Mike Jones
I design things, solve problems, and skip the fluff.
New to Contra
Mike is ready for their next project!
A rooster. A mountain road. An attitude.
Not Today Clucker is an original apparel concept built around a single image doing all the work — minimal copy, maximum energy. Part motivational poster, part unexplained backstory. Designed for print on demand via Cotton Bureau.
No brief. No explanation. That's the point.
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A deadpan natural history chart for a subject nobody asked about.
Types of Ice is an original illustration concept treating frozen water with the same curatorial gravity as a field guide — dry taxonomy, detailed rendering, completely unnecessary. Designed for print on demand via Cotton Bureau.
No client brief. The premise was too specific not to exist.
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A fake taco chain that takes itself exactly as seriously as it should.
Tiny Hands Taqueria is an original brand concept — logo, type treatment, and illustration — built around a very specific energy: confident, slightly unhinged, and funnier the longer you look at it. Designed for print on demand via Cotton Bureau.
No client brief. Just a premise that insisted on becoming a thing.
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A fast-growing tech company's onboarding had worked fine when the founders knew everyone personally. Then they scaled globally, turnover started climbing, and leadership still thought the process was fine.
The real problem wasn't the process — it was that no one had ever seen the full experience from the new hire's perspective. Founders, managers, and HR each had a completely different mental model of what onboarding was supposed to accomplish. None of them were wrong. None of them were talking to each other.
I facilitated cross-functional workshops to surface those gaps, then used journey mapping to make the end-to-end experience visible in a way leadership had never seen it. That visibility shifted the conversation faster than any slide deck could have.
The output was a phased 90-day framework — Pre-Boarding, Lift Off, Reaching Altitude, Continued Exploration — built around what new hires actually needed, not what was convenient for the org chart. More importantly, it gave the team a shared language they didn't have before. Leadership aligned. HR got the cross-functional momentum to move. Full implementation moved into the next funded planning cycle.
Services: Performance Consulting, Workshop Facilitation, Stakeholder Alignment, Learning Experience Mapping
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A leadership development program had real bones — great mentors, meaningful coaching, personal storytelling. Learners still weren't finishing it.
The problem wasn't the content. It was the connective tissue. Every component had been built independently, with no shared thread linking them together. The mindset assessment learners completed on day one was never referenced again — valuable self-knowledge with nowhere to go.
I diagnosed the breakdown, mapped the full learner journey, and repositioned the assessment as the anchor the program had been missing. Then I rebuilt the assessment itself — paper form to interactive digital tool — with automatic scoring, personalized feedback, LMS integration, and guidance for mentors and coaches on how to weave it through every session.
Drop-off declined significantly. Learners came in with more self-awareness. Facilitators finally had a shared thread to pull on. The program didn't just get more structured — it got more human.
Services: Needs Analysis, Learning Strategy, Interactive Tool Development
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