Podcast Summary: Shifting From Training Vendor to Strategic Partner with Tori Pauling of Marmon Holdings, Inc.
In this episode, we get to know Tori Pauling, who leads strategic learning initiatives at a Berkshire Hathaway company that supports a portfolio of manufacturing businesses. With a background in executive learning and communications, Tori brings a laser focus on tying learning initiatives to real business results, emphasizing measurable impact over participation numbers.
From Clarity to Confidence: Why L&D?
Tori’s path into learning and development wasn’t about checking boxes, it was about solving problems. She’s always loved simplifying complex topics to help people build clarity and confidence. That’s exactly what drew her to learning and development. For her, L&D is the sweet spot where creativity, strategy, and tangible impact meet.
Her favorite part of the job? Checking in with learners three to six months after a program and hearing how the learning translated into real-world results. That follow-up piece is what turns learning into transformation.
The Evolution of L&D: From Events to Embedded Experiences
Tori sees a major shift in the L&D world, from isolated training events to continuous learning experiences embedded into the flow of work. This change is driven by an increasing demand for ROI. It’s no longer enough to track attendance. Today’s L&D leaders must demonstrate that learning drives performance.
Virtual learning has especially evolved. In 2020, using a Zoom poll made you cutting edge. Now, expectations are higher. Learners demand more meaningful, engaging experiences and companies expect results.
Learning with Purpose: Aligning to Business Goals
To ensure her programs are aligned with strategic priorities, Tori and her team always start with one question: What business problem are we trying to solve? Her team uses the Six Disciplines of Breakthrough Learning framework to design for outcomes, not just activity.
And while “profit” can make some L&D folks uncomfortable, Tori’s perspective is refreshingly practical: Profit is a measure of how efficiently you deliver value. Learning that leads to stronger decision-making, more efficient processes, and higher engagement can and should move the needle on profitability.
From Training Vending Machine to Strategic Business Partner
Tori’s advice to fellow L&D professionals trying to earn that seat at the table? Stop asking what training someone needs. Start asking what problem they’re trying to solve.
Instead of saying yes to every request, her approach is to dig into the root cause, understand the business, and determine whether training is even the right solution. Real credibility comes from delivering measurable outcomes, not being the order taker.
This requires L&D professionals to develop real business acumen understanding the P&L, knowing the customer priorities, and being able to offer data-driven insights.
Creating Learning That Sticks
For Tori, the most effective learning is experiential. That means moving beyond passive learning into hands-on decision-making and reflection. Simulations are a powerful tool in her toolkit, especially because they allow participants to try new approaches in a risk-free environment, without the emotional baggage of their day-to-day roles.
Simulations create mental anchors that learners can return to when applying concepts in the real world. And with today’s tech tools, simulations can be delivered virtually just as effectively.
Building a Culture of Continuous Learning
Tori describes a shift from “training events” to learning campaigns. One of her flagship programs includes six weeks of pre-work, one and a half days of in-person workshops, and twelve weeks of post-session implementation. That structure helps ensure the learning isn’t just memorable, it’s applied.
The result? In one case, a business reduced mandatory overtime and tripled their monthly profits. That’s the kind of outcome Tori expects her programs to deliver.
From One-Off Events to Learning Journeys
A continuous learning culture starts at the top. When leaders model learning by being the first to raise their hands for development others follow. Tori also stresses the importance of program prestige: invite-only offerings, credentials, and real business relevance help build internal demand.
Her team doesn’t aim to be average; they aim to offer learning experiences that are better than what any of their supported companies could get on their own. That means bringing in true experts, not just people who read the book, but those who wrote it.
80/20 Thinking for Maximum Impact
Tori is a firm believer in the Pareto Principle. The Pareto Principle states that 20% of effort drives 80% of results. Her L&D team uses this mindset to identify which programs and activities are truly moving the needle and deprioritizes the rest. That creates time to think, plan, and be strategic rather than just churning out training.
The Most Critical Skill? Simplifying the Complex
One of Tori’s superpowers is taking something complex and making it simple without losing impact. She shared a powerful story of transforming 20 years of training materials into a simulation-based experience that engaged frontline workers and senior leaders alike. The lesson? Great L&D isn’t about dumbing things down. It’s about making them accessible, memorable, and actionable.
Books Every L&D Leader Should Read
Tori shared her favorite go-to resources:
- The Six Disciplines of Breakthrough Learning – her foundational framework.
- The Field Guide for the Six Disciplines – filled with tools.
- Leading Change by John Kotter – a must-read for anyone leading transformation.
- Resonate by Nancy Duarte – for mastering the emotional power of storytelling in learning.
What Skills Do Learning Leaders Value Most in 2025?
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