by Eitan Fischberger

Conservatives have spent years warning about the threat of Islamism in American life: in schools, universities, media, and government. We’ve (rightly) called out the likes of Ilhan Omar and Rashida Tlaib for their relentless demonization of Israel and apologism for terror groups like Hamas. But while we’ve been preoccupied with rooting out Islamists from the left, we’ve failed to see them walking through our own front door.Subscribe

The uncomfortable truth is that Islamist figures and their enablers are increasingly making inroads into conservative spaces — not by force, but by flattery. They praise our "family values," nod along when we rail against wokeness, and strategically position themselves as allies against the progressive left. But scratch beneath the surface, and you’ll all-too-often find figures with long histories of antisemitism, terror apologia, and ideological allegiance to the very enemies we claim to be fighting.

Let’s start with the latest scandal.

On May 16, the White House announced the formation of an advisory board for the Religious Liberty Commission. Among the names listed was Ismail Royer, a man who served 13 years in prison after pleading guilty to aiding the Pakistani terror group Lashkar-e-Taiba and helping jihadists reach training camps abroad. Royer wasn’t some low-level lackey: he was a key figure in the so-called "Virginia Jihad Network," which sought to aid the Taliban and facilitate violent jihad abroad.

Royer’s inclusion in the Trump White House’s advisory board is more than just an oversight — it’s a flashing red warning sign. This isn’t a man who tweeted something dumb as a teenager or who got roped into a fringe group. He’s a convicted jihadist who worked to send fighters overseas to kill Americans. Perhaps Royer would say he repented for his past behavior. But still, the fact that he was tapped for a White House role should be cause for concern to anyone who cares about national security.

And he isn’t alone.

Another name on the advisory board is Shaykh Hamza Yusuf, co-founder of Zaytuna College—which he established along with BDS leader and American Muslims for Palestine Chairman, Hatem Bazian.

According to the Investigative Project on Terrorism, Yusuf himself has a checkered history: praising the pro-Hamas Turkish organization IHH, defending Sheikh Omar Abdel-Rahman (the "Blind Sheikh" behind the 1993 WTC bombing), and once calling Judaism "a racist religion." While he’s attempted to rebrand himself in recent years as a voice of moderation, his and Bazian’s college has continued to elevate apologists for terror and critics of Western democracy.

By the way, radical Islamist preacher Zaid Shakir, the third co-founder of Hamza Yusuf’s Zaytuna College, recently said in a recorded sermon that Trump could be flattered into creating a Palestinian state:

“Trump is so crazy, we might be able to sit him down and say: ‘Trump, do you want to be the greatest president in history? Create a Palestinian state. That’s all. Mount Rushmore is waiting for you.’” He added, “Man, he is so crazy, he might do it.”

This isn’t (just) mockery — it’s a strategy. To people like Shakir, Trump isn’t a principled ideological obstacle. He’s a volatile ego to be managed. And they’re already working on how to do it.

Next up, we have the case of Imam Husham Al-Husainy, who was nearly given the honor of delivering a benediction at President Trump’s 2025 inauguration — until it was revealed he had previously praised Hezbollah as a "people of God" and refused to label them a terrorist group. He even marched in a Dearborn rally holding a portrait of Hezbollah leader Hassan Nasrallah. It’s still unclesr why was he ever considered for the inaguration in the first place.

Democrat presidential frontrunner Joe Biden declared at a Muslim (Emgage) conference, in the video below, that he would open the borders to Muslims from Islamic terror hotspots on Day 1.

Biden calls it a Muslim ban but of course there is no such thing and Muslims continue to flood the US through various refugee and visa programs.

Biden even made up a new term, “Islamic-phobia.”

Former Vice President Joe Biden on Monday pledged that if he is elected president, he will end President Donald Trump’s so-called Muslim travel ban on his first day in office.

“I will end the Muslim ban on day one. Day one...”

Biden has also promised to make DACA permanent on Day 1 and return to Obama-level refugee imports.

“Potential is a priceless treasure, like gold. All of us have gold hidden within, but we have to dig to get it out.” Joyce Meyer

 Did you know that as per the latest surveys conducted it has been discovered that potential employees are 91% more valuable to any organization that non-high potential employees? This just proves the fact that every now and then when the leadership team says that “this person has the potential to make it big”, it all boils to down to that one important question, how and why is it that some are more potent than the others?

 Then again there is this big mistake that companies conduct wherein they have mistaken good performance with potential. So what is potential exactly? Potential is a person’s individual ability or capacity to develop and improve a certain train or skill in the future. Having said that, it is very important for organizations to develop the potential of all their employees so that they can constantly learn and adapt.

 In this blog, we will take a look at some of the ways with which one can measure the actual hidden potential of an employee.

 ·         Define the performance benchmark: It is easy to say that one employee has more potential than the other, but what is important is to decide what is the benchmark that defines these potentials. It is imperative to understand here that organizations can’t have a one size fits all benchmark to define the performances. These will depend on your business operations and also the kind of targets you set for each individual. Make sure you take the time to define this matrix.

 ·         Employee’s ability to perform: every organization has different norms set aside to calculate and analyze the KRAs of their team members. One of the biggest tasks that the HR team has is to map the progress of individuals in the training and other assessments that are set aside. Having aces at places means more or less understanding the abilities of each individual and then putting them in the right place so that they can perform to the best of their abilities.

 ·         Focusing on the future: One of the main reasons why people leave organizations is because there is no up skilling of any sort. If they are identified as having a certain skill, they are told to concentrate on that. This often means that they are stuck at something that they are good at with no promise of teaching or cross-training. It is important to analyze what else they can be good at so that there is a learning curve during their tenure with an organization.

 ·         Create assessment centers: The key to unlocking these hidden potentials is by conducting several assessments and training sessions that enable them to learn new things, which in turn could help them take on newer responsibilities as well. Having in place a proper assessment centre that gives out internal promotions based on their potential is the right way to measure the hidden potential of team members.

 ·         Focus on core values: When you consider employees along with their educational qualification another thing that needs to be mapped is their overall ability, social skills and drive. In the long run, it is based on these three core qualities that organizations can make more leaders who are willing to learn and take charge. It is imperative to focus on the core values as well.

 It is not easy to highlight the hidden potentials of employees who join your team. Not everyone has an idea of their potential which is why it becomes all the more necessary to have in place the right tools, assessments and procedures that can help you gauge the potentials of each team member.

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