Page 12 - MayJune25 Report

tact, empathy, and discretion. The goal is
to express concern without judgment and
encourage them to seek help.
Initiate the conversation in a private,
neutral setting where both parties can
speak openly without fear of being over-
heard. Avoid bringing up the issue during
stressful moments or in front of others.
Use nonjudgmental language to
express your observations. For example:
•
“I’ve noticed you’ve seemed stressed
lately and wanted to check in. Is
everything okay?”
•
“You’ve been missing a lot of dead-
lines, which isn’t like you. I’m worried
about you.”
Avoid accusatory statements like
“You’re clearly addicted” or “You’re not
pulling your weight,” which may cause
defensiveness.
Allow your colleague to share their
perspective. Practice active listening by
maintaining eye contact, nodding, and
avoiding interruptions. Show empathy by
acknowledging their feelings and offering
reassurance.
Gently suggest resources such as
OLAP, mental health counselors, or SUD
specialists. Frame the suggestion as an
opportunity for support rather than a
punitive measure.
If your colleague is receptive, check in
periodically to offer continued support.
If they’re resistant, remain patient and
remind them that help is available when
they’re ready.
How to Be Supportive During
Recovery
Once a colleague acknowledges their
struggles and seeks help, your role as a
supportive ally becomes even more crit-
ical. Recovery is a long-term process, and
having a compassionate workplace envi-
ronment can make a significant difference.
Confidentiality is paramount. Avoid
discussing their situation with others
unless explicitly permitted by the
colleague.
Recovery may require time off for
treatment or adjustments to workloads.
Work with leadership to accommo-
date these needs without penalizing the
individual.
Recognize and celebrate milestones
in their recovery journey. Positive rein-
forcement can boost their confidence and
encourage sustained efforts.
Advocate for workplace initiatives that
prioritize mental health and well-being,
such as stress management workshops or
access to counseling services.
How Organizations Can Help
While individual support is essential,
systemic changes are equally important
in addressing addiction within the legal
profession. Here are some steps that
judges, law firms, and organizations can
take:
•
•
•
Reduce stigma through education:
Conduct workshops or seminars
to educate staff about addiction as
a medical condition rather than a
moral failing. Normalize conver-
sations about mental health and
substance use disorders.
Adopt policies that support well-
being: Introduce policies that
prioritize work-life balance, such
as reasonable billing expectations,
flexible schedules, and mandatory
vacation days.
Establish a culture of accountability
and care: Encourage leadership to
model healthy behaviors and foster
an environment where employees feel
safe seeking help without fear of judg-
ment or professional repercussions.
Recognizing the signs of substance
use disorders and supporting colleagues
in need is both a professional and ethical
responsibility. By fostering a culture of
compassion and understanding, lawyers
can help create a healthier, more sustain-
able workplace. Early intervention not
only benefits the individual struggling
but also strengthens the entire legal field,
ensuring that the profession’s demanding
nature doesn’t come at the cost of personal
well-being.
If you are a legal professional who
is unhappy, depressed, suffering from
substance use disorder, burnout, or stress,
and you believe it is affecting your life,
the Ohio Lawyers Assistance Program
can provide CONFIDENTIAL help. For
more information, go to ohiolap.org or
call (800) 348-4343.
If you are a judge or magistrate who
needs help, contact the Judicial Advi-
sory Group, a peer-based confidential
assistance group that helps judges and
magistrates with personal and profes-
sional issues. For more information, go
to www.ohiolap.org/judges or call (800)
348-4343.
Scott R. Mote, Esq. is the Executive Director of the Ohio
Lawyers Assistance Program.
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12 THE REPORT | May/June 2025 | CincyBar.org