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 What is outplacement counseling?

Young woman looks confidently out of a train window
Leadership & HR

What is outplacement counseling?

A dismissal is always stressful. Companies that want to present themselves as a fair employer rely on appreciative severance management. The key to this is strategic new placement or outplacement.  

By Kyra Wetzel, expert for newplacement/outplacement at pme Familienservice. 

What are the reasons for terminations?

There are many reasons for termination: On the one hand, there are rapid changes in the market, globalization or current crises such as the pandemic behind us and the war in Ukraine. Sometimes you also realize that things are simply not right with individual employees. Regardless of the reasons, newplacement or outplacement can help to part on good terms and find a new area of activity for those affected. 

Layoffs despite skills shortage - a paradox?

The economic situation is forcing many companies to take cost-cutting measures. Listed companies in particular are required to optimize share prices, reduce costs and meet the demands of shareholders. The numerous redundancies, particularly in the IT industry, suggest that the shortage of skilled workers is over. But appearances are deceptive.

More than ever, the demand for qualified specialists is outstripping supply. It should be borne in mind that there was an optimistic hiring phase after the end of the coronavirus pandemic. Despite the horrendous layoff figures, the big tech giants still employ over 150,000 more people than at the beginning of 2020, according to Silicon Technology Powering Business.

What happens when employees and managers are dismissed?

Uncertainty, dismay and helplessness. This is how many employees feel when they find out they have been made redundant. They feel as if the rug has been pulled out from under their feet. This is quickly compounded by economic worries or even existential fears. All of this often creates enormous psychological pressure. The social aspect should not be neglected: employees not only lose their job, but also contacts with colleagues, integration into their team or cherished routines such as having lunch together. 

Managers are often faced with an acid test and a moral dilemma when they have to communicate a dismissal. Sometimes they have worked with the person concerned for years and may have been friends. Then there are the teams in which the dismissal of colleagues causes uncertainty. 

Tips for an appreciative separation culture

Employee dismissals often cause unrest and a bad atmosphere in companies. This is particularly the case if the dismissals were "rushed through", i.e. not thoroughly planned, and if communication with both the affected employees and the remaining team members was inadequate or ill-conceived.

These measures help to make a separation respectful and professional and at the same time maintain morale in the team:

Careful planning and a realistic time frame: Allow sufficient time to prepare for the separation and focus on a well-thought-out and clearly structured approach. 

Comply with all labor law provisions: Strictly adhere to the relevant laws, in particular the rights of the works council, collective agreement regulations and the special protection against dismissal for certain groups of people.

Preparation and training for managers: Prepare managers and HR managers comprehensively for the separation interview so that they can conduct the interview professionally and empathetically.

Transparent and empathetic communication: Use clear communication guidelines to ensure that all affected employees and teams are informed openly and at an early stage in order to avoid uncertainty and rumors.

Clear and understandable separation message: Convey the message and conditions of the separation respectfully but clearly during the conversation so that no ambiguities arise.

Appreciation and gratitude: Express appreciation and gratitude to departing employees to recognize their contributions and maintain positive relationships.

Focus on the needs of the remaining team: Take the concerns and fears of the remaining employees seriously in order to strengthen their motivation and trust in the management.

The newplacement/outplacement consulting service of the pme Familienservice provides support in all steps on the way to an appreciative separation culture.

What is Newplacement / Outplacement? 

Outplacement/new placement is an instrument in the sense of separation management to support employees in this challenging situation in an appreciative manner. Companies commission a specialized service provider to help dismissed employees cope with the loss of their job and, after a phase of self-reflection and goal-setting, to help them find a new position that matches their skills, experience and interests. 

Newplacement or outplacement includes a range of services offered to laid-off employees, such as career counseling, resume and cover letter assistance, job search support, training to improve job application skills and networking events.


 

How do employers and employees benefit from newplacement / outplacement?

Appreciative separation management as part of a new placement / outplacement offers a number of advantages for employers, managers, employees affected by a termination and also for the remaining team members:

Faster re-employment: The majority of dismissed employees find a new job before the notice period expires and there are fewer legal disputes.

A positive signal for the entire workforce: the remaining employees see that the company cares about the interests of its employees.

Relief for everyone involved: Whether it is the affected employees, their managers or team members - an intelligent new placement relieves the burden and significantly promotes satisfaction. 

Doors remain open: Sometimes today's laid-off employees are very valuable again tomorrow. Boomerang hiring is the trend. Appreciative severance management creates the basis for this. 

What are the building blocks of a new placement / outplacement?

As part of an individually tailored coaching program, employees who are leaving the company are advised and supported in finding a new job in a timely manner following a phase of self-reflection and goal-setting. Managers with personnel responsibility are supported in shaping the separation process in a spirit of partnership and, if necessary, receive support in preparing and conducting separation interviews.

  • Positioning: Where does the employee stand? Where should the journey go?
  • Analysis of strengths and competencies (LINC Personality Profiler)
  • Job application coaching
  • Self-marketing
  • Jobsearch
  • Coaching for managers and teams to reduce uncertainties together

Individual modules are often enough to provide important impetus and give employees a good start. For example, you can provide them with valuable assistance in the form of a strengths and potential analysis or job application coaching so that they can move forward in a stronger position.
 

Strengths analysis with the LINC Personality Profiler

For those affected, the aim is to reposition themselves and find a new area of activity. As part of an individually tailored coaching program, they receive advice and support to help them find a new job quickly after a phase of self-reflection and goal-setting. 

The heart of the process is analyzing your own strengths and skills. Here at pme Familienservice , we have had very good experience with the LINC Personality Profiler, a scientifically based online tool for analyzing and describing personality. With the help of a reflection on character traits, action-guiding motives and personal skills, this supports individual development processes in a targeted and sustainable manner and provides valuable impetus during the reorientation phase. 

In the strengths analysis, people become aware of their skills again. They were often so caught up in their routines at work that they no longer know what they can do. The analysis helps them to identify their skills and go into their application phase and job interviews with more self-confidence. This strengths analysis in particular is an added value for those affected, as it often changes their mindset. 

Is new placement/outplacement consulting also something for small and medium-sized companies? 

Newplacement / outplacement is recommended for companies of all sizes and even for individual redundancies. Companies with a small workforce in particular often have to reckon with the fact that they will soon need redundant employees again. It is better for the employer's image if they take a respectful approach and provide good support to those affected. Last but not least, newplacement / outplacement by an experienced provider is a great relief, especially for small HR departments. 

Find out more about Newplacement / Outplacement

 

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