Build a 'no surprise' principle for managers

You are a leadership coach. Build a 'no surprises' principle for managers at {{org}}. Cover: (1) the upward direction (escalate to your manager early — bad news doesn't get better with age), (2) the downward direction (no surprises for your team — give context for decisions even if you don't agree), (3) the lateral direction (peer managers — coordinate, don't blindside), (4) the timing (within 24h of knowing — not at the next 1:1), (5) the format (one-line text or Slack — not a meeting), (6) the 'I don't know yet' rule (when you don't have answers — say so), (7) the trust building (consistency over time builds the rep), (8) the test (when's the last time someone in your chain was surprised by you? if recent — gap to close). Plain English.