The Collins & Lacy Difference: The Power of Our People

In the crowded world of insurance defense, differentiation isn’t easy. Many firms claim to provide aggressive representation, strategic thinking, or cost-effective solutions—but those phrases are table stakes, not true differentiators. At Collins & Lacy, our difference is our people.

While other firms may focus on volume, process, or profit maximization, we focus on hiring and cultivating the best people—those with the right attitude, competence, and drive to be exceptional professionals and teammates. More importantly, we’ve created a culture where our lawyers and staff feel extraordinarily good about themselves—both as people and as professionals.

And that’s not just a philosophy. It’s a repeatable business model that produces better results for our clients.

1. The Collins & Lacy Differentiator:  Hiring for Attitude and Competence
Bain & Company’s notable research on repeatable business models shows that the best companies succeed by having a well-defined, measurable differentiation that everyone in the organization understands and executes on daily.

At Collins & Lacy, that differentiation begins with who we hire. Our hiring process prioritizes:
• Attitude: We seek out lawyers and staff who embrace challenges, are relentlessly client-focused, and see problems as opportunities to excel.
• Competence: Legal skills can be developed, but the foundation must be strong. We hire people who demonstrate intellectual horsepower, legal acumen, and the ability to think critically and creatively.
• Team Orientation: We don’t solo artists or hire people who speak in the first person possessive. “We” is the focus at our firm and we hire people who want to win as a team.

This is not just a hiring strategy—it’s our firm’s DNA. From day one, everyone at Collins & Lacy understands that who we hire and how we cultivate them is our biggest differentiator.

2. Creating an Environment Where People Thrive
Hiring great people is only the first step. The real differentiator is creating an environment where they can succeed at the highest level. Many law firms bring in talent and then micromanage, restrict autonomy, or fail to develop leadership.

At Collins & Lacy, we take the opposite approach:
• We trust our people. They are given autonomy to make decisions, solve problems, and lead without unnecessary red tape.
• We empower situational leadership. We don’t believe leadership is reserved for partners. Every lawyer and staff member is encouraged to be a leader in their sphere of influence, stepping up when the moment requires it.
• We foster support and collaboration. Many firms operate in silos, where associates compete against each other. Not here. We want people who support one another, lift each other up, and share in collective wins.

This is not aspirational—it’s how we operate. And when people feel trusted, valued, and empowered, they perform at a higher level, leading to better outcomes for our clients.

3. Winning as a Team: Why Culture Matters in Litigation
One of the biggest mistakes in insurance defense is believing that litigation is a solo endeavor—that success is tied to individual lawyers or rainmakers. In reality, litigation is a team sport, and the firms that operate with true cultural cohesion and trust consistently outperform the rest.

At Collins & Lacy, we take teamwork seriously:
• Client service is a collective responsibility. We don’t tolerate anything or anyone that gets in the way of delivering exceptional service.
• We prepare cases collectively. From strategy discussions to trial preparation, our teams collaborate to refine ideas, strengthen arguments, and identify the best path forward.
• We celebrate wins together. Success is never about one person—it’s about the team. And when we achieve great results for clients, we recognize and celebrate the people who made it happen.

This isn’t just a cultural choice—it’s a competitive advantage. When a firm’s people are motivated, engaged, and deeply invested in the success of their team, they produce better legal work, stronger defense strategies, and higher client satisfaction.

4. Why This Model Works for Clients
So why does all of this matter to the insurance industry and self-insured clients we serve?
Because our repeatable model of hiring, empowerment, and teamwork creates better litigation outcomes.
• Trusted, autonomous lawyers make smarter, faster decisions. Clients don’t want hesitation. They want confident, skilled professionals who take ownership of problems and find solutions.
• A team-first culture ensures continuity and stability. Many firms suffer from high turnover, causing case disruption. Our model creates high retention, stronger institutional knowledge, and seamless case transitions.
• When lawyers feel great about their work, they go the extra mile. Clients don’t just need a firm—they need a trusted strategic partner. That happens when a firm’s lawyers are engaged, valued, and motivated.

Final Thought: Differentiation is About Execution, Not Just Philosophy
Many law firms talk about culture, teamwork, and people, but few actually execute on it.

The Collins & Lacy difference is that our philosophy is our business model.
• We hire the best people—those with unmatched attitude, competence, and team orientation.
• We empower them with trust, autonomy, and the ability to lead.
• We cultivate a culture of collaboration, mutual support, and winning together.
• We deliver better outcomes because our people are engaged, invested, and committed to client success.

This is what sets us apart. And in an industry where so many firms look and sound the same, that difference is everything.