Structured discussions as suggested by Liz Rykert sound really helpful at this time. Actually I realize that "interpreting the silence" is often a factor in electronic communicating...BUT then, it is also present in face-to-face dialogue! As well, when considering this list-serv, I know that I must incorporate it as a function of my work - not as an add-on...I guess it becomes part of my "to-do" list (electronic or "yellow sticky note"!!!) Otherwise, my participation can be haphazard - which doesn't feel right (just as I wouldn't just pop in and out of a "real" meeting or forum). OR is that the beauty of all this - that I can be free to come and go? But, what does that say to other participants? Does it even matter? (and, what does that say about building virtual worplaces/communities?) Creating on-line workplaces: The structure, functions and flexibility of my workplace (Ontario Prevention Clearinghouse) has both required and supported the ongoing transformation to more and more electronic functioning. We must keep the "traditional" (older?) channels of communication open and accessible at the same time that we develop capacity for new ones (many people do not have electronic access...and some people do not have phones...) At times tensions emerge when some staff feel technology is being imposed...at other times, the "ah-ha" of possibilities ripple throughout! And, at the same time support is built in for people to come to the technology as they are able and as they need to. I wonder if the creation of the electronic workplace has more to do with how organizations are already faring with regard to their employees...for example we hear of workplaces that have downsized in terms of employees only to put their resources into technology. Which are the assets? - people or the technology?