. The goal is to simplify your daily life, not to create the perfect Instagram photo.

Conflicts often arise in relationships because of differing needs for order. How can this be resolved in practice?

Sarah Kiefer:It starts with communication and clarifying roles: openly discussing who takes on which role in the household and how both partners feel about it. It often helps to map out processes together and label different areas—this takes some of the burden off the person who has been keeping everything in their head up until now.

Leading by example works better than lecturing: if you start by implementing small rules for yourself, you’re more likely to get your partner on board. Specific rules (e.g., who does what in the kitchen) and lighthearted agreements (in our household, the second person isn’t allowed in the kitchen if the first one is already cooking) can help defuse conflicts.

"We work in small, measurable steps"

Among other things, you offer “body doubling”—what exactly is that, and how does it help people clean up?

Sarah Kiefer:Body-doubling means that people work on their own tasks at the same time—either in person or digitally via video. Everyone starts at the same time, works quietly, and then briefly shares their experiences.

This fosters a sense of commitment and provides a social framework: the presence of others motivates us and reduces procrastination. In our “Ordnungswelt” Club, we combine this with brief prompts (e.g., a method or music for tidying up), followed by a quiet implementation phase of 45–60 minutes and a brief wrap-up feedback session. This helps us set realistic goals and actually stick to them.

For many people, paperwork and managing their finances are particularly stressful issues. How do you handle them?

Sarah Kiefer:Paperwork is often emotionally taxing because it’s associated with tasks, worries, and feelings of shame (e.g., unpaid bills, missing forms). We start by clarifying the process: How does mail come in, and how is it reviewed, paid, and filed?

Then we work in small, measurable steps: for example, working through a specific number of centimeters of the stack per session. This gives those affected a sense of accomplishment. When it comes to actual financial planning, we bring in specialized colleagues or recommend financial coaching, because expert knowledge is often required.

In what situations do you refer patients to psychotherapists or medical specialists?

Sarah Kiefer: We follow a code of conduct and recognize when coaching is no longer sufficient. Examples include pronounced compulsive behaviors (e.g., constantly washing one’s hands after touching something), deep grief, severe anxiety disorders, or other mental health conditions that significantly slow down or prevent the tidying process.

In such cases, we refer clients to therapists or psychosocial services. At the same time, however, organizing coaching can spark the desire to “address this issue through therapy as well.” In that case, we help them find appropriate support.

Can you give a specific example of a situation where organizing has significantly changed everyday life?

Sarah Kiefer:Yes. I remember a client whose living room looked “just like it did 20 years ago” and who was embarrassed by it. Over the course of several sessions, we created clearly defined zones, donated a lot of items, and implemented practical solutions (e.g., new hooks, organized storage).

After nine hours, many things had been sorted out to the point where she could get involved in the community again and spend more time with her son. For her, it wasn’t just a clean space—it was a huge relief in her daily life and a way to let go of the weight she’d been carrying.

"Gather methods and celebrate progress"

What's your first, practical piece of advice for listeners who can relate to this?

Sarah Kiefer:Keep it simple: Set aside 30–60 minutes and choose a specific, measurable goal (e.g., reducing the height of a pile by five centimeters, or clearing out your inbox). Gather methods that have worked for you in the past and compile them into your own personal toolbox.

Celebrate small steps of progress—accept that your performance will fluctuate and that it’s normal not to function the same way every day. If you’d like some support, you can check out a structured program like our club or seek professional guidance.

Protect your home. Design it in a way that makes you feel good: cozy, colorful, or minimalist—whatever suits you best. You set the rules for your home.

Cheerful to stormy - the everyday podcast with Olli Schmidt

Welcome to “Sunny to Stormy”—the everyday podcast. Whether you’re on cloud nine or feeling utterly down, life has its ups and downs. That’s exactly what we’re all about: the everyday crises like arguments with your partner, parenting issues, work-related stress, insecurities, and anxiety. We talk to experts and give you practical tips so you can better handle crises and challenges.

You can listen to our podcast on all known podcast platforms (Spotify, Apple Music, Audible etc.)! Questions, suggestions, criticism, wishes? Feel free to write to us at: podcast@familienservice.de

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zero Promoting Job Crafting as a Manager in 5 Steps

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Führung & HR

Promoting Job Crafting as a Manager in 5 Steps

Layoff numbers are rising, and with them, uncertainty among employees. Through job crafting, managers can transform fears of layoffs into energy for growth and increase engagement and productivity within their teams. Leadership coach Karoline Weber explains in five steps how you can systematically introduce job crafting to your team.

Text: Karoline Weber, Career and Leadership Coach | Editor: Sabrina Ludwig

What does "job crafting" mean?

The term "job crafting" comes from occupational psychology and refers to actively shaping one's own tasks without changing jobs or positions. Instead of waiting for changes to happen, you take control of your own development.

Studies show that more and more companies are cutting jobs

Reports of restructuring and job cuts in the German economy are on the rise. As early as the end of 2025, the ifo Employment Barometer clearly showed that an increasing number of companies are planning to cut jobs or adjust their workforce structures.

Reports of significant job cuts in the industrial sector alone underscored this trend in 2025 and painted a challenging picture for 2026 as well.

Concerns about job security are growing

For employees, this means, above all, a great deal of uncertainty. Concerns about job security are growing, and the question “Do my skills still make me a good fit?” is becoming increasingly urgent.

As a manager, how can I foster stability within my team?

In this environment, your role as a leader is changing. It’s no longer just about managing performance, but about actively creating stability and pointing the way forward.

This is exactly where job crafting can be used as a leadership tool. Instead of passively reacting to changes, you can work with your team members to proactively shape their roles and responsibilities.

Would you like to foster psychological safety in your team? Read the article: 10 Tips for Psychological Safety in Teams

Job Crafting as a Leadership Tool

Job crafting is a way to adapt valuable skills to new requirements, retain employees within the company, and give them an active role in shaping change. In this way, uncertainty is transformed into an opportunity for growth.

The 3 Dimensions of Job Crafting

Job crafting means that employees proactively tailor their work to their strengths, interests, and values.

This occurs along three dimensions:

1. Task Crafting (Designing Tasks)

Employees change the scope or nature of their duties. 

For example, they take on new responsibilities that align with their strengths and/or passions, or delegate tasks that others on the team can handle better.

2. Relational Crafting (Building Relationships)

The way we collaborate is being adjusted. For example, responsibilities for specific points of contact may be reassigned because a colleague gets along better with Person X from Marketing than you do, so you take on a different point of contact instead ; or communication within the team is being structured more deliberately, for example through regular retrospectives.

3. Cognitive Crafting (Shaping Perception)

This shifts the perspective on one’s own work. By explaining the broader context, employees come to recognize the greater purpose of their work and their contribution to the company’s success, which can greatly enhance their sense of purpose: “I’m not just a call center agent—I’m also a problem-solver and a customer satisfaction representative. The quality of my work has a direct impact on our company’s image.”
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The business case for job crafting is compelling

The business case for job crafting is compelling: Companies and leaders who promote it benefit from:

  • greater motivation and a better work environment, since employees enjoy their work more.
  • Greater performance and innovation, as employees’ sense of self-efficacy is strengthened, enabling them to approach their daily work with more energy and enthusiasm.
  • greater employee retention through opportunities for professional development.
  • Personal growth and career opportunities by recognizing and leveraging your strengths and managing your weaknesses.
  • Personal growth and career opportunities by recognizing and leveraging your strengths and managing your weaknesses.

Practical Checklist: How to Actively Promote Job Crafting in Your Team

The role of leaders, therefore, is not to dictate ready-made solutions, but to create a framework in which team members can become “job crafters” themselves. The goal is to strike a balance between the company’s objectives and the legitimate interests of individuals.

The role of the manager here is that of a coach who recognizes potential and facilitates its development in a way that promotes personal growth.

5 Steps: How to Turn Your Employees into “Job Crafters”

1. Raise awareness of “job crafting”

Actively discuss job crafting with your team if you notice any uncertainty or dissatisfaction, or if you see that individual team members are already taking steps to make proactive changes.

Make it clear that you’re open to working together to further develop roles and responsibilities. Let them know: “Your job isn’t set in stone.”

2. Listening and Observing

Have regular, open conversations. Ask questions that encourage reflection: “Which of your tasks give you energy, and which ones drain it?”, “Where do you see untapped potential in your role?”, or “What problem within the team would you like to solve?”

3. Create space

Whenever possible, allow for autonomy in performing tasks or collaborating with other departments.

Support employees who want to try out new approaches or launch small, independent projects that contribute to team or company goals.

4. Delegate with a Focus on Resources

When assigning tasks, consider not only capacity but also strengths and interests. A thoughtful approach to task assignment can boost motivation across the entire team and increase efficiency, even when resources are limited.

5. Convey Meaning

Establish a clear connection between daily tasks and the company’s overarching purpose. Help your team recognize the important contribution each individual makes to the bigger picture.


 

Job Crafting as a Challenge for Companies

Especially during times of change, it is unrealistic to redesign each employee’s workspace individually. 

However, it is possible to introduce all employees to the concept of job crafting. To this end, it is essential to recognize job crafting as a corporate resource and to integrate it conceptually into corporate policy. 

Similarly, HR and talent development should support managers in guiding the process using specific guidelines and tools. 

Conclusion: Job crafting helps support teams through change

Job crafting is an extremely effective tool for ensuring motivation, employee engagement, development, and performance during times of change.
By encouraging and empowering your team to actively shape their own work, you are directly investing in the resilience and future viability of your department.

FAQ: Frequently Asked Questions About Job Crafting

1. What is job crafting?

Job crafting means that employees proactively tailor their tasks, collaboration, and perspective on their work to their strengths, interests, and values—within the context of their existing job.

2. Why is job crafting particularly important during periods of job cuts?

During restructuring and workforce reductions, job crafting creates stability: Employees continue to develop their skills, feel they have more influence over their work, and are more likely to remain with the company.

3. What are the three types of job crafting?

Task Crafting: Adjust the scope and type of tasks (more of what’s manageable, less of what drains your energy).

Relational Crafting: Redesigning Collaboration, Interfaces, and Communication Channels.

Cognitive Crafting: Seeing your own role in the broader corporate context in a new light and experiencing it as meaningful.

4. As a manager, what can I do to encourage job crafting?

  • Openly discuss job crafting within the team.
  • Listen regularly and ask reflective questions.
  • Allow for flexibility and autonomy in carrying out tasks.
  • Assign tasks based on strengths and interests.
  • Highlight the significance and contribution of each role to the company's success.

5. How does job crafting benefit companies?

Job crafting boosts motivation, innovation, performance, employee retention, and team resilience—especially during change processes.

6. What role does HR play in job crafting?

HR should recognize job crafting as a resource, integrate it into policies and processes, and support managers with appropriate tools, training, and coaching.

 

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