As firms have become more intentional about succession planning, Joseph M. Hanna, Goldberg Segalla Hiring Partner and member of the firm’s management committee, spoke with Law.com on the importance of a cohesive firmwide approach that ensures smooth transitions of clients and leadership positions.

Goldberg Segalla has built a national reputation for excellence in client service, understanding that effective succession planning is critical for the transfer of industry and business knowledge that maintaining the highest level of service requires.

“We have focused and worked very hard at ensuring our senior partners are working with their succession planning partner, who is going to take the lead with clients after them,” Joe says. “We’ve really made it a focus of the firm to make sure there has been seamless baton passing. There are often these situations where people want to bury their heads and not focus on how they are going to pass the baton, but we’re being honest about it and having transparent conversations.”

Joe says the firm has gone to great lengths to make sure its culture emphasizes the necessity of fostering a collaborative team focused on supporting the firm as opposed to cultivating a culture dominated by self-interest.

“We’re not focused solely on origination and cultivation,” Joe explains. “Our team is doing it for the betterment of the team. That selfish element is removed because we’re not an ‘eat-what-you-kill’ firm, we’re not an originations-only law firm, our partners want the law firm to succeed. There hasn’t been any forcing, arm-twisting, or compensation threats. They just act for the betterment of the firm and the growth and future of this firm.”

READ THE FULL ARTICLE HERE (SUBSCRIPTION REQUIRED): “Facing Talent Shortage, Insurance Defense Firms Are Mapping Out Succession Plans,” Amanda O’Brien, Law.com, January 14, 2026