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Recognizing Your Why

Posted By Michael Wherry, Consultant, Friday, February 10, 2017

When there is something that you don’t like about yourself or your work, or you realize something is interfering with the pursuit of your goals, change it. Simple, right? Anyone who has tried to change knows it’s rarely that simple. Change can be slow, frustrating and painful. That’s why some people choose to stay the same and miss out on the rewards that powerful change can bring.

To make a difficult change or seek out your purpose in life, it’s essential to find your ‘Why?’ We see this a lot in personal development: Why push through a training program to run a marathon? Why change careers or start a business? Most significant change involves an element of suffering, and it’s the ‘Why?’ that gives you clarity, sees you through the tough times and provides a deeper well of motivation from which to draw. But how often do we ignore the pain points that make up our ‘Why?’

One big red flag that we’re ignoring our ‘Why’ occurs when a new person joins a team and asks questions about why things are done a certain way. When the answer is “I don’t know” or “Because that’s the way we’ve always done it,” there’s a good chance that someone is ignoring an opportunity. Consider these scenarios:

  • Your clients are always complaining that they don’t understand their invoices. They’re constantly asking why the bill is higher than they thought it would be. How could their “simple” tax return take so long? You’re always comparing current year fees to prior year fees to justify the amount you’ve billed them, but that’s just the way clients are. Everyone thinks their return is “simple” and everyone is looking for a discount.
  • Someone in the firm didn’t want to get on board with your move to a paperless office years ago. This person circumvents procedures that everyone else has been using for years, prepares all work papers by hand, and forces admin or staff to adapt. It adds more time and confusion to an already hectic busy season, but that’s the way it’s always been done.
  • It seems like every new CPA candidate you hire leaves within five years of joining the firm. They pass the exam, get some experience and then they’re gone. You hire another crop of new graduates and go through the same thing every few years. It must be that young people don’t have a work ethic anymore. They can’t take the heat.

Is some variation of one of these stories happening at your firm? If so, recognize them for what they are: they are your ‘Why.’ Like a nagging pain that we just learn to ignore and live with, we sometimes just learn to live with a bad situation when we should recognize them as pain points that can be addressed.

Chances are, whatever nagging pain has been bothering you is bothering others in the firm, too. Start asking ‘why’ you’re doing things this way and asking others how they feel about the current process. To get to real change we need to look past the hard part. We need to get into the right mindset, let go of outdated traditions, and reprogram new norms and behaviors. But first, we need to recognize why we need to change. 

 By Michael Wherry


 Boomer Consulting, Inc.


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Member Spotlight: Bob Fink of Honkamp Krueger

Posted By Heather Robinson, Wednesday, February 8, 2017


Firm: Honkamp Krueger

Headquarters: Dubuque, Iowa

No. of Offices: 11

No. of Partners: 33

No. of Employees: 500


Recognizing the value of honest answers and helpful direction from a peer community!

Bob Fink, Partner (previous Director of Information Technology) at Honkamp Krueger, says, “being in IT in an accounting firm can feel like you’re on an island and joining a peer community helps you get off the island.” His predecessor, Natalie Hoffmann was an early participant in the Boomer Technology Circles. As Fink moved up in the firm, Hoffmann started taking him with her to the meetings, eventually paving the way for Fink to be the person representing Honkamp Krueger at BTC.


When Fink took over the role of IT Manager, he worried that, while they were ahead of many firms from a security perspective, they were behind when it came to infrastructure. He immediately began taking notes about what other firms were doing, participating and listening to find out where their firm should be.


The value Fink received from BTC is what led him to petition the firm to join the Boomer CIO Circle as well. He says he enjoys the ability to make contacts, build relationships and have an open dialog with other members of both groups. “If you’re getting off the path, they’ll straighten you out,” Fink says. “It’s a place to ask the difficult questions. There’s nothing you can’t ask to get helpful direction and honest answers. We just don’t have those kinds of resources here locally.”


Those resources have helped the Honkamp Krueger work toward becoming more cloud-oriented and implement flex initiatives, including half-day Fridays and flexible schedules. 


Get to know Bob

Fink grew up in Darlington, Wisconsin and went to school at Loras College in Dubuque, Iowa. His knack for computers and plans to join the family business led to a double major in computer science and business. Instead of joining the family business, he took a job with Honkamp Krueger within a year of finishing college. That decision is one he appreciates when he’s in a cozy office instead of running an agriculture business during cold Wisconsin winters.


Fink met his wife, Jolene, in college and they have three children. Outside of work, he enjoys anything outdoors including boating, fishing and golf.


Next time you talk to Bob, be sure to congratulate him on making Partner at Honkamp Krueger as of January 2017!




The Boomer Technology CirclesTM

The Boomer Technology Circles are technology-focused communities that bring together firm and IT leadership from peer accounting firms. Members share knowledge, experiences and insights to help one another with management and technology decisions. Members meet three times per year and benefit from access to top solution providers and influencers within the profession.


Click to learn more about the Boomer Technology Circles!

Download key insights from the most recent Boomer Technology Circles meetings!

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Winning is Everything

Posted By Heather Robinson, Tuesday, January 31, 2017

Last month, several consultants from Boomer Consulting, Inc. had the opportunity to attend The Advisory Board’s Winning is Everything Conference, a venue for partners in the profession to “come together, brainstorm and inspire one another.”

Here are a few of their takeaways from the conference.

Michael Wherry, CPA, LSS Black Belt, Consultant:

I really enjoyed the keynote speech from Bruce Tulgan, author and founder of RainmakerThinking, Inc.

“Today’s workforce thrives under strong leadership that coaches all day long.”

“It is important to keep score at work. Today’s Millennials have the stigma of ‘everybody wins’ but ask the players on a youth soccer field what the score is. There might not be an official score, but the kids know who is winning.”

I also had the chance to attend the keynote from Mark Shapiro, former GM of the Cleveland Indians and now President and CEO of the Toronto Blue Jays, who said,

“Tough conversations require a solid foundation built with respect, trust and collaboration.”

This conference reminded me that firms need to have a Lean mindset to help them in all areas, not just process. A key principle of Lean is the voice of the client, both internal and external. These points above all start by listening to the voice of the internal customer and with proper focus you can coach/mentor/lead them with the right “scorecard” to deliver external client experiences that will lead to tremendous growth.

Dustin Hostetler, LSS Master Black Belt

From the Mark Shapiro keynote, the focus on culture as a strategy really resonated. Building a culture of accountability separates great leaders and great organizations from the rest. And the fact is, with a good culture built on accountability, you can look at all levels to make meaningful contributions.

Shapiro shared stories of an intern and entry-level personnel who made key contributions to the organization. This definitely applies to CPA firms.

I’m also hearing more and more from senior leaders that remaining relevant and growing a sustainable practice into the future are key vision points that firms need to be addressing. Innovation is a key part of this dynamic and firms are talking about innovation more today than I’ve heard in over ten years in this profession, which is a good thing.

Were you able to attend the conference? Share some of your favorite speakers and takeaways in the comments.

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Client Spotlight: Kimberly Bustamante of Wiss & Company LLP

Posted By Heather Robinson, Wednesday, January 25, 2017
Updated: Wednesday, January 25, 2017

Firm Name: Wiss & Company LLP 

Location: Livingston, NJ 

of Offices: 3 

of Partners: 26 

of Employees: 200 


Building a culture of continuous improvement!

Kimberly Bustamante of Wiss & Company LLP took an unusual route to her role as Director of Operations. She was hired as an administrative assistant over ten years ago after another admin assistant quit – in March! – because she didn’t like the commute. Within a year, Bustamante began working on project management for Wiss, then as a marketing assistant, then the Director of Marketing before being promoted to her current position, where she oversees IT, bookkeeping, processing, office administration, ordering and HR.


When she took over her current role, Bustamante says, “We had a lot of internal processes and procedures in place that were cumbersome and inefficient. Things were done the same way year after year.” After she heard Dustin Hostetler give a seminar on Lean at a LEA meeting, she spoke to the managing partner and other leaders at Wiss about attending Boomer’s CPA Green Belt Training. They told her to go for it.


As a result of her Green Belt Training, the firm began evaluating several processes and made changes to utilize resources better and provide a better experience for both internal clients (employees) and external clients. In particular, they looked at their outsourced accounting services and realize that every client the firm worked on had their own procedures. In some cases, services were being provided that the clients weren’t necessarily expecting or paying for. Once the firm created a standard way of doing things, they started saving hundreds of hours every month.


Bustamante has really taken the “continuous improvement” mindset to heart. “Once you start, there are always improvements,” she says. “We reevaluate every six months. Next, we’re taking a look at the client onboarding and proposal processes, the 1040 tax preparation process, extensions and 1099s.”


Get to know Kimberly

Bustamante grew up in New Jersey and dotes on her three-year-old grandson. She went to school to become a French and English teacher but counts herself fortunate for ending up at Wiss. When she’s not ensuring firm operations are running smoothly, Bustamante is an avid reader and loves to write, study science, bake elaborate 3-D cakes, and go camping.




Boomer CPA Green Belt Training

The Ohio State University/Boomer Consulting, Inc. CPA Green Belt Training program is targeted directly to CPAs. Because it is designed for you and your firm, the learning curve is shorter – helping you make improvements in your firm much quicker.

After the training is over, you will continue to receive remote coaching on your own process improvement project from Dustin Hostetler, a Lean Six Sigma Master Black Belt, to ensure you reach the true application and immediate benefit of your certification. 

Click to learn more about our CPA Green Belt Training!

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4 Lessons Your Child Will Learn at Eagle U

Posted By Jacqueline Ratzing, Project Manager, Friday, January 13, 2017

What do you want for your children? If you are like most parents, you want them to figure out which direction they want to go in life, find their path to happiness and fulfillment and surround themselves with people who will build them up and help them reach their full potential. Did you know there is a program that can help your high school and college-age children do just that? Each year, Eagle U offers a four-day fun and action-packed program where participants meet with mentors and receive inspiration, wisdom and a new way to develop direction in life.  What else will your child learn?

How to figure out what they want to be when they grow up

It is estimated that 20 to 50 percent of students enter college as “undecided” and 75% change their major at least once before graduation. Only 27 percent of college grads have a job related to their major. Following your passion is difficult when you don’t know what it is.

Don’t send your student off to college or into the working world with little or no idea about what they want to be when they grow up. Eagle U teaches them how to research a future career beyond looking through career guides or glancing at job boards. They’ll learn how to talk to people in real careers, and ask questions to find out what they do every day and what they like and dislike about their current job or career path.

How to build and use their network

Research shows that 70 to 80 percent of jobs are never published, so combing job boards and sending out resumes is often a waste of time. Give your child the skills to land a job the most effective way: networking.

Eagle U will teach your student to get noticed by employers with a step-by-step method for using their network to land the career they want by connecting with people who work there or know someone who does.

How to make a good first impression

Do first impressions matter? Within seconds of meeting you, people make judgments about your trustworthiness, status, intelligence and leadership ability. And first impressions, once made, are difficult to shake.

Eagle U teaches students about the power of first impressions and how to impress every time at job interviews, first dates and any other occasion.

How to demonstrate they can add value

You know how important it is to provide value for your clients. Employers are looking for the same thing from their job candidates. Instead of teaching your child to look for a job, Eagle U teaches them to look for places where they can make a significant contribution, then take the initiative to show that to the employer.

Eagle U mentor and former NFL coach Bum Phillips says in football there are two types of players he can’t work with – those who he asked and those who would do nothing more than what was told. Your child will excel when they learn not to wait to be asked or do nothing more than their job.

Boomer Consulting, Inc. is offering a full scholarship to six young people between the ages of 15 and 21 to attend Eagle U this summer. If you know a young person who could benefit from these and other valuable lessons offered by Eagle U, fill out an online application by January 31, 2017.

If you have any questions about Eagle U or the application process, please contact Jackie Ratzing at or Sandra Wiley at


 By Jacqueline Ratzing

 Project Manager

 Boomer Consulting, Inc.


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Client Spotlight: Alan Long of Baldwin CPAs

Posted By Heather Robinson, Thursday, January 12, 2017
Updated: Wednesday, January 11, 2017



Firm Name: Baldwin CPAs

Location: Richmond, KY

# of Offices: 5

# of Partners: 12

# of Employees: 47


Identifying strategic objectives that lead to firm growth! 

The year was 1984, and Alan Long had just been laid off from his first job in public accounting. Being the entrepreneurial sort, rather than turn to the help wanted ads, Long started his own practice in the spare bedroom of his rented condo.  A year later, he purchased the oldest firm in Richmond, Kentucky. Today, Baldwin CPAs is also the largest firm in Richmond, and one of the largest in the state.

That growth did not happen by accident. In 2007, Long ran into Gary Boomer at a training session for presidents of local CPA societies. Familiar with Boomer’s experience in helping firms with strategic planning, Long asked for help. With Boomer’s help, Baldwin CPAs worked through their first strategic planning session in January of 2008.

One of the objectives of that first strategic plan was to open an office in Lexington. They finally realized this goal when they merged with a Lexington firm in November of 2016. Long notes that, although it took eight years to achieve that particular goal, their strategic plan provided a roadmap. Baldwin CPAs may have deviated from the roadmap when new opportunities for acquisitions in Maysville, Louisville and Flemingsburg came up, but that roadmap ensured they never lost sight of their goals.

The firm continues to go through the strategic planning process annually. Long credits Boomer with giving them the courage to do things they needed to do to realize the growth they’ve achieved, including raising fees. Now, they’re considering getting rid of timesheets and moving to value billing.

Advice for young professionals

Long has two pieces of advice for young professionals today. First, don’t take every client who walks through the door. Long said when he started out on his own, he took on small, aggravating clients by telling himself that their fees would pay the electric bill this month. Over the years, he’s had to weed those clients out, and Long believes keeping those clients held him back.

Second, get involved in professional organizations early in your career. Long waited to get involved and feels he missed out on some huge opportunities. Today, he receives many referrals from “competitor” firms for work that they don’t do. He credits those referrals to being known and trusted by other members of his local society. “If you’re doing the job you should be doing, you don’t need to worry about your clients leaving.”

Get to know Alan

Long has been married to his wife, Teresa for twenty years. They have two kids and one seven-year-old grandchild, who he spends time with every weekend. Outside of work, he enjoys fishing and attending basketball and football games at his alma mater, Eastern Kentucky University.


Boomer Strategic Planning

The Boomer Strategic Planning process will help identify your firm’s objectives and set a path for growth. We provide partners and management with the tools to identify dangers, opportunities and strengths while offering instruction on integrating strategic, technology and marketing plans.

We will estimate potential costs relative to long-term value and provide direction as you shape a vision and strategy to maximize the return on your firm’s technology investments utilizing a robust yet simple one-page strategic plan. Our Strategic Plan offers direction for your firm’s most vital growth initiatives. Don’t move ahead without it!

Click to learn more about our Strategic Planning services!

Download our Boomer Advantage Guide to Strategic Planning!

Tags:  Strategic Planning 

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7 Strategies for Marketing in the New Year

Posted By Heather Robinson, Marketing Manager, Friday, January 6, 2017


The New Year is here and if you haven’t looked at your marketing plan in a while, now is the perfect time to dust it off and update your existing strategies. Here’s a list of seven strategies for making 2017 your most successful year ever.

Create a focus on inbound marketing

Referrals and networking are important, but inbound marketing is considered one of the most important tools in the marketing world. It focuses on providing something of value to bring your audience to you.

For CPA firms, inbound marketing starts with education (seminars and articles) and ends with consultations. If your website doesn’t have one already, start a professional blog and share content that helps inform your target clients.  Identify industry-specific publications and contribute articles that demonstrate your knowledge and expertise. 

Offer free seminars that provide updates on issues facing your target industries. For example, if your firm has a nonprofit niche, offer seminars for nonprofit professionals and board members on topics such as understanding financial statements and board governance.

Revitalize your home page

First impressions can make or break a visitor’s decision to spend time on your website. Make sure your site’s home page is clean, uncluttered and provides clear navigational clues. Your visitors should be able to tell right away what your firm does and where they should go next to accomplish the goal that brought them there.

Review and adjust your social media strategy

Every action you take on your social networks – posts, replies, likes and comments - should be a part of a larger strategy. We always recommend getting your goals down on paper and your social media strategy is no exception.

If your firm’s social media strategy is non-existent – or right now you’re thinking “what social media strategy?” – provides a three-step system and a template to get you started.

Make sure your website is responsive

The internet reached a major milestone recently. According to the web analytics company StatCounter, Internet usage on mobile and tablet devices surpassed desktop usage worldwide for the first time in October 2016. That’s why it’s essential that your business website is mobile friendly so clients and prospects can easily browse and find information no matter what type of device they are using. If their experience viewing and interacting with your site is poor, they’ll likely have a lower opinion of your brand and be more likely to visit a competitor’s site.

Realign sales priorities

Are your firm’s sales and marketing teams aligned? If not, you could be missing some huge opportunities. In an article for the LinkedIn Marketing Solutions Blog, Mike Weir, Vertical Director for LinkedIn Marketing Solutions’ Technology business pointed out “upwards of 80% of leads generated by marketing are neglected or never acted upon by a sales rep.”

The first step towards aligning sales and marketing is developing shared goals or key performance indicators (KPIs).  When both teams share goals and priorities, they work together to make prospecting and bringing on new clients as smooth as possible.

Build your annual marketing plan

An annual marketing plan can help your business stay on track with goals and objectives for the year and ensures your marketing budget is maximized. The first step is taking a look at last year’s performance. Did you have a marketing plan in place? Even if you didn’t, you should still be able to review part marketing efforts and results. Which activities were useful? Have your target clients changed in the past year? Are there areas where you want to invest more time and money in the coming year?

Boomer Consulting, Inc.’s Strategic Planning process includes instruction on creating marketing plans and integrating them with your strategic and technology plans.

Take time to learn

Marketing is constantly evolving as technologies change and strategies shift. Best practices from just a couple years ago are almost certainly obsolete by now. That’s why it’s important to take the time to learn about challenges, opportunities and trends. Subscribe to trade journals and consumer magazines. Even if they aren’t specific to the accounting profession, you can find things that are relevant. Read blogs and listen to podcasts. You should even keep an eye on what your competitors are doing. You don’t need to chase after every shiny new thing, but you should stay on top of what is important in the profession and what works for your firm.

Take some time now to reflect on your past efforts and strategize for the coming year. Get intentional about marketing strategy in the new year, and you’ll be set up for even greater success in 2017.


 by Heather Robinson

 Marketing Manager

 Boomer Consulting, Inc.

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Mindset, Skillset, Toolset in Action

Posted By Samantha Zerr, Operations Accountant, Wednesday, December 21, 2016

The consultants at Boomer Consulting, Inc. spend a lot of time talking about the Mindsets, Skillsets and Toolsets needed by successful CPA firms. Recently, I had a chance to see these three principles in action while evaluating a new accounting software program.

Gary Boomer, Eric Benson and I were the team in charge of evaluating the new software program. Our discussions were uncharacteristically unproductive and frustrating. We were each coming from different places and having a hard time seeing one another’s viewpoints.

Fortunately, at our annual summit, where Gary mentioned “mindset, skillset, toolset,” we had an A-Ha moment.

  • Gary had the Mindset. He could see the software in place – up and running with everyone trained and using it to its fullest capabilities.
  • Eric was thinking about the Toolset. What software would be replaced and what were the implications? What sort of disruptions would this cause?
  • I considered my Skillset. As one of the primary users of this software, I knew I had the skills to use it effectively. I could see Gary’s vision, but I was having a hard time recognizing Eric’s point of view.

Once we realized why we were coming from three different directions, we spent an entire meeting talking through the issues. As we talked, with a new understanding of each other’s points of view, we got on the same wavelength.

The project is now moving along smoothly and we see the experience as a valuable opportunity to see the concept of “mindset, skillset, toolset” in action.

The next time you are having trouble getting on the same page with your team, consider whether “mindset, skillset, toolset” is at play in your group. Sometimes that little A-Ha moment makes all the difference.


 by Samantha Zerr

 Operations Accountant

 Boomer Consulting, Inc.


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The Importance of Recognition

Posted By Chelsea Roberts, Process Administrator, Friday, December 16, 2016

“People may take a job for more money, but they often leave it for more recognition.” – Bob Nelson

Part of my role at Boomer Consulting, Inc. includes knowing when our clients and employees win awards, have babies, retire, graduate or get promoted. We make a point of acknowledging these achievements with a card, email or some kind of recognition of the achievement or celebration. It’s a fun part of my job, but it’s also important because taking the time to congratulate coworkers, colleagues and associates on their achievements builds relationships and increases motivation.

Writing for Entrepreneur India, Rajeev Bhardwaj, VP of Human Resources for Sun Life Financial Asia Service Centre, says celebrating achievements can be a great PR opportunity. Whether you’re celebrating a milestone for your own organization, the successes of your own employees, or reaching out to clients and business partners,  Bhardwaj says including others in a celebration creates a sense of belonging.

Taking the time to recognize employees is not just a perk – it’s vital for engaging and retaining your staff. When people feel valued, their satisfaction and productivity increase and they’re more motivated to continue their good work.

If you’re reading this and thinking that you need to improve in this area, where do you start?

First, you need to put yourself in a receptive frame of mind, so you actually see and identify opportunities to recognize others.  Maintain a calendar of employee birthdays and work anniversaries, follow your clients on their social media channels, and encourage your staff to let you know when they learn about the achievements of their coworkers and clients.

Next, have a plan to recognize achievements. This doesn’t have to a big budget item. Sometimes a simple card, a shout out at the weekly staff meeting, or a mention in the company newsletter is enough to make people feel appreciated. Just do it as soon as possible after the announcement is made public, before the recipient has a chance to feel like their contributions have gone unnoticed.

Recognizing people for their good work sends a powerful message: you matter. People feel respected and valued when their contributions are appreciated. Take time to celebrate success, so people know you recognize their worth.


 by Chelsea Roberts

 Process Administrator

 Boomer Consulting, Inc.

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5 Ways to Advance Your Career at the Office Holiday Party

Posted By Heather Robinson, Marketing Manager, Wednesday, December 14, 2016

The office holiday party season is in full swing.  Who will dip their cup in the punch bowl one too many times? Who will take part in some terrible karaoke or over exuberant dance moves? If you want to keep yourself off the naughty list this year, instead of drinking too much and chatting up your friends, consider using the office holiday party as an opportunity to advance your career. Here are five tips to get you started.

Do your research

It’s tempting to spend the whole evening hanging out with your usual office friends but do some research before the party to find out who else will be there.  If your company uses Evite or Outlook to send invitations, you can usually start there to see who has RSVP’d.  Otherwise, consider asking the event organizer who is coming.

Target people to speak with

Once you have an idea of who will be there, make a short list of people to talk to that you normally don’t get to interact with. It might be the head of a department you do not work with often or just someone in the company that is doing good things. Now is your chance to casually rub elbows with the higher-ups, so don’t be afraid to approach them.

If you are nervous about approaching someone on your own, find an outgoing coworker ask him or her to make an introduction. However, introverts should resist the temptation to spend the entire event tagging along with a more outgoing person. Otherwise, the extrovert will be the only one making a lasting impression.

Find common ground

Nobody wants to spend the holiday party talking about work, so do a little research on the people you plan to speak with to learn more about their interests outside of work. Bios on the company’s website are a good place to start or you can check out their social media profiles.

Make sure you’re up on current events, but avoid topics that are controversial or depressing. Remember that the best conversationalists are ones who ask a lot of friendly questions.

Thank the hosts

A polite guest never neglects to thank the host or hostess, and the office holiday party is no exception. Sometime during the evening, seek out the Managing Partner or other members of the leadership team to thank them for hosting the event.

Don’t forget to follow up

When you are back at the office on Monday, follow-up with the people you spoke to, telling them how much you enjoyed their conversation and inviting them to grab lunch or coffee at a later date. Send them an interesting article on a topic you discussed or share another resource you think they’ll find useful.

Take advantage of the opportunity to establish relationships at the office holiday party. Connecting with colleagues, meeting new people, and networking like a pro will reflect favorably on you when it comes time for promotions.


 by Heather Robinson

 Marketing Manager

 Boomer Consulting, Inc.

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